Ryan Noll Email & Phone Number

Washington D.C. Metro Area

Devise and execute strategic solutions to global human resources challengesacross Africa and India for a Washington-based nonprofit organizationcommitted to reducing poverty and spurring growth in developing countries.Report directly to CEO.• Built and developed a widely dispersed team of 10 HR professionals to meetthe needs of the global organization.• Strengthened the organization-wide corporate culture by engaging employeesmore fully, increasing the quality of candidate pipelines, and enhancing theemployer brand, global COVID-19 response, workforce planning, new countryexpansion, and employee development.• Developed and drove a global initiative to integrate our values into allaspects of the employee experience to ensure that employees at all levels ofthe organization understand, appreciate, and live our culture and valueswithin their specific roles.• Managed creation of a new entity in India to deliver our Deworm the Worldand Iron and Folic Acid programs; hired 100+ people and a new executive teamwithin three months during the height of the COVID-19 pandemic.• Evaluated the entire employee experience and transformed everything fromour initial exposure to applicants to how we compassionately exit employeeswhen necessary.• Instituted the first Diversity, Equity and Inclusion (DEI) initiativewithin the organization; analyzed the existing state of in-house DEI, andcollaborated with staff and leadership on vital changes and improvements.• Implemented an analytical approach to making People decisions in the areasof recruitment, employee engagement, and professional development in linewith the organization's evidence-based approach to poverty interventions.

Washington, Dc

Spearheaded strategic management and implementation of global human resourcefunctions, including planning, talent acquisition and retention, benefitsplanning and administration, compensation, cultural change, employeeengagement and relations, performance management, training and development,travel and safety, immigration, and policy and regulatory compliance for awidely dispersed workforce.• Led the organization through significant global growth, increasing theheadcount by 70% in two years while maintaining its unique culture andcollaborative environment; scaled processes and policies to match the levelof growth.• Counseled, coached and trained managers about employee relations,performance management, and leadership; developed a trusted advisorrelationship with all staff and managers.• Collaborated with employees and management to develop a plan and processfor Diversity, Equity and Inclusion initiatives across the organization.• Developed and analyzed an employee engagement survey and exit interviewdata to implement new initiatives and deliver a more positive employeeexperience.• Managed all workforce planning, recruitment and retention activities,including implementation of the organization's first-ever applicant-trackingsystem (ATS); conducted stay interviews; to determine why employees remainat our organization and what might push them to consider otherorganizations.

Human Resources Manager for Southwest Asia and Stateside Regions

Arlington, Va

• Serve as primary HR point-of-contact for both the Southwest Asia Region and Stateside Region. Provide counseling, guidance and information to staff and managers on policy and procedure, recruiting, training, benefits and compensation issues for employees in 7 time zones, 8 countries, 15 states.• Perform recruitment related activities for both regions including but not limited to identifying hiring needs, communication with internal and external stakeholders, scheduling, logistics, post-interview feedback, documentation, selection, negotiation, and on-boarding. Evaluate and assign new hire’s position within salary range ensuring internal equity based on the new hire’s knowledge, skills and abilities as compared to their peers.• Manage employee relations activities including but not limited to guiding performance management, full-cycle investigation/dispute resolution, exit interviews, and maintaining compliance with USO Policies and Procedures as well as applicable federal, state, international, and military employment laws. Investigations include sexual harassment, hostile work environment, FLSA violations, retaliation, unequal treatment etc…• Support analysis and implementation of compensation and benefit program delivery, including compliance requirements, job documentation, Open Enrollment, performance reviews and merit increases.• Create and deliver organization-wide training initiatives including but not limited to creating Manager training initiatives, identification of global and region-specific needs, and delivery of training programs.• Manage employee focus groups and act as liaison between employees and Executives.

Fairfax, Va

Work closely with business unit leaders and line managers to facilitate the delivery of HR services, including employee relations and conflict resolution, performance management, training and development and compliance with applicable state and federal laws.• Manage complex employee relations issues for entire employee population of 1,000+ nationwide employees. Work with line managers and business unit leaders across the organization to address employee concerns and mediate interpersonal issues.• Develop policies and processes from corporate headquarters to be rolled out companywide to ensure compliance and mitigate risk for the organization. • Create extensive training program for all managers that focused on developing a working knowledge of applicable employment laws, engaging and rewarding employees, conducting performance reviews, handling employee complaints, career development and applying discipline.• Facilitate a comprehensive Performance Management process for the entire organization to include Self Reviews, Manager Reviews and Goal Setting. Train employees and managers on conducting reviews and setting goals.• Manage Affirmative Action, EEO, Diversity and other federal and state legal compliance responsibilities for multi-site, national employee base.

HRIS/ Process Transformation: Evaluate, re-engineer, document and implement new HR processes to create a more efficient and automated HR function. Create HRIS requirements document and RFP; evaluate and choose HRIS vendor based on functionality and budget. Compensation: Research and create job descriptions, compensation metrics and incentive plans. Ensure compliance for exempt and non-exempt as well as part-time staff to meet FLSA standards. Benchmark salaries to ensure alignment with industry and location averages. Benefits: Create comprehensive benefit plan including: medical, dental and life insurance, short and long term disability, employee assistance program (EAP), 401(k), and paid time off. Implemented new 401(k) vendor and plan structure to accommodate company growth and company match, resulting in an increased participation of over 50%. Recruiting: Created and managed a recruiting process that involved job description creation, job posting, behavioral based interviews, background and credit screening and new hire orientation. Manage all immigration responsibilities for H1B employees. Recruit and hire for positions ranging from entry-level to VP level. Performance Management: Support management to ensure reviews are completed on time and according to established metrics. Create training and development programs for new supervisors, at-risk employees, and department specific needs. Transitioned organizations from paper performance management reviews to online reviews saving the organization time and increasing manager’s participation.Global HR: Served as HR Director for organization consisting of corporate employees, Ex-Pat’s, Local Nationals and Third Country Nationals in at least 4 countries. Manage international benefits package for in country resources. Create policies and negotiate contracts for Ex-Pats and TCN’s

Provided day-to-day support to the Operations team on employee issues, contract interpretation, and grievances. Local lead for negotiations with I.B.E.W. Local 2084 for 2008 collective bargaining agreement. Including extensive research into prior agreements, cost analysis of proposals, and presenting recommendations to senior management. Drafted language to support proposals on a graduated, two-tier, wage system and contract changes that will result in significantly improved operational effectiveness. Recruited, interviewed and hired hourly employees. Filled more than 60 positions in the first 8 weeks of my employment. Eliminated months-old backlog of positions. Initiated improvements in recruiting and hiring including applicant and open position tracking. Improvements led, in part, to a reduction in failed pre-employment screenings and a more skilled employee base. Established hiring performance metrics and reported results to senior management.

M.S., Industrial Relations

B.A., Business Communications