Marshall Smith Email & Phone Number

Human Resources leader with 15 years of leadership experience. Expertise in people operations, HR technology, compensation, and people analytics. Proven track record in employee lifecycle management, compliance infrastructure, and total rewards architecture. Drives strategic initiatives to completion with a wide view of potential impact. Cultivates high-performance teams. Aligns people strategies with company goals to improve efficiency and employee satisfaction.In addition to the experience and skillset I bring to the table, I believe a key reason I’ve been able to influence positive change and drive teams to achieve impressive goals is because I lead with integrity and respect. Below is a high-level overview of just some of my experience.- Reengineered core people operations functions to be relevant to company context, i.e., added capabilities needed to service internal clients and remove redundant functionality in system.- Market pricing and establishment of benchmarking methodology. Reworked and rolled out updated compensation programs. Decreased time to hire and improved retention of top talent.- Compliance and risk management. Developed and implemented comprehensive compliance infrastructure. Program included all risk metrics, SOX controls, and people compliance audits.- Ensured technology and associated systems conform to employee lifecycle. Instilled a culture of continuous improvement and implemented annual review of all Workday systems.- Extensive experience in building talent acquisition organizations, including supporting infrastructure to meet hiring needs of the business.- Led teams with aggressive hiring goals (~1,000 hires a quarter), while increasing quality of hire.- Created effective workflow planning models, increasing recruiter productivity, quality of hire, and reducing cost by centralizing repetitive and operational tasks while introducing technology solutions to improve centralized operational efficiency.- Effectively developed and implemented consistent and compliant employment screening policy and process (e.g. background checks, drug screening, etc.) for a volume of ~6,000 candidates per quarter- Developed Global Support structure to ensure extended teams of 300 members have a resource for policy questions, best practices, and a single source of information to help efficiently manage operational communication and change management

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  University Of Utah - David Eccles School Of Business

  Marketing