J. Kim Scholes, Mba, Sphr, Shrm-Scp Email & Phone Number

Atlanta, Ga, Us

Provides overall leadership and coordination of the Firm human capital management functions, as well as develops and implements corporate HR strategy and programs; leads HR effort within the organization; sets and directs priorities and actions of HR team; manages team in order to complete HR team and Firm goals; develops and leads strategic HR initiatives tied to organizational goals; serves as business partner and consults with, and influences, functional leaders on business needs, while providing human resource expertise; builds and fosters healthy business practices and culture; proactively manages employee relations across the organization while administering HR policies and practices; partners with the organization’s leaders to ensure a fully-integrated and robust talent acquisition strategy and meets employee selection goals and needs; leads performance management strategies and systems that highlight the top talent and identifies the high potentials in order to maximize human capital; ensures compliance, standardization and optimization of organization-wide HR policies and practices; partners with executive team and business leaders to develop innovative programs and initiatives that inspire employees and the organization around common goals, vision, and values and enables continued expansion, growth, and transformation; functions as senior‐most human capital expert; serves as trusted adviser to executive team in driving organizational success; ensures the organization is compliant with all federal, state, and local human resources laws; evaluates metrics such as turnover, exit interviews, and employee survey data and trends, and partners with business units to identify strategies and tactics to attract and retain talent; determines, implements, measures and improves the organization’s strategy for recruitment, staffing, classification, development, training, organizational analysis, employment practices, and employee relations.

Served as strategic member of TBC senior management team; aligned the human capital management function to support overall company business goals and objectives; developed HR department goals, tasks, policies and procedures; oversaw departmental strategic planning; identified opportunities and created solutions to enhance organizational effectiveness; developed and disseminated HR policies and procedures; created and monitored annual HR budget; oversaw workforce planning and talent acquisition; designed and facilitated effective workforce development initiatives for employees to cultivate a positive customer-oriented learning environment; spearheaded ongoing merit-based approaches to performance evaluation and improvement systems; leveraged technology to support the human capital needs of the company; created and executed internal and external communications strategies and employment branding related to human resources; advised and assisted leaders, managers, and all levels of staff regarding HR subject matter areas; implemented positive employee safety, welfare, health and wellness initiatives; and managed compensation and benefits administration.

Mclean, Va, Us

Senior advisor on a team for clients within the Federal government to support the implementation of PeopleSoft-based applications; supported large- scale human capital management programs, payroll systems, workforce analytics, and change management initiatives within the Centers for Disease Control and Prevention (CDC) and Department of Energy (DOE) Oak Ridge Y-12 site; applied experience with Federal payroll systems, career mapping, competency modeling, recruiting, and Federal government HR policies, practices, procedures, and regulations; applied knowledge of PeopleSoft solutions that enabled the building of competencies in the areas of basic consulting and assignment performance; and identified opportunities for organization strategy. Garnered and maintained a "Public Trust" Clearance and a Department of Energy "L" Clearance.Selected AccomplishmentsKey human capital team leader for DOE Consolidated Nuclear Security (CNS), Human Resources, Oak Ridge Y-12 Plant, by supporting merger-integration with Pantex, and for CDC, Management Information Systems Office (MISO)/HR Office (HRO) for HHS-wide Hire to Retire (H2R) Modernization and interagency TASNet Payroll Leave Discrepancy Resolution Projects.Received High 5 Award for CDC H2R Leave Balance Discrepancy Plan of Action and Performance and Team Award for H2R Project.

Alpharetta, Ga, Us

Provided overall design, implementation and management of HR department: responsible for overseeing all human resources functions for 650+ employees throughout national workforce, accountable for ensuring compliance with all State and Federal legislation and other governmental entities; rewrote job descriptions; solicited and implemented Applicant Tracking System (ATS); monitored performance evaluation program; developed, recommended, and implemented personnel policies and procedures; prepared and maintained handbook on policies and procedures and other codes of conduct guidelines; approved staffing invoices for payment; conducted talent acquisition for all corporate exempt and nonexempt personnel; provided employee relations counseling, outplacement counseling, and exit interviews; provided ongoing tactics for successful talent management strategy; oversaw progressive discipline and other manager/employee relations activities; mediated staff disputes to resolution, and provided supervisor/management guidance; participated in administrative staff meetings; and partnered with safety committee members, operations directors, and senior leadership team members.

Provided general management oversight and directed the activities of all functional areas within the department for largest real estate media company through a staff of HR generalists; provided regular advice and counsel to all levels of management and employees pertaining to HR policies, programs, and practices; increased cost efficiencies throughout HR department and through oversight of sales, editorial, manufacturing, and headquarter exempt and non-exempt employees; reduced year over year budget by 50% by driving business to technology; applied revised PTO policy, saving company $200K; introduced strategic HR metrics dashboard for senior leaders; created workforce planning and merger-integration procedures, performance management and progressive discipline systems, and web-based training in conduct, sexual harassment, new employee orientation, and performance evaluation; administered and implemented benefits programs; overhauled compensation structure to salary bands for sales and non-sales positions; instituted benefits portal with electronic enrollment via full-service vendor model; drove corporate branding and values initiatives to increase recruiting effectiveness and employee accountability; designed and implemented HR portal; executed electronic applicant tracking system and salary review system; served as key stakeholder in implementation of upgraded web-based HRIS; and developed comprehensive management development curriculum for High Potentials. Promoted to Vice President after ten months.

Dallas, Tx, Us

Provided comprehensive human resources consulting services to headquarters/southeast staff management officials and employees on all matters of human capital management, including talent management, employee relations, labor relations, merger integration, workforce planning, workforce development, systems implementation, succession planning, organizational development, performance management, wage and hour administration, compliance, progressive discipline, employee advocacy, risk management, employee engagement, crisis management, disaster preparation, change facilitation, and strategic budget development. Promoted to SE Operations with regional oversight of all major functional areas within human resources and supervisory authority over HR staffs in TN, KY, SC, NC, and GA, and later added network operations clients in AL, FL, LA, MS, and PR.

Atlanta, Ga, Us

Provided comprehensive HR consulting services, including recruiting and staffing, training and development, employee relations, performance management, progressive discipline, EEO, unemployment compensation, and risk avoidance for employees and managers in Atlanta office of McCann Worldgroup.

Chicago, Il, Us

Provided comprehensive HR consulting services to 62 mid- and executive-level staff management officials throughout 7 locations with approximately 600 employees, including automated all facets of human resource management, including recruiting, discipline, EEO, unemployment and turnover data for all employees occupying diverse positions; fostered morale support throughout management in order to reduce turnover rates by 30%; decreased unemployment compensation insurance costs by defending all actions through increased employee relations and reporting requirements training, winning all but 2 cases; maintained policy oversight of entire childcare department, supervising a staff of 6 directors and 200 employees who service 60,000 members; developed and presented developmental courses on basic supervision, sexual harassment, new employee orientation, workers’ compensation, discipline, and performance management.

General Salary (GS) 230-12-Employee/Labor Relations Specialist: Implemented regional partnership initiative for two national federal unions affiliated with the AFL-CIO, resulting in 80% reduction in grievances and unfair labor practice charges; resolved or settled hundreds of grievances, appeals, and unfair labor practice charges with only 5 cases requiring third party intervention for the southeast regional office client group of approximately 7,000 employees; advised and assisted managers on employee relations matters by restructuring and administering an automated disciplinary action system for client base, increasing efficiency of processing correspondence in excess of 50%; developed and facilitated developmental courses on performance management, labor relations, conduct, Family and Medical Leave Act, and alternative dispute resolution; wrote and implemented disciplinary actions, grievances, appeals, leave administration policies, and employee assistance programs for 5 large US Army southeastern regional headquarter units; received Achievement Medal for Civilian Service for meritorious performance in position; accomplished highly-successful completion of comprehensive developmental assignment in all areas of human resources management, including recruitment and staffing, training and development, employee/labor relations, and position classification - formal education concluded in a placement to journeyman position and eventual promotion to specialist level within Outstanding Scholar Intern program; selected and participated in Regional Outstanding Scholar Intern Leadership Council; and fulfilled educational requirements of comprehensive computer programming training with eventual placement in the Management Analysis Branch for major DOD/DOA ADP headquarters command unit. Garnered and maintained Department of Defense (DOD)/Department of Army (DOA) Secret Clearance.

Mba, Marketing And Management

B.S., Hotel And Restaurant Management

Leadership Certification, Leadership Development

Non-Profit Board Management Certification

Journeyman General Salary (Gs)-201-11-Personnel Management Specialist, Personnel Management (Human Resources Management)

Journeyman General Salary (Gs)-334-09-Computer Programmer, Computer Programming

Salutatorian, Advanced Placement History And English