Catrena Shay Cannon, MBA

Directed community engagement strategies for Ohio Department of Job and Family Services. Cultivated partnerships with key stakeholders in Columbus and Franklin County to address new SNAP requirements. Established a cohort program to empower participants and promote workforce development.

• Implemented engagement strategies that strengthened partner relationships and increased worksites by 50% for SNAP and TANF participants.
• Led collaborative meetings across departments to ensure alignment of partnership goals with strategic organizational objectives.
• Negotiated contract terms ensuring mutual benefit while maintaining compliance with organizational standards.
• Implemented strategies to improve communication efficiency, ensuring seamless interaction between partners and internal teams.
• Provided detailed status updates to senior management, tracking advancements towards defined partnership objectives and targets.
• Managed partner relationships, ensuring alignment on goals and collaboration on marketing initiatives.
• Facilitated interactive training sessions aimed at equipping ODJFS participants with essential job readiness skills.
• Researched and compiled a detailed catalog of accessible health and wellness resources aimed at supporting individual well-being.

As the Vice President (VP) of Diversity, Culture, and Inclusion at the Columbus Chamber of Commerce, I played a pivotal role in fostering an inclusive, equitable, and diverse environment within the business community. In this role, I developed and implemented strategies that promote diversity across the chamber’s initiatives, programs, and membership base. As the VP, I worked closely with local businesses, leaders, and organizations to create opportunities for underrepresented groups, ensured cultural competency, and advocated for inclusive policies that benefit the broader economic landscape. By providing resources, education, and strategic guidance, I ensured that diversity and inclusion are not only integrated into the chamber’s activities, but also drive innovation, growth, and a positive business climate in the Columbus region.

• Thought leader, driver, and inspiration for diversity, culture, and inclusion
• Consulted, collaborated, and worked with over 2000 companies’ leadership, committees, and members to provide direction, guidance and solutions to diversity, culture, and inclusion
• Utilized member consultations and oversee the content and speakers to drive Inclusion Series program content
• Helped to establish and maintain a working diversity supplier network that will support members and the community at-large
• Established and maintained vital external relationships that include businesses, corporations, government entities, community service providers, and other groups
• Partnered with the companies’ leaders on raising leadership awareness, partnership, and accountability for prioritizing diversity, culture, and inclusion
• Provided ongoing organizational development support and coaching and guidance to over 2000 members
• Consulted and advised member organizations on diversity, culture, and inclusion’s best practices and solutions including:
• Built sustainable tools, models, and resources related to hiring and establishing inclusive cultures
• Managed employee, management, and leadership training
• Established supplier diversity initiatives
• Measured impact, outcomes, and results for training and HR consults
• In cooperation with the Senior Vice President of the company, designed and facilitated member educational offerings
• Interacted with the region's business, community, government, political leaders, and others, as necessary

As the Workforce Diversity Manager, I play a key role in leading and managing the workforce diversity initiatives for the Office of Diversity and Inclusion. I develop, implement and monitor programs that promote diversity, equity and an inclusive culture within the City of Columbus. In addition, I support city Directors and departments with workforce diversity strategies to attract, retain, and promote an inclusive workforce culture. Lastly, I was instrumental in developing, implementing, and managing the City of Columbus’ first ever Employee Resource Groups.

• Manage the day-to-day work of the Workforce Diversity division, along with interns within the Office of Diversity and Inclusion.
• Managed the contract and served as the Project Manager and core board member for the Mayor’s office in obtaining the Welcoming city designation
• Created, deployed and managed The City of Columbus’ First Ever Employee Resource groups
• Developed, organized and deployed the City of Columbus’ first ever Employee Resource Groups for approx.10, 000 employees.
• Created and facilitated the City of Columbus First ever Inclusive Chats platform.
• Developed and implemented the first ever Employee Engagement Survey for over 10,000 employees. With that, I collected and collated data to disseminate to the Directors for each department.
• Developed and managed a team to execute GOVERN and GOVERN 2.0 regional diversity events for DEI and HR leaders/ practitioners for the private and public sector.
• Managed the development of policies and programs to attract, retain, and promote a diverse and inclusive workforce of over 10,000 employees.
• Implemented the 30x30 initiative to our city departments and collaborated with the department on creating strategies that would support the city’s overall diversity goals by 30%.
• Assist internal and external partners on diversity recruiting initiatives.
• Developed the first ever Comprehensive Diversity and Inclusion report for the City of Columbus to encourage diversity, outreach/engagement and accountability for each city department.
• Developed and managed the Workforce Scorecard to provide data of the overall workforce demographics for the 15 City of Columbus departments.
• Work in tandem with Civil Service and Human Resources on initiatives to help promote policies and awareness of diverse hiring practices.
• Developed the Ginther Rule policy for the City of Columbus to promote fair and equitable hiring practices

As Human Resource Analyst Recreation and Parks Department, I serve as a point of contact for several HR needs. From facilitating training and conducting mediation sessions to conducting Investigative meetings with employees, I work diligently to bridge the gap between employees and management. I am the creator of a Leadership Academy track training throughout the department for those interested in gaining leadership and management skills and knowledge. In addition, I assist in workforce development to ensure our department reaches diverse populations to learn about our current openings. Lastly, I serve as a Core Diversity and Inclusion Committee member within the department.

• Developed and implement plans and strategies for recruiting better-qualified and more diverse applicants
• Worked with the Labor Unions to resolve employee issues and disciplinary concerns in our department
• Discussed staffing needs with management/supervision and recommend classifications to fit the needs of the division best
• Counseled and advise management on departmental and citywide rules, regulations and procedures about the recruitment and selection processes
• Managed the hiring/appointment process to ensure all applicable rules, regulations, and procedures are followed.
• Identified any pre-employment issues and make recommendations as to whether or not to proceed with hiring decision
• Reviewed proposed policies to assess the impact on human resources programs or functions;
• Developed, conducted, and/or coordinated training for 1500 employees; consulted with administrators, managers, supervisors, and employees on training issues and needs
• Consulted with employees, bargaining unit representatives, and management regarding issues such as disciplinary situations, grievances, fitness for duty, etc
• Conducted investigations and represents the Division at hearings
• Advised management on the status of employee grievances and hearing decisions

As Human Resource Analyst for Citywide Training & Development, responsible for modeling standards for adult learning and professional development, employing a variety of assessment methods to measure the training’s impact; assessing and providing feedback regarding trainees’ knowledge and skill at the completion of training; and helping trainees’ identify and resolve barriers in the workplace. Conducted extensive analysis in order to update services and training programs across the City for our internal and external partners.

• Trained 10,000 employees across the city on Diversity & Inclusion and Implicit Bias to increase awareness
• Created curriculum and facilitated the City of Columbus first ever Pre-Supervisor Training for over 200 employees
• Assessed and provided feedback regarding trainees’ acquisition of knowledge and skill after training;
• Helped employees identify and resolve barriers to the application of new learning in the workplace.
• Developed proposed policies to assess the impact on human resources programs or functions
• Developed, conducted and/or coordinate training for employees; consulted with administrators, managers, supervisors, and employees on training issues and needs;
• Coached Supervisors and Managers on Employee Relations and Management skills.

As the Director of Career Services, served as the initial point of contact for all students to assist in job search within the IT and Health Services field. In addition, conducted training workshops for all students on job readiness skills such as resume writing and other job search strategies. Drafted policies for the approval of the Board and prepared procedures to implement the organizational policies; reviewed existing policies on an annual basis and recommended changes to Management as appropriate. Developed hiring plans and conducted interview training plans to ensure compliance with state and federal regulations.

• Served as Human Resource Manager for the Columbus campus.
• Communicated employee benefit programs to all staff members within Columbus Branch.
• Managed and developed accounts for Recruitment opportunities for students.
• Developed strategic partnerships with employers to enhance job placement opportunities for graduates.
• Led initiatives to revamp career counseling services, improving student engagement and satisfaction.
• Mentored team members in best practices for resume writing and interview preparation strategies.
• Coordinated workshops on industry trends, equipping students with relevant skills for the job market.
• Conducted regular evaluations of service offerings, ensuring alignment with evolving workforce demands.
• Fostered relationships with alumni to strengthen networking opportunities and support services for current students.
• Identified entry-level job openings for students and graduates through phone calls, written correspondence and personal networking.
• Mentored and coached students individually or in group settings on topics like resume writing, interviewing skills, and personal branding.
• Improved job placement rates through the development of targeted internship, co-op, and job search strategies for students.

As a Vocational Director for the Life Skills Center of Elyria, provided students enrolled in the vocational education program with education and training of sufficient excellence to enable them, upon graduation, to enter the job market/post-secondary institutions with well-developed skills, varied intellectual interests, and sufficient understanding to continue their growth and maturation as a worker and as an individual.Developed relationships with over business, military recruiting offices, and community leaders;Developed and Implemented new program for Juniors and Seniors to increase graduation rate.Served as initial point of contact for all students to assist in job search;Provided interviewing and behavioral etiquette techniques and counsel students on various employment;Communicated with various employers within the community of current and upcoming hiring needs for students;Counseled and tracked progress for seniors on graduation requirements;Met with Community Leaders and Stakeholders on the success of the school and changes that could be madeFostered a culture of continuous improvement through mentoring and coaching of management personnel.Analyzed market trends to inform strategic decision-making and develop competitive business strategies.Established a culture of continuous improvement by fostering open communication channels and empowering employees to voice their ideas.Cultivated a positive work environment that fostered employee engagement, increased retention rates, and boosted overall team morale.Facilitated cross-functional collaboration for improved decision-making processes within the organization.Implemented innovative solutions to solve complex problems, resulting in increased productivity and streamlined operations.the vocational education program with education and training of sufficient excellence to enable them, upon graduation, to enter the job market/post-secondary institutions with well-developed skills, varied intellectual interests, and sufficient understanding to continue their growth and maturation as a worker and as an individual.veloped relationships with over business, military recruiting offices, and community leaders;

veloped and Implemented new program for Juniors and Seniors to increase graduation rate.

• Served as initial point of contact for over 200 students to assist in job search;
• Provided interviewing and behavioral etiquette techniques and counsel to students on various employment;
• Communicated with 150+ employers within the community of current and upcoming hiring needs for students.
• Counseled and tracked progress for seniors on graduation requirements.
• Met with Community Leaders and Stakeholders on the success of the school and changes that could be made.
• Fostered a culture of continuous improvement through mentoring and coaching of management personnel.
• Analyzed market trends to inform strategic decision-making and develop competitive business strategies.
• Established a culture of continuous improvement by fostering open communication channels and empowering employees to voice their ideas.
• Cultivated a positive work environment that fostered employee engagement, increased retention rates by 10%, and boosted overall team morale.
• Facilitated cross-functional collaboration for improved decision-making processes within the organization.
• Implemented innovative solutions to solve complex problems, resulting in increased productivity and streamlined operations.

As a Regional Recruiter/HR Manager for the Great Lakes Division, was a key member of the corporate executive management team. Handled Recruiting and HR management responsibilities prior to the reorganization of territories. Responsible for creating a job application that will attract a diverse pool of candidates who are qualified for the job. Maintained and enhanced the organization’s human resources by planning, implementing, and evaluating employee relations and company’s policies, programs, and practices.

• Conducted planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees, hearing and resolving employee grievances, and counseling employees and supervisors.
• Completed project analysis reports to the Regional Vice President;
• Ensured compliance of EEO, OSHA, Labor and Regulatory Laws within the Region;
• Consulted with hiring managers in identifying qualified candidates selected for hire for 29 offices
• Implemented and managed a variety of recruiting methods and strategies, including web technology, networking, and social media to attract a diverse pool of candidates.
• Conducted training for 35 Recruiters/HR Coordinators across the region on recruiting strategies.
• Participated in remote recruiting for 29 markets within the Great Lakes Region.
• Maintained management guidelines by updating and communication human resource policies & procedures;
• Managed Human Resource Staff over 29 offices by recruiting, selecting, orienting and training employees within the Great Lakes Region
• Coached hiring managers on diversity and training tools for interviewing and candidate selection;
• Conducted Employee investigations;
• Handled any Employee Relation grievances and Worker’s Compensation claims
• Managed resource allocation to optimize operational efficiency across various departments.
• Mentored junior staff in best practices for resource management and operational workflows.
• Analyzed workforce data to identify trends, informing strategic decision-making for resource deployment.
• Coordinated training programs to upskill employees on new systems and tools, improving overall team performance.
• Collaborated with senior leadership to align resource strategies with organizational goals and objectives.
• Collaborated with department heads to identify staffing requirements, resulting in improved workforce planning and reduced turnover rates.
• Served as a key point of contact for both internal stakeholders and external partners on matters relating to resource availability and allocation, fostering strong relationships built on trust and transparency.