Ezell Bell ✔ Email & Phone Number

Memphis Metropolitan Area

Greater Memphis Area

Act as partner and advisor to management staff, advising on matters related to talent management, organizational development, leadership and strategic planning.Plan, implement and facilitate HR initiatives (workforce planning, performance reviews, employee engagement, talent review, compensation planning and compensation equity.Managed and resolved complex employee relations issues.Monitored the pulse of employees; analyze data to help drive improvements by taking a proactive approach with issues relating to the business.Partnered with leaders to understand organization strategies and impact on employees.Gathered market intelligence to maintain market competitiveness and develop new total rewards strategies.Collaborated with business partners and recruiters on compensation matters, including updating job descriptions and providing recommendations for various compensation decisions.Managed periodic employee communications regarding changes and updates to incentive plans and policies.Held training sessions to leaders relating to Flex policies and procedures to ensure fairness and consistency.Created and delivered career workshops for non-exempt employees to prepare them for promotional opportunities.

Olive Branch, Ms

Provide Human Resources support and consultation to client partners within Corporate Shared Services Technology and Finance teams with a dual role supporting Talent Acquisition as a full life cycle recruiter and as an HR Business Partner influencing the business.Develop a partnership with business clients in various locations through effective consultation and support that is aligned with business initiatives.Provide coaching and counseling to management and team members.Conducted analysis of various job description and presented recommendations to Finance partners.Ongoing needs assessment, design unique programs and delivery methods that meet the needs of the business. Determine need for training and development to address business, morale, or other needs.Consult with management to support pay for performance philosophy. Coached managers through all aspects of performance management process from goal setting through appraisal and performance counseling process.

Olive Branch, Ms

Serves as the HR business partner with the business management team for the strategic and operational success of the designated business unit and locations. Leads assigned business unit-wide HR programs and initiatives to align with assigned business operational performance objectives. Facilitates, manages and leads change, proactively assesses business needs and collaboratively develops solutions. Serves as a consultant to business management on human capital related matters, which may include culture, organizational effectiveness, workforce planning, talent acquisition and development, employee engagement and retention. Acts as a change agent in the diagnosis of organization problems, separates symptoms from causes, helps set the agenda for the future and creates plans for making change happen.Understands conditions and trends in the business and effectively envisions, develops, and implements new strategies to address competitive, complex current and future business issues.Used published and local surveys to obtain and analyze market pay rates. Made recommendations on appropriate pay grade level.Serves as a trusted advisor to guide business decisions and is sought out for his/her perspective in people related decisions.Works closely with business management to improve employee work relationships, engagement, retention and performance.Identifies leadership development needs and contributes to solutions to improve the capability of leaders to lead and manage their employees to achieve desired outcomes.Participates as part of the interview team for all exempt level positions.

Southaven, Ms

Strategic Partner:Use HR metrics to measure and analyze effectiveness of people strategyDevelop and execute a people strategy to recruit and retain the best talent to achieve company goals and grow the businessCommunicate and implement HR programs; check and adjust for understanding and complianceTeam Member/Leader Champion:Create and conduct workshops to support development intiativesPartner with leaders to creat a culture of positive recognition, constructive feedback and an inclusive environmentAssist leaders create action plans based on employee engagement survey feedbackDrive leadership development though training, coaching and succession plansChange Leader:Assist business partners in understanding the effectivness of using change management processesPartner with team members to understand business goals and HR policies/procedures to improve overall resultsDemonstrate behaviors of a credible HR business partnerTranslate the business strategy into Human Resources strategy and tactical plans. Apply policies and programs for salary administration, talent management, team member and leader development, employee relations, legal compliance and benefits administration for 150 team members.Assess needs and facilitate/develop programs which results in improved human resources performance.Provide experience/expertise in all areas of human capital such as employee commitment, employee development, employee recognition, performance management, talent acquisition, compensation, benefits, affirmative action and training/development.Coach Senior Leadership through first line supervisors on leadership skills and application as well as career development for employees.

Provided human resources leadership to the management team and employees and ensured objectives were aligned with business strategic goals through effective employee relations functions, employee safety and organizational developmental strategies.Provided guidance to management to ensure effective employee relations in matters of supervision, discipline, discharge, engagement and inclusion practices and policies.Communicated, administered and ensured implementation of all corporate human resources policies and programs related to employment law, employee safety, benefits, compensation, succession planning and management development.

Planned, directed and implemneted human resources policies, procedues and activities in the areas of employee relations, training, EEO/AA and recruiting. Identified to lead the ARS EEO/AAP initiative and develop a strategy to ensure consistency and compliance. Provided corporate support to seven Regional Human Resources Managers and two direct reports.Saved the organization over $100,000 in consultant fees by developing over 70 Affirmative Plans internally.Implemented compliance measures which saved the organization over $300,000 in estimated potential liability in Department of Labor audits.Co-wrote and performed in the company's diversity video used in training employees and managers. Researched and purchased commercial training programs for Sexual Harassment Prevention, Management Development and Diversity.