Lori Meeks, Phr, Shrm-Cp, Acc Email and Phone Number

- Coached 50+ people managers (executive to line level) on leadership effectiveness and team management and designed and led Leadership Development programming. - Led cross-functional Learning and Enablement program/team using blended learning approaches to support a global employee population. - Designed and led talent development/ talent management and organizational change initiatives (including Leadership Competency model, performance management process, career pathing). - Established compensation program with formal analysis, benchmarking, and processes.- Developed internal communications around benefits, internal resources, organizational processes and norms, designed to enhance the new hire experience and provide self-service tools to employees.- Re-engineered Talent Ops processes and tools to improve efficiency of processes. Project managed cross-functional Talent projects. Implemented HR technology solutions, optimized use of existing systems.

Modernized Aqua-Leisure’s HR program during a time of organizational and operational change. Established progressive and highly effective HR operations, talent management, recruiting, and employer branding strategies resulting in increased employee satisfaction metrics, workforce productivity and reduced turnover by 81%.- Designed a progressive talent management and performance-coaching program to align organizational and individual performance goals, identify high performers, and accelerate the performance of the workforce. - Analyzed organizational compensation history, conducted market compensation analysis, and benchmarked positions. Developed compensation strategy, established compensation schedule, salary bands, and career paths.- Designed a highly effective recruiting strategy to attract top talent during a time of organizational change. Created compelling recruitment marketing materials and applicant communications to enhance the candidate experience. Implemented the organization’s first Applicant Tracking System. Migrated historical candidate information and corporate hiring data into new system to ensure a robust candidate pipeline. Established a branded job board, redesigned job posting content, and trained hiring managers and internal users on efficient use of the ATS. - Developed corporate intranet to provide employees with self-service HR and IT information and tools. Conducted stakeholder analysis to establish needs requirements and led user-training workshops to ensure adoption. - Designed a comprehensive employer branding strategy to improve organization’s appeal to candidates. Established corporate profiles on all major employer branding platforms, increasing public engagement, company follows, and increasing quantity and quality of applications to open positions. - Modernized legal compliance program and implemented risk management measures related to reporting, documentation, and employee relations.

Founded Teespring’s HR function and served as head of HR. Developed the core HR infrastructure required to scale HR operations during hyper-growth period from 60 to 300+ employees in 3 locations. Led a team responsible for culture and HR operations, ranging from talent acquisition, employee relations, compliance, compensation & benefit administration, HRIS, and learning & development. As part of the People Ops leadership team, led global HR initiatives including organizational design and development, HRIS implementation, onboarding, HR analytics, employer branding, change management, and internal communications. - Established corporate HR infrastructure. Created policies, processes, documentation to streamline HR administration, ensure legal compliance, reduce liability. Managed HR compliance and reporting.- Led Talent Acquisition function, established and executed recruiting strategy. Sourced, recruited, interviewed, tested, negotiated, closed over 100 new hires in 8 months. Developed recruiting processes, documentation, trained hiring managers/ teams. - Designed compensation strategy to attract/ retain top talent by conducting market analyses of compensation/ benefits, developing competitive total rewards.- Led talent development and leadership development programs. Designed curriculum, produced learning resources, led training.- Developed internal communications strategy. Built/ managed corporate intranet.- Managed organizational development and HR initiatives including HRIS implementation, onboarding, HR analytics, leadership development, performance management. Led organizational change management. - Developed employer branding strategy. Built corporate branding profiles with high engagement returns that increased brand awareness, candidate pipelines. Increased Glassdoor engagement by over 2000% in 3 months. - Led HRBP function. Served as a resource, coach, and functional expert to executive team, managers, HRBPs.

Led organizational development by re-engineering operational and personnel management programs. Re-engineered policies and procedures to align organizational processes with business goals and strategy and promote unit cohesion. Led learning and development program: developed curriculum, authored training and operations manuals, and led training to increase organizational capabilities.- Brought administrative program into full compliance. Conducted audits to ensure compliance with DoD regulations including HR, finance, information security, and administration. Managed compliance reporting and investigations. Led successful process reengineering and change management initiatives to ensure ongoing compliance.- Managed learning and development. Created training modules and technical manuals. Designed and developed essential cross-training programs and SOPs to correct procedural inconsistencies.- Managed Strategic Communications/ Public Relations, responsible for all public relations and communications functions including media relations, social media, international relations, and governance reporting.

- Implemented HR program and dynamic training programs. Developed policies and procedures, and associated training programs, resulting in increased organizational cohesiveness and improved cross-functional knowledge. Designed employee performance assessment tools, administered performance assessments, and analyzed resultant data. Established new employee training and orientation program, conducted new employee training and orientation sessions, and provided ongoing training support across departments.- Developed a full-cycle recruiting program. Created position descriptions, job postings, sourced and screened candidates, and conducted interviews, and selected hires.- Reduced turnover rate of customer service staff by 67%. Reduced the previously high turnover rate by designing a performance management system and formal onboarding process that improved customer service staff performance and organizational climate. - Implemented a complex company-wide software conversion. Coordinated data transfer, created a comprehensive training system, and developed a customized user training manual. - Simultaneously managed 40% of organization’s client portfolio as a Senior Client Relations Manager. Excelled in multiple management roles during a time of organizational change, leading the formalization of the HR program and directly managing the customer care team, while also acting as a Client Relations Manager.

- Founded HR program for high-growth healthcare start-up. Developed HR program to align personnel strategy with organizational goals. Developed HR infrastructure. Conducted HR audits and brought company into full legal compliance. Created policies and procedures; designed training; advised on employment and medical law; and monitored compliance. Administered payroll, benefits, and managed HRIS.- Managed talent acquisition, exceeded hiring goals in 2008 and 2009. Restructured talent acquisition program by conducting job analyses, creating dynamic position descriptions, and improving recruitment strategies. Sourced and recruited candidates; conducted interviews, reference checks, background and license investigations; negotiated contracts, and onboarded new hires. - Reduced attrition rate by 38%. Attracted and retained high-performing managers and individual contributors. Developed an improved compensation program. Implemented a successful employee relations function, performance management, and designed other HR initiatives that improved organizational culture and performance.

- Established and led community relations programs for two military communities with 4,000 residents. - Functioned as program manager responsible for planning, budgeting, procurement, and events planning and execution.- Led community, media, and partner relations. Served as primary liaison between the corporation and senior military officials, local businesses, and community partners. Partnered with local organizations and media to generate PR for LifeWorks Program.