University of Phoenix

Dynamic Human Resources Business Consultant-Inclusive Diversity Champion

Westchester, Illinois, United States

As a Business HR Consultant, provides support to the business by consulting with Client Partnership team members and other Human Resource Areas of Responsibility guided by broad policies and professional standards and makes judgments and/or recommendations as appropriate. Works with internal and external resources to support projects within the multiple work streams listed below. Actively participate in the delivery of core Client Service initiatives. Also works with HR Associate Manager and HR Business Partner to gain in depth knowledge of client business objectives.Human Capital Planning – allocates and deploys human capital to maximize talent investment and drive superior execution•	Prepares HR reports and statistics; analyzes the data and recommends action plans, assists in the implementation of action plans•	Make recommendations for action plans and process enhancementsTalent Management – attracts, develops, motivates and retains key talent to support business growth imperatives in conjunction with the human capital plan•	Conducts conversations; acts as a consultant and support HR process execution (performance management deadlines, salary planning, education and training, talent assessment guidelines and deadlines.People Consulting – develops strategic business cases and analyses to support business decisions•	Builds and maintains effective relationship with client group and leadership; provides HR consultation and recommendations to front-line client leadership and employees•	Acts as a resource; anticipates client's needs and build necessary tools and communications•	Supports change management efforts by executing change plans and communications as it relates to business strategy changes impacting jobs or any HR process changes•	Provides clients with coaching, training and guidance on Company policies and procedures, etc. while applying strong knowledge of HR practices

Allstate

Human Resource (Business HR)

As a Inclusive Diversity Consultant within the Inclusive Diversity team, I take pride in developing curriculum which enhances the individual competency needs for a client and their organization. The Inclusive Diversity team supports the organization’s mission and vision of cultivating an environment that allows employees to contribute their unique talents and perspectives in order to achieve enterprise goals both from a business and social stand point. The Inclusive Diversity team also partners with several stakeholders to create a work environment high in culture, drive results and accomplishment, and enhance employee engagement. In addition to the development and facilitation of diversity and inclusion content, partnering with the 11 Employee Resource Groups with almost 10,000 members, Allstate’s Employee Resource Groups play an intricate role in advancing the goals of Inclusive Diversity. •	Assists with the development of policies and programs to attract, retain, and promote a diverse workforce for the organization•	Develops, supports and implements Inclusive Diversity programs, projects and initiatives with little direction•	Attends and/or supports ID events that help demonstrate commitment to Inclusive Diversity•	Supports the development and delivery of Inclusive diversity education and materials as needed•	Coordinates and supports measurement efforts aligned with Inclusive Diversity programs and initiatives and performs moderate level of analysis•	Expands knowledge on Inclusive Diversity programs and developments through benchmarking and maintaining contact internal and external stakeholders, as appropriate•	Initiates and works in an integrated fashion with key HR partners and business areas to implement Inclusive Diversity efforts•	Gathers and analyzes data in partnership other team members to support implementation of ID initiatives

Human Resources Consultant -Inclusive Diversity

As a Employee Relations Consultant collaborated and consulted with employees and leaders on employee relations issues and concerns to ensure consistency with processes; provides insights recommendations, and implements strategies that include best practices, analyzing trends through rigorous measurement; influences change based on results; and provides leadership education in collaboration with Human Resource business partners and company leadership.  •	Built knowledge of the organization, processes and clients  •	Coached and counseled employees and leaders •	Gathered facts, contacted necessary parties, and requested information from employees with allegations surrounding work environment i.e. hostile work environment, misconduct and behavior•	Determined resolution and took action, discussed resolution with necessary parties, informed of resolution with the appropriate Business PartnersPerformance Management •	Provided coaching to employees and leaders as appropriate relative to issues pertaining to attendance, policy, privacy, IT usage, and credit card   •	Determined if Unacceptable Notification (UN) would be the applicable next step.  If so, provided additional coaching to business leader and provided the leader the tools necessary to develop/write the UN•	Coached leadership on next steps to ensure completion of the UN processWorkforce Transition Execution:•	Set up necessary meetings with Local HR and applicable leaders to discuss logistics and expectations for 30-day notice conversations•	Conducted 30-day notice conversations with impacted employees (non-bonus) level•	Worked with local HR members to ensure off-boarding is handled appropriatelyInvoluntary Termination:•	Determined specific details and provide coaching and communication to manager•	Prepared termination package, obtained appropriate approvals/signatures•	Completed involuntary termination conversation with leader, and discuss off-boarding logistics with leader

Human Resources Consultant (Employee Relations)

- Served as mentor to individuals identified as future leaders within the organization. Conducted performance management, reduction in work force and additional challenging discussions based on need•	  Managed the Talent Development Program participants’ rotations and collaborated with Sr. Leadership on the progress and development direction of each member of the team•	 Collaborated with Senior Leadership staff on the performance of each Talent Development participant, partnered with each participant to create action plans to improve opportunity areas or maintain performance•	Consistent professional development of team members which resulted in 5 promotions into leadership roles •	Identified the development needs of 25 Front line Leaders within the Call Center via assessments, observations, individual coaching and Sr. Leadership collaboration •	Developed, delivered and facilitated curriculum for leader training sessions onsite , remotely and for subsequent call centers

Tamika Martin