Joy Miller Email & Phone Number

Nashville, Tennessee

Provide Human Resources strategic consultation to the Consumer Bank Shared Services organization.

Strategic business partner supporting Retirement Services within Wealth, Brokerage and Retirement. Leading compensations projects that move the business forward to meet their strategic goals.Coaching and developing the leadership team of Retirement Services to reach higher levels of team member engagement and increase revenue.Consulting on organizational change to maximize synergies and processes.

A bank with 56,000 employees and $4.4B in 2009 revenue; Guide the efforts of 1 Human Resource Coordinator and 2 Senior HR Generalists charged with the delivery of HR services to the Private Client Reserve line of business with 1,800 professionals located throughout the United States. Provide high-level HR consultation to the President of the business unit and his 9 direct reports. Personally deliver HR services to the bank's Chief Investment Officer and 200 professionals tasked with providing Wealth Management Services to the banks most valued customers.Dramatically accelerated the approval of internal promotions, open positions, and job offers. Developed and delivered training on Taleo and Peoplesoft that markedly improved management's utilization of these tools to process transactions, gain approval, and open new requisitions.Improved the performance of HR Generalists while enhancing their visibility and approval with the business units they supported. Redistributed the work load, instituted weekly meetings, set clear expectations, and effectively delegated responsibilities and projects. Drove completion of the portfolio manager compensation model that right-sized the compensation practices for portfolio managers based upon market data and job scope data. Designed the communication plan to announce the results to the general audience down to the individual communications.Enhanced revenue production by increasing the number of professional positions filled while reducing time to fill. Filled 90% of all open professional positions by enforcing weekly status reporting and promoting a culture of idea sharing as well as individual accountability for results. Increased monthly hire by more than 20 positions.Introduced a calibration process for evaluating high population jobs across a footprint impacting more than 400 employees. Championed a differentiation in pay based upon performance. Advised management on the communication of related awards.

Institutional Trust and CustodyRaised the level of engagement between human resources and the business. Redistributed the HR employee work load to better support each business unit and establish the HR function as a pro-active strategic business partner.Improved talent management and utilization across corporate trust. Established talent planning that secured direct input from the President and management reports 2 levels down. Identified high and low performing talent while providing an accurate assessment of the corporate trust leadership team's bench strength.Enhanced the efficiency of Institutional Trust and Custody Departments. Coached the client services manager in the development and implementation of the strategic business plan and reorganization that enabled this.

The largest bank holding company in the countryCompensation Consultant (2006 - 2007)Provided compensation consulting and support to the Residential Real Estate business with 8,000 employees. Communicated the monthly financial results monthly of the global consumer business to the compensation department. Spearheaded total compensation planning for the Consumer Real Estate compensation team charged with developing action items and time line. Orchestrated communication of the yearly total compensation planning process encompassing merit, bonus, and stock award payments for the 2007 plan year.Cost effectively managed 24 incentive plans. Provided annual performance review and plan updates while working in close collaboration with HR partners and line of business owners to ensure the delivery of incentive plans aligned with the needs of the executive team.Played a pivotal role in the development of the consumer real estate executive team. Made recommendations and gained executive approvals for executive hires.

Facilitated the uninterrupted operations of 7 lines of business through an active period of acquisition and divestiture. Advised business line management on employee movements prompted by reorganization. Provided strategic consulting on severance plan development and submission as well as communications policy and delivery. Owned the special agreement process across the franchisePlayed a key role in the development and delivery of 25-50 special severance agreements per year that promoted amicable employee exits while protecting the organization against unnecessary law suits. Worked in close collaboration with the legal department to develop effective content for each agreement. Advised and educated exiting employees on special agreement details and the impact on benefits.Eased the human burden of reorganizations on management. Served as a trusted advisor on numerous reorganization activities including communications, severance, and WARN analysis.

Served as an HR Generalist providing HR support to an employee population of more than 300,000 employees. Provided high level employee relations issue remediation to more than 20 employees a day while serving as the point of escalation for issues not resolvable by 25 HR generalists with less knowledge and experience. Conducted training classes on compensation architecture.Took the lead in rapidly resolving employee relations issues including conflict resolution, harassment, performance management, FMLA, and discrimination. Empowered executive to drive continuous improvement in employee relations. Served as the Subject matter expert for employee relations.