Jason Wright Email & Phone Number

Atlanta, Ga, Us

Atlanta, Georgia, Us

Atlanta, Georgia, Us

Atlanta, Georgia, Us

Atlanta, Georgia, Us

• Partner with Senior level executives in IT, Finance, Legal, HR and Marketing. • Established Employee Resource Groups to promote inclusion and diversity. • Developed and implemented consistent orientation and onboarding process, allowing for earlier connection to the organization and increasing retention. • Partnered with external resources to implement new to leadership training based upon analysis of engagement surveys. • Established exit tracking method to analyze exit reasoning. • Reduced cost to organization by $239,000/yr by identifying gaps in workforce planning. • Implemented talent and succession plans to identify top talent and produce development plans. • Partnered with compensation to ensure fair and equitable practices amongst department. Analysis presented opportunity to ability to compete with market by increasing avg salary by 12%, in turn presenting top talent. • Implemented consistency for performance management, in an effort to reduce exposure to the organization.

Cincinnati, Ohio, Us

• Offer support for: Operations, IT, Legal, Sales, Franchise and Development, and Risk/Underwriting groups for US, UK and India.• Coordinated and supported integration planning, tracking and processes for new acquisition.• Helped establish and lead through process and procedures to ensure success of major acquisition. • Partnered with all levels of organization, including C-Suite to drive and establish people strategy and ensure objectives/metrics align.• Developed and implemented consistent Performance Management Process that reduced legal exposure to organization.• Partnered with executives to restructure call center incentive plans that decreased overall spend but increased productivity. • Counseled managers and staff on development opportunities, career mobility and advancement, as well as organizational development, training, compensation, and programs to support corporate initiatives.• Partnered with other HR Business Partners to ensure cross-utilization of information and projects.• Developed and implemented new to leadership training.• Developed and implemented consistent recruiting process for operations department that increased diversity in talent pool. • Reviewed and analyzed data to identify trends and recommend solutions to improve employee performance, retention, and employee engagement, thereby reducing retention to 10%.

Bloomington, Illinois, Us

•Apply strategic business focus, influence, resourcefulness and critical thinking skills to execute HR strategies and support business plans •Offer HR support to Operations/Call Center Department. •Consults with business partners throughout the performance review process including consensus building discussions and understanding of compensation programs•Monitor status of workforce engagement and retention through evaluation of surveys, data and analysis•Support business partners in identifying causes surrounding workforce issues and assists in developing solutions•Utilize resources to assist business partners with workforce planning and succession needs including early identification of talent and talent reviews•Support change initiatives and assists and supports business partners in coaching their employees through organizational change•Collaborate across HR functions to serve the business partner and HR leadership•Oversee or participate in HR team projects as assigned•Identify the need for an investigation through regular interaction with business partners•Conduct investigations •Served as a resource to HR staff and coaches less experienced Representatives•Gather, interpret, and communicate analyzed data from various sources to identify and track trends, identify workforces activity, and offer solutions related to business partners•Educate management on compensation programs and philosophies to assist leadership in utilizing them to meet established goals•Work with HR colleagues and business partners to analyze the business environment and identify current and future talent needs •Administer and direct the use of selection tools, such as screening applications and conducting interviews, to identify competitive applicants •Manage the entire recruitment process and documents it through the Applicant Tracking System Develop hiring projections based on analysis of attrition as well as industry information