Kelley Daviss Email & Phone Number

Lawrenceville, Ga, Us

Enterprise-wide responsibility for all things human capital, corporate communications and corporate security. Leads a team of 30 HR, Communications and Security professionals supporting 540+ coast to coast consumer finance branches, operations centers and a corporate office.

Lawrenceville, Ga, Us

Responsible for the management and strategic direction for the human resources function at Lendmark including employee relations, benefits/health/wellness, HRIS, compensation, talent acquisition and HR program management. Lendmark is a consumer finance company that specializes in providing direct and indirect personal loans, automobile loans, debt consolidation loans, and merchant retail sales financing services. Lendmark operates 540+ branch locations throughout 22 states coast to coast.

Lawrenceville, Ga, Us

I am responsible for developing and directing all human resource functions for the enterprise including HR Strategy, Employee Relations, Compensation, Benefits, Wellness, Talent Acquisition and HRIS. We are proud to be in the top 150 workplaces in Atlanta and an Employer of Choice!

Us

• Led the HR business partner team for the largest U.S. natural gas company; managed a geographically dispersed team of 20+ HR professionals including Directors, Sr. HR Managers and HR Managers who operated as strategic business partners for multi-site assigned client groups with a strong focus on employee and labor relations, performance management, succession planning, change management, org design and workforce planning.• Led the staffing process after the acquisition of Nicor Gas, doubling the size of our company, placing 6000+ employees into roles and successfully completing project on time and below budget; served as project lead to harmonize HR policies and processes post-merger. • Implemented case management technology tool to track employee matters resulting in the ability to monitor trends/patterns and create critical reporting to inform both the team and senior leaders’ decisions.• Served as co-lead/critical partner in development of a multi-tiered assessment for operational leaders; focused on determining the capability in the areas of technical proficiency, business acumen and leadership which led to informing training, development and succession planning.• Partnered with Company officers on org capability/workforce planning, succession planning, calibration of performance and talent management.• Reorganized the Talent Acquisition function and led this team for a period of one year in addition to my HRD role; successfully redesigned the staffing processes to be more client focused and results oriented to ensure compliance.• Led the execution of several enterprise- wide processes including performance management, annual compensation process (merit and stock awards) program rollout, etc.• Active member of the Diversity Council • Enterprise HR point of contact and committee member for IST Team, (Incident Support Team) that responded to major critical incidents (workplace violence, safety issues, fires/explosions, business interruptions, etc.)

Chicago, Il, Us

As a member of the corporate HR leadership team I led the human resources function for two regions (6 practice offices) of the 5th largest global accounting and professional services firm through a team of seven HR professionals.•Developed and implemented a Campus Recruitment Staffing Strategy that included a business case, financials, objectives, goals, strategy,metrics and tactics for recruitment of accounting professionals on 17 college campuses resulting in 94% offer acceptance rate from top accounting students for internship and full time positions.•Consulted directly with the regional business line leaders (Partners) on business issues relating to human capital, employee relations, experienced recruitment, compensation management, talent management issues and change management ensuring a higher level of HR alignment with business goals.•Managed the business planning/forecasting and budgeting for two regions; was consistently under budget while continuing to exceed service levels to business clients.•Was an integral part of leading the restructuring of entire HR organization evolving to a model that fit our client group and their business model/structure in 2008 helping to decrease costs, drive our “One Firm, One Voice” philosophy and streamline operations thereby increasing productivity.•Chaired a national committee that developed a program for performance calibration for the company; also was a contributor to the revamp of the Secondment Process, the development of the HR Contact Center and the development of a 360 Degree Feedback program to gain feedback on leadership ensuring more defined development plans.

Charlotte, Nc, Us

As the strategic HR consultant to the Chief Risk Officer for one of the nation’s largest banks and member of the senior leadership team for the business client (900 employees in client group) I led the Human Resources function for client group. Ensured the implementation, delivery and quality of all HR products, services and initiatives with specific responsibilities for all aspects of Talent Management, HR related business design projects, and risk management, Board and Committee Report preparation and presentation.•Oriented a new Chief Credit Officer and partnered with him to build his senior leadership team and restructure the Credit/Risk organization resulting in a higher level of productivity and a more efficient operating model as evidenced by business results and an increase in employee engagement scores.•Assured the client received quality support and solutions, which were integrated with the business.•Integrated other Human Resources professionals in other disciplines (Compensation, Benefits, HRIS, Training and Development, Employee Relations and Staffing) to effectively assess and deliver the required solutions to meet business objectives for the client.•Supported the Internal Audit organization, the General Auditor and the SunTrust Investment Services organization; started at SunTrust as the Project Manager for the HR leadership team.

Atlanta, Ga, Us

As a strategic business partner, I led the human resources function for the global legal function with 400 employees in 39 countries; previously supported an 800- employee, state of the art customer call center and field operations team for the Fountain Division of North America. Also supported the Office of the Secretary, Ethics and Compliance and Shareholder Services.•Advised leadership inclusive of senior legal management on the implications of short and long term decisions, strategies, and large scale change efforts that yielded sustainable business results.•Led the change effort globally to centralize the legal organization resulting in consistency in HR practices thereby reducing legal risk, the creation of meaningful growth and development opportunities for employees and a higher employee engagement level which increased productivity.•Implemented Rater Accuracy methodology for calibrating performance across countries. This created an equitable basis for compensation management and ensured fiscal responsibility in the budgeting process.•Successfully coached and guided management and employees on all issues related to employee relations, performance management, reductions in force and change management. •Oversaw and conducted investigations and managed outcome of employee relations issues as well as assessed Company risk.•Developed and implemented Corporate HR initiatives inclusive of metric development and tracking. (i.e. SAP HR conversion, Coaching and Feedback for managers, employee engagement survey action planning, change management)•“Pushed the envelope” and created positive change in resolving performance issues resulting in higher level of employee and manager accountability and an increase in employee productivity.

As a strategic business partner, I supported a 700 employee organization consisting of marketing, sales and support functions for the US and Canadian Consumer Imaging business.•Was a major contributor in development and implementation of the People Strategy and Business Plan for the US Kodak Marketing organization resulting in shared goals, focus in priorities and clear measurement for success; utilized organizational change principles learned in several executive development sessions at Columbia University.•Developed an MBA Recruitment program and that resulted in hiring and development of top tier marketing talent.•Designed and implemented a three day management skills workshop delivered to all levels of management increasing leadership skills and addressing development gaps.•Managed the annual compensation program inclusive of incentives and stock ensuring meaningful goals, consistent performance reviews and pay for performance for all levels of employees.•Created and led the career pathing and succession planning process for the business unit resulting in readiness of the business to grow, develop and promote leaders.•Minimized turnover by being a valued resource for all levels including senior management in the areas of employee relations, employee development, performance management, problem resolution and change management.•Recipient of the Kodak Silver Award for Excellence. •Chosen as Kodak’s representative as Olympic Torchbearer, 2001.

Includes experience in HR management, leading the staffing and recruitment function and specialization in employee relations.•Implemented database to track ER cases and monitor trends; created and facilitated training to minimize the occurrence of these issues at Children’s Healthcare, a top ten, nationally recognized 2400 employee organization.•Successfully managed the sourcing, recruitment, and training of 7,000+ employees at Aramark for the ’96 Summer Olympic Games under budget by 15% while managing a team of 15 HR professionals; was one of the only Olympic vendors to meet staffing and retention goals.•Led the HR function for 350 specialty retail stores (5000+ employees) in 16 states through 30 area supervisors and 5 regional supervisors for Fashion Bug, then the largest specialty retail apparel chain. •Reduced turnover in the corporately owned McDonald’s in the Atlanta market from 300% to 150%.•Introduced and implemented the use of the internet for recruitment at the Federal Reserve Bank of Atlanta thus decreasing fill time of positions by 45%. (1000 employees)•Created and facilitated a Supervisory Training Program at Fashion Bug that led to the successful development of over 20 middle level managers. This Training Program was adopted company-wide.

Bachelor Of Arts, Business & Behavioral Science

Diploma, College Preparatory/ Advanced Curriculum