Kasey Davis Email and Phone Number

Remodeled HR Systems and Data to Support a New Compensation Structure- Reconfigured plans for Merit, Long Term Incentives, and Short-Term Incentives as well as built a new Individual Incentives Plan in ADP.- Partnered with HR leadership to condense the amount of salaried Job Titles from over 900 to approximately 350. Reorganized their use in the system to enable trackable cross functional teams. - Implemented new salary bands and plans into the system tables and converted employee data. Compensation Analysis and Support- Advised HR on how to complete the Merit Cycle given the new structure and pay philosophy.- Provided analytics in order redesign and release new Sales and Hourly Employee Compensation Plans.- Empowered HR to make equitable yet competitive pay decisions for new hires and promotions.

ADP Module Implementations - Lead a team to build the Compensation Cycle Module for Merit, Long Term Incentives (stock), and Short-Term Incentives.- Guided and aided in the configuration of the Applicant Tracking System. Oversaw the flow of information and integration of the Background Check Module, the Recruiting Management System and the Employee Records storage in ADP Vantage.- Worked with Shared Services and HR Leaders to design the Manager Self Service Workflow. Identified approval path changes, aided in configuration, and affirmed user acceptance.- Enabled the Onboarding Module with content and permissions – Approximate use in mid 2021- Advised the Talent Team to implement a new Performance Module. Aided in the connection between the system and the Compensation Module.Data Improvement Projects- Assisted in the conversion of 7 years of historical data into the new ADP Vantage system.- Reorganized the work and reporting location data information for enhanced workforce planning.

Managed HCM Modules in SuccessFactors- Managed the recruitment, learning, compensation, goals and performance modules. - Maintained the relationship with the vendor, served as the point of contact for HR for analytical reports and functionality requests, and kept the system up to date. Specific enhancements and projects completed in the year of 2018 include: - Performance and Goals - Converted the templates to the latest version. - Fiori – Upgraded the user interface of the homepage and employee profile pages. - Compensation – Completed LTI and Merit Plans and created worksheets for all salaried Employees in 2019. - GDPR Compliance – Data Retention Management implementation currently in progress.Supported ADP Vantage Implementation - Reconstructed all reports (60+) for Payroll, Compensation, Benefits, and HR. - Developed and peer reviewed permission groups, served as a liaison between ADP consultants and internal HR to design Workflow processes, and helped validate data. - Maintained the previous version of ADP by completing Affirmative Action Reports, data requests, and daily troubleshooting and maintenance.

Facilitated Automation of Tuition Assistance Program- Partnered with the Organizational Development team to develop functional specifications and translated business needs to our web developers.- Organized progress meetings, tasks, testing, and assisted in go-live.Streamlined the permissions configuration in SuccessFactors- Implemented Role Based Permissions rather than unique permissions given to each person.- Organized meetings with the functional subject matter experts to define the business processes completed in SuccessFactors to get a baseline of access needs. - Designed permission groups with business leaders’ approval and conveyed our needs to our third-party implementer. Calculated Monthly Executive Headcount - Compiled and analyzed the current workforce trends across 44 locations for the Executive Team.

Lead Renovation of New Hire Orientation- Coordinated a cross-functional team to develop the orientation that would lead into the on-boarding process.- Managed the team to cohesively work together to produce materials that were sustainable and continually improving in subject and scope.- Developed a road map to guide new hires through orientation which includes engaging activities to increase information retention.- Implemented surveys to quantitatively assess the effectiveness of orientation and find knowledge attainment gaps.Designed Supervisor Curriculum - Designed a curriculum for new supervisors to teach them the skills needed to transition to leadership roles.- Planned an implementation process for the curriculum using courses, videos and other tools.- Created company specific training materials that will prepare incoming supervisors for their new positions.Improved Talent Development with HR Team- Collaborated on how to quantify training knowledge attainment.- Refined data collection methods using a standardized spreadsheet for the process of compiling information.- Analyzed the early training results to target areas for growth.

Managed Information and Referral- Organized and facilitated the migration to a new database system, to lessen the time spent finding resources.- Ran quarterly statistical reports in order to maintain records of information on specific outcomes, which resulted in a list of unmet community needs that were in high demand. Findings were reported to the United Way to inform their community outreach decisions.Trained Volunteers- Created and facilitated orientation for new volunteers. Developed a series of educational and entertaining activities to boost volunteer involvement and morale. This resulted in motivated volunteers, an increase in knowledge and retention of policies and procedures and raised the retention rate.- Trained volunteers on the use of the new database system for over 80 volunteers with a range of computer skill competencies.