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.
• 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.
• 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.
• 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.

Washington, DC

• Spearheaded strategic management and implementation of global human resourcefunctions, including planning, talent acquisition and retention, benefitsplanning and administration, compensation, cultural change.
• 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.
• 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.

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.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.

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.

M.S., Industrial Relations

B.A., Business Communications