Joyce Thornton Redmond Email and Phone Number

As the senior Human Resources leader for Liberty Utilities, I am responsible for leading all human resource functions and direction. I provide leadership in developing and executing human resources operations and strategy in support of the overall business goals of the organization, specifically in the areas of company culture, employee relations, organizational development, training, HR management, implementation of well-conceived and designed programs, and synchronization of HR processes, systems, policies and procedures pertaining to all HR activities.workforce/succession planning, compensation and benefits, learning and development, employee relations and employee engagement as well as performance management. I maintain a credible adviser/advocate relationship with a broad base of internal customers.

Implement HR strategies and initiatives to create structure, business processes, performance systems, solutions and metrics to support business goals, company culture and company growth. Drive key HR initiatives across departments, including staffing, performance management, compensation planning, succession planning, training and development, rewards & recognition, organizational effectiveness and employee communication. Address all employee relation matters, including conducting exit interviews, supporting on boarding initiatives, and evaluating and providing recommendations to stakeholders. Provide support and coaching to the leadership team during preparation of short and long term plans, budgets, and periodic performance reviews. Assist in sourcing resource needs, which includes recruitment strategy/processes, resourcing metrics, recruitment and selection assessment.

Assist with the implementation of corporate human resource policies at the segment or division level. Facilitates organization and leadership development efforts, working with employees and managers to address root causes of human resources issues. Resolves employee relations issues through a systematic approach. Assist senior management in the development of solutions through cultural and process perspective organizational development. Assists in company-wide programs and initiatives (e.g., employee engagement, salary reviews, bonus awards, equity grants, workforce planning, and organizational changes). Provides feedback and insight to corporate level HR functions.

Provide HR support for all business objectives including employee culture, recruitment, retention, employee related programs, and organizational development as a transitional HR consultant to ASURION.Counsel and advise management on employee relations, performance management, training and development opportunities, staffing and retention, policy and procedure administration, and compensation planning and programs. Provide Generalist experience with workforce planning, staffing, employee relations, performance management and coaching, organizational learning and development, team building, change management, succession planning, compliance, experience with benefits and compensation.Work collaboratively with client groups to recommend new Human Resources approaches, policies, and procedures to effect continuous process improvement. Assist leadership teams with implementation of policies and procedures to ensure compliance with employment laws and regulatory requirements and in all phases of awareness education and training programs.

Assist leadership teams with implementation of policies and procedures to ensure compliance with employment laws and regulatory requirements and in all phases of awareness education and training programs. Successfully maintained organizational leadership role of human resources function in which workforce expanded from 14 to over 350 employees and enabling company to maintain consistent annual revenue growth. Developed a state based award winning associate training and development plan using a combination of case studies, on the job learning, stretch assignments, classroom and online learning, and coaching/mentoring to meet specific organizational objectives, build bench strength and address specific gaps in employee performance and business initiatives. Reduced employee turnover by implementing from an average of 36% to 8% annually.Created an onboarding process which reduced new employee ramp up time and learning curve by over 2 weeks.Led and participated in cross-functional work teams to increase employee engagement and implemented solutions to improve the organization's overall engagement experience. Administered a comprehensive compensation system that included base pay ranges, bonus structures and incentive plans that effectively integrated with the organization's performance management system and business strategies enabling the company to increase company revenues from $5 million to $26.2 million.Established company-wide performance management system based on corporate culture, vision, and values resulting in increasing average employee productivity by more than 42%.Successfully initiated and led due diligence tactical plans during the asset merger of ASURION and NEW that consolidated functional activities and implemented departmental budget reviews identifying a positive savings over $1.8 million.

Assessed organizational needs and consulted/collaborated with HR and Organizational leadership to develop solutions related to culture, employee performance and leadership development within a German-held international organization.Conceptualized and developed HR policies and processes within a greenfield 'rolled steel and stainless '​ heavy industrial manufacturing site supporting US based Tier I Automotive manufacturers. Supervised all human resource functions, including recruitment, hiring practices, employee relations, training programs, and office management for two construction/manufacturing sites in Alabama. Reported to the VP of Human Resources. Provided collaborative organizational design approach and associate development initiatives to address rapid start-up growth and infrastructure requirements, i.e. organizational restructuring, succession planning and team building. Performed as lead HRIS Integration Specialist for PeopleSoft and for all US-based manufacturing associates. Built and implemented the North American compensation and HRIS functions (previously handled at German-led corporate level), established new processes, standards and controls. This resulted in cost savings and strengthened the pay-for-performance culture. Developed and administered a comprehensive employee benefits portfolio including a tuition reimbursement program and an employer-matching contribution 401(k) plan, and was able to maintain annual health insurance renewals for consumer driven offerings below national averages.Organization's liaison with corporate and external legal representation to ensure new policies and programs comply with state and local statutory requirements and to ensure positive and effective media and community relationships.

Coordinate the implementation of competitive, equitable, performance oriented pay practices to drive and support specialized business growth utilizing leading edge methodologies, tools and techniques for national employee base of 2700 associates. Provides advice to management/staff on pay decisions, policy and guideline interpretation and job evaluation including the design of creative solutions to specific compensation- related programs. Prepare job analysis and market evaluation, prepare and maintain position descriptions and maintain the salary structure and pay grade levels, to effectively attract, motivate, and retain key employees with effective, career ladders, job families & titling schemes. Administer and coordinate major compensation initiatives; Annual Staff Merit review cycle, Salary Budget planning, Pay Plan Restructures, FLSA Reviews.

Coordinated the implementation of the Supply Chain distribution/service division restructured HR function as a business partnership in support of the division strategic directives. Identified core competencies, corrected deficiencies and established performance metrics. Collaborated with the business unit President to identify organizational restructuring issues; consolidated business units; reorganized HR Shared Services resulting in cost reduction measures exceeding $8 million. Implemented cost-effective employee benefits plans including 401K and pension plans which significantly reduced merged corporate benefit expense for an 6.58% reduction in contrast to 13% increase from the preceding year. Responsible for planning, directing, and administering all aspects of human resources service delivery including employee relations, employee benefits for a global and regional area supporting approximately 3000 technology and engineering employees. Utilized Six Sigma methodology to drive alignment of employee critical performance factors and performance measurements with strategic business imperatives to increase productivity. Successfully launched new integrated Global HR Shared Services model. Delivered strong performance results by leading and supporting a strategic HR business plan critical to a successful competitive designation as 2008 & 2012 Supply Chain Logistics Provider for the World Olympics Organization.

Provide positive employee relations training and human resources support programs, delivered management support and development services for contracted clients within the Southeast region.Access and coach change management strategies/ practices related for contracted clients. Recommend policies and procedures to ensure compliance with applicable federal, state and local laws and regulations, internal policies and procedures, professional standards and accreditation standards. Provide consultative services to clients regarding organizational development, employee engagement and organizational effectiveness. Coach and mentor client supervisor/ leadership teams regarding HR policies and procedures relative to internal and external implementation and administration( e.g. audit, process review, policy design, delivery systems and communication strategy). Act as a senior employee relations resource to clients regarding investigation and resolution of employee related issues, including but not limited to; termination counseling, work performance, disciplinary counseling, harassment claims, discrimination allegations, financial misconduct and general policy interpretation and administration.