Taisha L. Nurse Email & Phone Number

Houston, Texas, Us

Develop and implement global diversity and inclusion strategies which is woven into the fabric of the organisation whilst impacting diverse recruitment, leadership and employee development and self awareness, employee engagement and retention across the global organisation in more than 23 countries. Develop and report on measurable, tangible metrics and people data to measure the effectiveness of diversity and inclusion initiatives. Quantify the impact of D&I on the business.Apply a DE&I lens across organisational policies, practices and drive a culture of inclusion whilst creating a greater sense of belonging and psychological safety amongst employees. Actively look to influence and shape the culture so all employees feel valued, respected, and recognised and recognise the role they play in creating an inclusive workplace.Review and create strategic external stakeholder relationships to ensure it aligns to the organisation's commitment to diversity, equity, and inclusion. Identify, build, and sustain community partnerships to support global diversity and inclusion projects/plans/initiatives and business strategies.

Houston, Texas, Us

To supported the expanded EMEA region across several Centres of Excellence -Total Rewards –• Rebrand the regional remuneration strategy implementing market-based salary scales, updating TRWD structures (i.e. allowance rates, car leases), managing annual pay review and promotion processes, annual cash bonus and equity management, and reward and recognition.• Consolidated all benefits programmes where possible, to achieve economies of scales and maximize synergiesGlobal Mobility / International Tax• Responsible for the implementation of the Global Mobility strategies to proactively ensure the efficient movement of human capital to meet the needs of the business. This includes the creation of project terms and conditions and leading a team that manages the end-to-end life cycle of an expatriate assignment from distribution of terms to visa processing; mobilization; and demobilization• Responsible for maintaining tax compliance with the filing of home/host employment tax returns; tax cost estimates; setting up of shadow payrolls, as well as any subsequent employee tax settlements.• For entry into new markets, serve as the Tax lead and engage with the Project team and third-party tax providers to understand tax requirements and implications and set up systems and processes to operate in the host country.Diversity & Inclusion Area Lead / President, EMEA Global Women’s Network (GWN)• Responsible for the development of the D&I EMEA Action plan which includes the creation and engagement of the EMEA Diversity Leadership Council, to ensure support at the top and embed the 3 pillars of focus for D&I - Leadership Development; Staff Engagement and Awareness; and Employee training• As President of the EMEA GWN, actively provide Diversity; Professional Development; and Wellness events every month focused on the needs identified by the women in the organisation (over 700 females) but open to and attended by all staff.

Houston, Texas, Us

In 2018, McDermott (offshore EPCI) merged with Chicago, Bridge & Iron (CB&I) expanding its global footprint and creating a premier, fully integrated provider of technology, engineering and construction solutions for the energy industry.• Facilitated deep dive review of existing terms and conditions for both companies in MENA region to develop and implement employment terms and conditions for all MENA entities (currently UAE, KSA, Qatar, Bahrain, Oman, and Kuwait).• Led the regional integration process for MENA Global Mobility for both companies and working towards one approach, terms and conditions, policies, templates, and practices for all project and office-based expatriates. Fulfilled the primary directive to reduce expatriate costs and increase localisation initiatives across the globe.• Lead the HRIS transition from multiple platforms (SAP; PeopleSoft; third-party databases) onto a single HR platform – Oracle. This 18-month global project included working closely with third party consultants; external and internal IT resources, and HRIS colleagues across the areas.

Houston, Texas, Us

I am responsible for working cross functionally to execute HR projects, initiatives, and process improvements and spearheading several workstreams which address complex human capital challenges. This newly created role was formed to establish a strategic framework to translate business needs into people strategies which are measurable and supporting the change management strategy and mitigating anticipated obstacles.CB&I merger -• Conduct a comprehensive third-party Compensation and Benefits survey for the Middle East and Asia Pacific regions to establish best practice and assess/revamp the existing compensation philosophy and salary structures across the newly formed company in two regions.Relocation to KSA executed by 2020 - • Develop relevant retention and performance related plans for key employees required for the Saudi transition and for business as usual activities in the UAE.• Research best practice for the latest trends and developments in HR Strategy, policy, and procedures and modernize terms and conditions, remuneration, and benefits to facilitate multi-staged KSA transition.• Assist with the mass recruitment and development of Saudi resources to satisfy local targets and support the growth of the Saudi business.Entry into new markets• Develop a comprehensive blueprint for entering new markets including the establishment of legal entities, visa allocations, and tax implications. Research the HR landscape to facilitate relocation needs including housing, schooling, cost of living adjustments, as well as developing of local, legally compliant contracts, terms and conditions, etc. Successfully facilitated the Qatar business set up in November 2017.• Support cross functional HR initiatives (including Recruiting, Talent management, Learning and Development, HR operations, Workforce analytics, Compensation and Benefits) on a project basis reviewing current and future business requirements and offering holistic HR solutions.

Houston, Texas, Us

Develop and support the delivery of strategic and professional HR services that drive best practice across Compensation; Benefits; HRIS; Global Mobility; and Recruitment in 4 territories (6,000+ employees) – United Arab Emirates; Saudi Arabia; India; and Azerbaijan – through a team of 14 professionals.• Re-brand and implement a Regional Remuneration strategy ensuring it meets comparable pay practices and structures within the EPCI industry, in multiple countries, for diverse populations – e.g. Expatriates, Regional Salaried; Day rate (offshore), and Hourly rate staff. Responsible for the annual pay review process including performance calibration, development of base pay recommendations and guidelines, promotion process, annual cash bonus and equity management, and the overall employee communications. • Responsible for the implementation of a Global Mobility strategy and programmes which is compliant across the various businesses and in line with local law. • Spearheaded a comprehensive review of the medical insurance schemes in UAE, KSA, and India, facilitating the transition from a fully funded self-insured in-house medical scheme to approved third party providers across the Middle East and India.• Serve as the HR stakeholder for the Payroll transformation from a homegrown Payroll system to SAP payroll, having in-depth knowledge of the existing systems; downstream impact; testing, as detailed by the IT Project roadmap. • Participate in global cross functional working groups in the development and promotion of HR policies and procedures, operational efficiency, cost savings studies, service improvement initiatives, as well as business M&As. • Responsible for the detailed, strategic recruitment plan which identifies enablers; technologies; processes; and resources available. Managed the recruitment team and worked with stakeholders on the 2017 resources ‘ramp up’.

Houston, Texas, Us

Serve as the subject matter expert on Total Reward (Compensation and Benefits) and HRIS across 6 territories (7,000+ employees) – United Arab Emirates; Saudi Arabia; United Kingdom; India; Qatar; and Azerbaijan – and manage and mentor respective teams supporting functional areas.• Research best practices and trends and perform deep-dive analysis on effective and competitive compensation strategy and programmes.• Responsible for the development, implementation, and re-branding of a Regional Remuneration strategy ensuring it fulfills comparable pay practices within and outside of the EPIC industry and in the respective countries of operation.• Establish and maintain strategic relationships with Sr. Management teams and HR managers to counsel and educate on Total Reward and HRIS systems through the development and circulation of policies and procedures, and roll out of suitable communication and training modules.• Responsible for the annual pay review process including performance calibration, development of base pay recommendations and guidelines, promotion process, annual cash bonus, equity management, and overall employee communications.

This role was created in 2008 to facilitate the creation of a Group Total Reward function which governs 14 countries, streamlines Comp & Bens related processes, and establishes a TRWD strategy which is aligned with the corporate objectives and an evolving people agenda. •Establish and embed a global compensation philosophy across 14 countries (5,000+ employees) which support Cable and Wireless’ pay-for-performance culture.•Spearhead the implementation of a cutting edge organization-wide Job Evaluation using Towers Watson’s Global Grading System (GGS) and develop global compensation structures that are externally competitive and internally equitable.•Create a Center of Excellence in which all compensation plans (i.e. base pay matrices; long term/ short term incentive schemes; recognition programmes; commission plans) are created and implemented and competitively positioned in their respective markets.•Periodically review and modernize Total Reward related policies, programmes, and controls and offer commercially sound options, such as a single health care plan, a cafeteria style benefit scheme, and dissolution of cash allowances.•Participate in union-management negotiations on compensation related matters.•Develop and implement a consistent International Expatriate policy and facilitate all tax related matters.

• Partner with Executive Vice President and direct reports to understand business needs and develop HR goals and objectives to support business deliverables.• Manage all HR related processes including employee relations issues, recruiting, training and development, performance management, reward and recognition.• Advise and ensure business unit comply and adhere to Cable and Wireless’ policies and procedures, as well as to current legislation.• Facilitate organizational restructuring and actively manage headcount reduction activities.

As a consultant, led several cross-functional HR projects in Total Reward Management; Performance Management/ Appraisal systems; Job Analysis/ Reclassification; Operational Improvement to name a few and recommended the best and most practical solutions/approaches for successful implementation.•Created and implemented broad banded base pay matrices informed by internal and external conditions for the Bahamas Regulatory Commission.•Developed and conducted local, regional, international HR benchmarking studies and provided comprehensive summaries on market trends, compensation recommendations, and analyses. •Developed a variable incentive scheme which served to reward high performing employees for the attainment of measureable, strategic outcomes.•Completed human resources needs assessment across regional and international organizations focusing on how HR strategy and processes were directly aligned to business goals and objectives.•Completed a comprehensive review of an organisation’s current performance appraisal system and recommended both strategic and practical changes to improve the effectiveness of the performance management process. •Conducted a job analysis, review of salary and wage structures, as well as a re-classification of positions for the Civil Service in two countries.

New York, Ny, Us

Over the last 6 years, gained significant experience across several HR functions – including Total Reward Management, HR Information Systems; Shared Service Center; as well as within a Generalist capacity, with a strong commercial focus and business acumen essential to fully supporting the complex needs of the business.Compensation, Benefits and Reporting Manager•Managed all cyclical compensation processes for Europe, Middle East, and Africa based employees (n= 8,000+). •Implemented critical management information reporting for HR Generalists and Senior Management teams. HR metrics included headcount, turnover, attrition, promotion, budgeting, talent management, and compensation accruals.•Partnered with outsourced HR Service Centre to ensure data integrity; the availability of real time reporting; and recommend all functional changes to Business Objects to meet the needs of team and clients.•Full managerial responsibility for three direct reports in business analytics team. •Established a proactive working relationship with business unit accountants and provided cost management reporting in line with financial reporting on a monthly basis.HR Generalist•Partnered with the Private Wealth Management Group (PWM) senior management team to achieve HR goals through strategic planning and implementation of Human Resources programmes.•Managed employee relations, training, recruitment, performance evaluation, and reward management for PWM.•Advised and ensured business units complied and adhered to policies, procedures, and current legislation through appropriate training and continual consultation.•Conducted disciplinary and grievances hearings in accordance to Morgan Stanley's policies.

New York, Ny, Us

• Responsible for the preparation of monthly firm-wide compensation summaries and accruals.• Prepared firm-wide compensation trend analyses and forecast models based on requests from HR Business Partners and Senior Management.• Organized compensation survey data outsourced to McLagan Partners, Inc., and prepared ad-hoc compensation analyses/summaries for Institutional Securities Division.• Conducted all training sessions on Compensation specific processes (i.e., Analyst Process, Non-Exempt, and Year-End Exempt Process)

Stamford, Ct, Us

Stamford, Ct, Us

Hr Director'S Certification

Professional Certified Coach, Pcc

Masters Of Human Resources Management, Human Resources Management And Services

Bachelor Of Liberal Arts, Psychology