Nancy Thomopoulos Williams Phr, Cbp, Ccp Email & Phone Number

Dallas-Fort Worth Metroplex

Dallas/Fort Worth Area

Reported to the CEO. Successfully implemented from the ground up a turnkey HR department. Wondr Health is a digital health platform. Owned by The Riverside Company private equity firm.• Developed and implemented HR integration plans for 25 plus states. Streamlined and harmonized corporate policies, processes, tools, and regulatory compliance topics.• Led and created the start-up and implementation for a turnkey HR department that succeeded the Transition Service Agreement requirements by 6 months; resulting in $200,000 cost savings in consulting fees.• Implemented the HRIS and onboarded new platforms: payroll, ATS, LMS, performance management, and created a employee handbook in 7 months. • Created new processes to include a clear connection of performance outcomes and competencies which led to career/succession planning and development to reduce turnover from %27 to %15.• HR lead on acquisition; responsible for change management and cultural integration for 2 locations and 100+ remote workers. Managed the transition from TriNet (PEO) to Wondr's payroll, benefits, and HR administration. • Created and executed a lifecycle approach of talent management focused on DEI, forecasting, staffing, and onboarding, talent movement and retention. Hired 40 employees in 18 months.• Developed and implemented competitive compensation, benefits, and employee incentive programs aligned with corporate strategic goals.• Coached business leaders on leadership behaviors and practices, employee communication strategies to promote engagement and a culture of continuous growth and development.

Dallas, Texas

Hired to be in a critical, highly visible strategic role to work with the Executive team to drive the business initiatives, and act as a trusted counsel and advisor. Manage a team of 4 HR professionals.• Transformed HR department into change agent and process of excellence. Re-engineered key procedures to deliver significant efficiencies. • Redefined HR as a strategic and consultative business partner. Planned and delivered long-term organization transformation in numerous areas of human capital management.• Led special projects by identifying and clarifying issues and priorities, communication and coordinating requirements, and evaluating milestone accomplishments. • Developed HR department’s financial strategies by estimating, forecasting, and anticipating requirements, developing action plans, and initiating corrective actions for improved overall department efficiencies. • Provided management advice and counsel in areas of performance management, employee development/career pathing, organizational structure and culture, employee recognition/engagement, and employee relations.

Plano, Texas

Hired to identify, develop, and execute HR initiatives and strategic talent engagement programs to shape a high-performing culture/organization. Develop executable strategies that motivate teams, attract/retain high-potential talent.• Facilitated organizational and individual development plans aligned with succession plans, performance management, talent management, and team engagement to reach organization’s 5 year strategic plan. • Led talent movement discussions incorporating competencies, succession plans, career profiles, career paths and ready to move talent with available positions.• Developed the talent acquisition procedures. Implemented the talent identification strategy for both internal and external candidates for high volume staffing.• HR Leadership Team to develop and deliver management training to include: Performance Management, Recruitment and Selection, Prioritization, Coaching for Improved Performance.• Managed and led the performance management/compensation implementation of PeopleSoft ePerformance/eCompensation modules. Created communications and training to ensure tools were fully utilized.• Re-tooled the New Hire Orientation, Onboarding/Offboarding programs to include metrics used to develop training programs to assist in employee development and retention.• Developed and provided communications, training, goal setting, and succession planning for management team.• Key member for Compensation study, Executive Search firms, Background vendor, staffing firms to secure the best services at the most cost effective rates.• Analyzed wage surveys; recommend wage/salary structures, pay policies, performance evaluation programs. /• Provided counsel/coaching to managers/ employees in recruitment, performance, employee relations, benefits, compensation, and termination to safeguard from EEOC claims.• Leader of the Cultural /Diversity Programs, Awards /Recognitions programs, Employee Activities, and Corporate Challenge/Special Olympics.

Dallas/Fort Worth Area

Hired to develop the HR infrastructure, provide leadership, oversight and direction for all aspects of HR. Member of the Senior Management team. This position leads HR practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards and the recruitment and retention of a superior workforce.• Developed and executed long-term HR strategies focused on doubling the company in 12 months.• Successful at developing step communication strategies to improve workflows and morale.• Managed Total Rewards and Compensation plans. Developed salary ranges, grades and budgets.• First 3 months developed the employee handbook and wrote all job descriptions.• Managed the full-life cycle of recruiting and hired 100 employees in 12 months on time and within budget. Retained 90% of new hires.• Created and implemented the performance management process and training.• Re-negotiated the renewals of General Liability, EPLI, D&O and Workers Compensation.• Led and collaborated with committee members to develop the first recognition programs: Straight from the Heart and Heartbeat awards.• Identified payroll issues with state taxes and brought administration into compliance. Managed payroll department.• Moved performance evaluations from an anniversary date to a common review date resulting in $100,000 in savings.• Worked with Brokers on benefit renewals and implementation of new benefits.• Implemented FMLA and tracking tools. Worked with consultant on HIPAA handbook and training.• Collaborated with management team to improve employee relations and career development. • Strategic leadership to implement HRIS modules: performance evaluation, applicant tracking, and document management.

Grand Prairie, Texas

HUMAN RESOURCES, MANAGER Hired to manage a team of 5 direct reports to improve processes, employee relations, engagement, develop career paths, recognition programs, recruitment strategies, internal communications, compliance, and build a collaborative culture.• Achieved 100% of hiring goals while keeping recruiting costs at or below budget. Hired approximately 150 employees in 18 months. • Implemented contemporary recruitment strategies to attain workforce diversity, meet AAP goals, and ensure EEO objectives/legal guidelines.• Diverse role, accountable for the administration of compensation and total rewards budgets. Identify development and training needs; spearhead direction and execution of strategic initiatives to secure optimal employee performance across all departments.• Provide coaching to managers and supervisors on the management of employee performance reviews.• Revitalized the morale of the organization by developing recognition programs and action plans to address engagement issues. Developed first employee on site Wellness Fair with 45 vendors.• Oversaw Gallup engagement and exit surveys, as well as coached managers on how to utilize results.• Reviewed and upated policies, job descriptions, exemption status, and performance management.• Crossed trained and motivated staff to maximize productivity and stream-line processes to comply with ISO 9001.• Successfully served as a key link between management and employees, utilizing excellent interpersonal and communications skills. Acknowledged for improving the overall morale throughout the organization.• Member of the Executive Staff, Communications, Recognition, People Development, Corporate Engagement, Safety, and ISO 9001 committees.

Winter Park, Florida

Relocated to Dallas, Texas Promoted within the first 90 days of employment. Diverse role, accountable for the management of the Human Resources, Recruiting, and Information Technology departments, Administrative and Cleaning services. Led the HR function and supported 10 locations. Managed to AAP adminstration, conducted quartely OFCCP audits and HR audits. Position reported to the Vice President and COO. • Collaborated with senior management to establish the company’s compensation philosophy. Linked pay increases to individual performance, conducted market pricing for internal positions. Assumed Consultant role for management of staff development and compensation administration which reduced turnover from 35% to 20%. • Partnered with Broker to secure competitive rates for benefit programs; ultimately reduced original healthcare proposal by 7%. Achieved Workers’ Compensation fee reductions of $5000 by re-classing employees. Determined employee relations practices necessary to establish and promote high morale. Consulted with managers on employment and discipline issues. Assisted with coaching and career pathing.

Orlando, Florida

Hired as an HR Manager, and promoted after 3 years. Directed the operations for strategic planning, compensation development, employee development, employee morale, benefits, policy writing, training, and implementation initiatives for campus and satellite locations for Central Florida. Position reported to the President.• Key member of executive team in developing the campus’ strategic plan, providing tactical support.• Proven leadership skills, hand-selected out of 24 HR Managers by to CEO and VP of HR to lead a committee to develop and implement corporate Recognition Programs resulting in improved culture, and reduced turnover for 7000 employees.• Facilitated employee relations sessions and corrective action plans. Sessions resulted in improved morale and performance. DeVry Orlando maintained a 12% turnover rate while nationally DeVry was at a 25% turnover rate.• Managed a $5.4 million compensation budget, HR departmental budget, and three-year staffing plan. • Successfully recruited 90 employees in 5 months and retained 100% of hires for the next three years. Worked directly with hiring manager to ensure hiring correct skill set along with a cultural match for DeVry.Developed the HR infrastructure to support and open the Orlando campus. This model was used to open future campuses.