Steven Ridgway Email & Phone Number

Atlanta, Georgia, US

• Accelerated GLOBAL HUMAN RESOURCES STRATEGIES, performance, and SOPs with a HR team of 14 that consisted of a Chief Human Resources Officer (CHRO), Vice Presidents, Talent Managers, Total Rewards Manager, Human.
• Lead overall WORKFORCE GOALS and OBJECTIVES FOR 900 GLOBAL EMPLOYEES located in the United States, Canada, Brazil, United Kingdom, Netherlands, Germany, and Singapore. Introduce success planning (leadership.
• Coach and EDUCATE SENIOR LEADERS on compliance, diversity/equity/inclusion (DEI), and employment law topics across a global workforce. Mitigate risks by standardizing best practices for multinational teams navigating.
• Introduced new policies, procedures, and innovations throughout RECRUITING, ONBOARDING, EMPLOYEE DEVELOPMENT/ENGAGEMENT, and PERFORMANCE REVIEWS. For example, vetted and selected a third-party vendor (Performance Pro).
• Created a mentoring program with curricula and deliverables for a NEW SUCCESSION PLANNING PROGRAM that developed talent for career advancement while reducing turnover, attrition, and other unexpected departures..
• Overhauled the onboarding program in 2016, REDUCING TURNOVER (WENT FROM 25% to 18%, which also increased employee satisfaction and engagement. Secured a jump in overall employee survey scores, going from 65% to 80% in.

Atlanta, Georgia, US

• Drove RECRUITING, RETENTION, ENGAGEMENT, and TALENT MANAGEMENT for a national and international company of customer support and success teams. Grew and expanded recruitment, training, mentoring, and onboarding for a.
• Audited HR POLICIES, PROCEDURES, and SYSTEMS and led major change management initiatives throughout core HR areas. Worked with business unit leads on various HR activities that also includes salary and benefits.
• Conceptualized and implemented a FIRST-GENERATION MENTORING PROGRAM that paired new or at-risk hires with established personnel. Provided senior staff with additional purpose and camaraderie, while providing newly.
• Ensured workplace practices were COMPLIANT WITH GEO-SPECIFIC EMPLOYMENT LAWS and REGULATIONS, including specialized laws specific to anti-discrimination, pay equity, and immigration (I-9) eligibility. Aligned with.
• Initiated LEADERSHIP and SKILLS TRAINING FOR UPWARDLY MOVING EMPLOYEES in addition to recognition and rewards programs that elevated employee appreciation and satisfaction levels. Introduced framework for ongoing.
• Championed MULTI-FACETED DE&I (Diversity, Equity, and Inclusion) INITIATIVES that included unconscious bias training and accessible career development opportunities. Trained unit managers on fostering an equitable.

Coral Gables, Florida, US

• Designed, developed, and delivered EMPLOYEE DEVELOPMENT PLANS and PROGRAMS across 9 locations (75 total – customer service and Tier I product support) throughout the United States, United Kingdom, Bahrain, South.
• Travelled as needed to various locations to further advance the company’s ONBOARDING, PROFESSIONAL DEVELOPMENT, and KNOWLEDGE BASE. Introduced solutions that reduced overall demand for call center staff by upwards of.
• Improved productivity by approx. 50% while REDUCING STAFF TURNOVER during the 90-day probationary period for new hires. Implemented Salesforce.com that further increased customer satisfaction and self-service.

New York, NY, US

Boston, Massachusetts, US

Boston, Massachusetts, US

Bachelor Of Science, Journalism

Master, Human Resource Management