Human Resources Executive with 15 years of progressive HR experience and advanced knowledge of employment law, compensation, recruitment and employee relations. Engages with HR service providers and suppliers on HR systems, payroll, insurance and training and development to promote high performing organization with efficient operating systems, professional and skilled staff and sound financial resources. Maintains strong stakeholder focus and service-oriented attitude with excellent organization and interpersonal skills to excel in multi-cultural environment.
Hi, I’m
Amanda K. Hall
Flower Mound,TX
Summary
Overview
16
years of professional experience
1
Certification
Work History
Kendra Scott
DIRECTOR OF TALENT
03.2020 - 07.2022
Job overview
- Developed, implemented, and led comprehensive enterprise-wide talent strategy that drives business performance, encompassing full talent lifecycle, from acquisition to exit
- Developed and implemented a mentorship program, leadership development program, and enterprise-wide learning and development program
- Offered foundational expertise in org design, retention strategies, EVP, and other major talent initiatives to build toward companywide objectives
- Successfully implemented in-depth 90-Day onboarding strategy for new hires and new managers
- Managed all ExCo and Board level presentations for HR
- Developed robust HR Data dashboard to more effectively manage and review HR Metrics and deliverables, including DEIB funneling
- Direct oversight of competency modeling within retail organization with goal of hiring and developing long-term talent and reducing turnover
- Developed internal communications to share HR projects and talent development events
- Built and maintained functional configuration and features of talent and performance modules.
- Developed succession plans and promotion paths for corporate employees.
- Promoted company vision through announcements and communications.
- Used Canva to create eloquent, visually appealing content for internal HR communications.
- Created, wrote, and revised content for HR and Talent programs and events.
- Supported development of program materials to advance inclusion and diversity awareness, learning, and action planning.
Frontier Communications
DIRECTOR OF TALENT ACQUISITION
03.2019 - 07.2022
Job overview
- Defined and led execution of recruiting strategies, commanding $5M annual budget and remote talent team dispersed throughout US
- Developed and implemented standardized interviewing, reducing TTF by 20%
- Reconstructed contractor rules and MSP resulting in $3M annual savings
- Increased Data Accuracy by 15% by implementing LEAN processes and workflows - exceeding year in target of 95% data accuracy
- Implemented Eightfold CRM platform and Eightfold PCS Career Site
- Provided change management and project management support to region to ensure successful cultural changes with regards to diversity and inclusion strategies
- Partnered with HR COEs (including Talent Acquisition, Total Rewards, Learning, Talent Management, and Talent Assessment) to deliver Frontier's career philosophy and supporting strategy, processes, and tools, to ensure consistent, employee-centered design
- Contributed to build of Frontier's ESG report, including analyzing and supplying data and driving highlighted diversity strategy
- Led and ensure team's compliance with established recruitment and hiring procedures, including those of Human Resources and EEO/Diversity policies, including appropriate record keeping and related support functions, For compliance, including SOX, Customer audit, DOT, OFCCP, employment, and onboarding, while supervising a team of individual contributors and leaders
- Responsible for quality, efficient processing, and continuous improvement (LEAN) of thousands of transactions annually
- Administered investigations of sexual and other unlawful harassment claims to ensure validity, while conducting investigative interviews for corrective action, and executing disciplinary action planning, such as warnings, actions, or terminations
- Maintained company compliance with local, state, and federal laws, in addition to established organizational standards
- Facilitated onboarding sessions and on-the-job training for new hires, bolstering employee job position knowledge and skillset.
- Developed and maintained strong working relationships with executives, HR team, and hiring managers to foster partnerships that produced consistent results.
- Conducted compensation conversations with human resources and hiring managers to foster internal and external equity.
- Provided perspective, insights, and knowledge to stakeholders across organization as inclusion and diversity subject matter expert.
- Liaised with internal communications team to develop engaging and inspiring inclusion and diversity communication strategy.
Menzies Aviation And Air Menzies Intl, John Menzies, Plc
GLOBAL DIRECTOR, HUMAN RESOURCES AND RETENTION
09.2019 - 03.2020
Job overview
- Developed talent management & succession planning metrics with the management team that drives optimal talent pipeline performance
- Introduced standardized processes and training around employee relations
- Reduced HR spending by $250k within 90 days of employment
- Identified gaps in data accuracy around attrition and retention through data modeling and trained leaders to forecast needs through workforce planning
- Recommended new approaches, policies, and procedures to effect continual improvement in efficiency of department and services performed
- Collaborated with training/development & field HR teams to continually assess the effectiveness of management development tools and processes
- Reviewed and updated all US and CAN HR policies and procedures to ensure compliance with local, state, and geographic laws
- Structured compensation and benefits according to market conditions and budget demands.
- Developed succession plans and promotion paths for staff.
- Tracked and reported metrics to identify trends and establish goals to meet business needs.
Brink's, Inc.
DIRECTOR, TALENT ACQUISITION AND HR OPERATIONS
02.2016 - 09.2019
Job overview
- Developed workforce planning strategy to predict needs by layering in attrition, hiring trends, and new business planning – consistently delivered within 5-10% of target through developed strategy
- Increased Data Accuracy by 10% through implementation of standardized approach and defining SMEs within full cycle hiring process
- Reduced Time-To-Fill by 65% - Reducing from 65 days to 22 days for frontline roles and from 75 days to 50 days for corporate roles
- Oversaw all hiring compliance including OFCCP, EEOC, and SOX
- Established Brink's TA integration practices for resource and planning during large (M&A) business transactions and other key HR change projects
- Implemented Workday ATS while assisting cross-functionally for Workday HCM, Payroll, and LMS
- Led team responsible for providing talent acquisition support across all corporate and operational functions nationally including Information Technology, Marketing, Finance, Human Resources, Legal, and Operations
- Established, managed, and reported on budget for multiple groups within HR
- Regularly reported on HR analytics; continually improved processes and tools in order to improve upon key metrics
- Managed ongoing strategic direction for employer brand and activation of brand including career site, social strategy, and media strategy
- Created and implemented Brink's career website, recruitment selection tools, and toolkits for onboarding and individual development plans.
- Reviewed existing policies and procedures to make recommendations for enhancing work productivity, recruitment, hiring processes, and talent management.
- Launched company-wide HR strategies, practices and benefits, and compensation policies to drive departmental and business objectives.
Brink's, Inc.
HR OPERATIONS MANAGER
Job overview
- Maintained payroll and benefits for employees in various locations and diminished financial discrepancies through expert program management.
- Maintained company compliance with local, state and federal laws, in addition to established organizational standards.
- Facilitated onboarding sessions and on-the-job training for new hires, bolstering employee job position knowledge and skillset.
- Organized and led staff orientation programs and training to promote collaboration.
- Coordinated with senior leadership and handled managerial needs by implementing fresh solutions into business strategies.
- Directed job fairs to bring in local talent for long term and seasonal positions.
- Streamlined HR efficiencies, coordinated new hire orientations and provided onboarding and training for all new employees.
Brink's, Inc.
TALENT SPECIALIST
Job overview
- Pre-screened resumes prior to sending to corporate hiring managers for consideration
- Completed human resource operational requirements by scheduling and assigning employees
- Improved organizational filing systems for confidential employee records, resulting in improved accessibility and efficiency
- Assisted senior management with making key decisions by developing and submitting performance and compensation reports with status updates and improvement recommendations.
Timberhorn / Ettain Group – Brink's Inc
RECRUITING COORDINATOR
08.2015 - 02.2016
Job overview
- Operated and maintained applicant tracking and candidate management systems
- Coordinated incoming job requisitions and applications
- Worked with recruiting teams and human resources representatives to accomplish hiring objectives
- Verified applicant references and employment details.
The Comtek Group
OPERATIONS MANAGER
08.2006 - 08.2015
Job overview
- Designed, implemented, and maintained in-house payroll system through Peachtree Accounting, including multi-state employment, and all tax filings after moving from PEO
- Managed in-house AR and AP; worked closely with accountants for annual tax filings
- Designed and maintained employee benefits: Medical, Dental, Vision, Ancillary, Section 125, HIPAA, and COBRA Administration
- Responsible for oversight of practical reporting, management information, and budget
- Reviewed financial reports each day and investigated variances to keep records accurate
- Set, enforced, and optimized internal policies to maintain responsiveness to demands
- Planned and resourced personnel and logistics for operations component exercises resulting in highly trained personnel ready to act quickly in critical roles.
Education
South Texas College
Bachelors Degree of from Science
Organizational Leadership
University Overview
University of Phoenix
Associates of Science from Healthcare Administration
University Overview
University of Colorado - Denver
Masters Degree of Science from Management And Organization With HR Management Specialization
University Overview
Skills
- HR Strategy
- Culture Transformation
- Staff Compensation
- Employee Retention
- HR Metrics
- Workforce Improvements
- Talent Review
Certification
Lean Six Sigma - Green Belt Certified Agile Certified Forbes Contributor LinkedIn Contributor HR Magazine Contributor
Timeline
DIRECTOR OF TALENT
Kendra Scott
03.2020 - 07.2022
GLOBAL DIRECTOR, HUMAN RESOURCES AND RETENTION
Menzies Aviation And Air Menzies Intl, John Menzies, Plc
09.2019 - 03.2020
DIRECTOR OF TALENT ACQUISITION
Frontier Communications
03.2019 - 07.2022
DIRECTOR, TALENT ACQUISITION AND HR OPERATIONS
Brink's, Inc.
02.2016 - 09.2019
RECRUITING COORDINATOR
Timberhorn / Ettain Group – Brink's Inc
08.2015 - 02.2016
OPERATIONS MANAGER
The Comtek Group
08.2006 - 08.2015
HR OPERATIONS MANAGER
Brink's, Inc.
TALENT SPECIALIST
Brink's, Inc.
South Texas College
Bachelors Degree of from Science
Organizational Leadership
University of Phoenix
Associates of Science from Healthcare Administration
University of Colorado - Denver
Masters Degree of Science from Management And Organization With HR Management Specialization