Cheryl Lewis
Columbia,MD
Summary
Results-driven people leader with 20+ years of experience, marked by outstanding leadership in the management of compensation programs and driving HR technology solutions seeking dynamic organization to leverage expertise in aligning rewards and technology strategies with business objectives to drive organizational success.
Core competencies include:
Culture Change & Reorganization
Merger & Acquisition
Translation of Strategy into HR Requirements
Performance Measurement / Promotions
Greenbelt Certified
Project Management
Policies and Procedures
Overview
37
37
years of professional experience
1
1
Certification
Work History
DIRECTOR OF COMPENSATION AND HRIS
Seminole Hard Rock Support Services
Davie, FL
01.2021 - Current
- Director, responsible for setting the strategic direction and delivering services that enable the success of a global business comprised of 30K+ team members and 31 unions
- Translating strategy into objectives for a team of one manager and seven analysts
- Responsible for ensuring the company is compliant with applicable laws, regulations, policies and standard operating procedures
- Lead the successful HCM data transfer for 3,800 team members from Workday into ADP during the acquisition of the Mirage Casino
- Successfully merged and synchronized employee data from four different infinitum HCM platforms into one Workday platform
- Implemented new Job Architecture including management levels, job families, grades and new pay structure
- Harmonized all job titles reducing over 8K job titles to 1,800
- This included oversite for rewriting 1,600 job descriptions
- Implemented new PTO, sick and vacation plans using standardized template to capture all required elements for over 20 different non-union plans
- Presented plan to align on one non-union plan to the executive committee
- Lead team to increase analytical skills and story telling with data through coaching and critical thinking skills training
- Plan and execute $27M merit budget, ensuring alignment with company philosophy, policies and established guidelines.
COMPENSATION ANALYST
Northrop Grumman
Linthicum, MD
01.2016 - 01.2021
- Compensation Analyst serving as Compensation Sector interface, collaborating with compensation colleagues and HR Business Leaders to provide guidance on total compensation solutions; reviewing job classifications, position descriptions and market data to make recommendations with respect to job qualifications in support of company policy and organization budgets; Development and delivery of enterprise compensation training and communications; Leading and Supporting the annual merit and incentive planning process
- Sector Implementation of employee recognition program, BRAVO for 20K+ employees
- Responsible for change management and administrative infrastructure for program success
- Enterprise lead for Entry Level Rates Project, resulting in a 40% attrition reduction
- Sector compensation lead for the finance portion of six union negotiations in both CA and MD locations
- All contracts were ratified by popular vote
- Enterprise compensation lead for non-exempt pay strategy and framework to reduce and simplify the number of pay structures; greater market pricing flexibility; align with Workday; and allow for pay transparency (in progress).
SENIOR HUMAN RESOURCES PEOPLE MANAGER/ HR CONSULTANT
Medtronic
Tempe, AZ
01.2009 - 01.2016
- Strategic business partner for the Tempe Campus
- Currently supporting 800 employees, exempt and non-exempt
- The division generates 3.5 billion in revenue
- Business partner in forming long-range strategic agenda and culture transformation
- Responsible for providing impactful HR services for organizational planning, talent and leadership prowess
- HR expertise encompasses the full HR body of knowledge: strategic planning, talent acquisition, organizational and talent development, succession and compensation budgeting and planning
- Designed and Facilitate the campus quarterly Leadership Retreats, which led the VP staff to realize its vision, long range strategy, culture and required training to support the future state (FY2020)
- Designed and implemented a campus talent management strategy to grow leaders and close talent gaps
- Led a culture of prevention through the use of lean methodology combined with recognition
- Worked with training department to maintain organization compliance and no FDA findings
- Successfully executed developed and implemented an online division recognition program, which enabled peer-to-peer monetary recognition
- Reduced the DL hiring cycle time by 60% and exempt population by 30%
- Led and served on various process improvement initiatives or kaizens, to include specification simplification and pay kaizen to streamline; simplify all pay policies; rapid deployment process and site to leverage untapped talent; Talent Pipeline Framework; Organizational Capability/Strategic Workforce Planning
- Green belt projects received first and second place ribbons out of 100+ technical project entries.
GLOBAL SENIOR HUMAN RESOURCES MANAGER
FREESCALE SEMICONDUCTOR
Tempe, AZ
01.2004 - 01.2009
- Strategic business partner providing thought leadership and administering all HR programs and policies, support, coaching and guidance to Executives in a major business group, Radio Frequency Division and organizations in the Chief Technology Office
- Currently supporting three Global Multi discipline High Tech Labs comprised of senior level executives and 900+ exempt and nonexempt employees
- The group’s disciplines are Software, Packaging and Process Development Technology
- Talent Manager and Executive Adviser; translating the strategic agenda into organization and employee requirements
- Primary adviser to executives on talent acquisition, organizational and talent development, succession and compensation budget and planning
- Successfully executed the HR due diligence and provided thought leadership to close on US and Eastern Europe mergers, divestitures, and acquisitions
- Strategic hiring and development plans increased revenue by $180M for RF Business Group
- Orchestrated HR projects, and business initiatives such as “freeSpeak Survey”, which improved manager effectiveness scores by 10% and drove needed company culture change management programs
- Implemented a highly effective global retention program, “One Size Fits One” that enhanced employee satisfaction—retaining 98% of top talent and less than 5% regrettable losses
- Provided leadership and change management strategies during the spin-off from Motorola, resulting in 99% employee retention through the transition
- Led eight global human resources managers to develop and implement the 2008/2009 Corporate Technical Talent Pipeline (TTP)
- Successfully developed a selection process and strategy for providing a career path to the executive ranks for technical individual contributors
- Core team member for the development and implementation of the corporation’s global Talent Pipeline Management (TPM) Process, which clearly identified and advanced the development of high-potential employees
- The TPM Process resulted in a 33% increase in internal placement for senior positions
- Conceptualized, developed and institutionalized a Workforce Plan resulting in 100% accuracy of headcount management
- Drove a “High Performance” Culture through performance management, relative assessments, effective development training and differential rewards.
HUMAN RESOURCES OPERATIONS MANAGER
MOTOROLA, INC.
Tempe, AZ
01.1997 - 01.2004
- Human Resources Operations Manager for the Phoenix region Final Manufacturing Operations
- Providing employee relations counsel and advice to management and employees on strategy, policy, compensation and performance management
- Managed HR direct reports
- Six Sigma methodology used daily for continuous quality improvement
- Introduced concepts and practices to improve organizational effectiveness and improve employee retention
- Developed and implemented training and career path concepts for new managers and 600 employees
- Redeployed 400 employees in support of high cost/low-cost strategy
- Lead trainer for new manager orientation
- Decreased turnover by 11%, which led to a 20% productivity increase
- Reduced external hiring cost by 50% using contingency workforce model
- Member of the SAP implementation team
- Led the development and implementation of SPS sector Mentoring Program.
HUMAN RESOURCE OFFICER
UNITED STATES ARMY
01.1988 - 01.1997
- Held several positions in several countries including Company Commander, Director of Personnel and Logistics, Chief of Officer Promotions Policy and Special Boards, and Chief of Personnel Actions Branch
- Recruiting Company Commander for unit of 300 personnel
- Responsible for 9 recruiting stations and direct reports throughout Southern California
- Managed logistical assets: 56 vehicles and 9 stations, plus Company HQ worth $3.5 million
- Served as Chief of Officer Promotions Policy and Special Boards for the Department of the Army
- Directly supervised 4 union government employees
- Chief of Personnel Actions Branch for a Major Army Command (MACOM)
- Responsible for all aspects of personnel actions for 13,000 personnel
- Managed 3 union government employees and 3 soldiers
- Chief of Community Affairs
- Provided visionary leadership for quality-of-life programs, which enhanced the community of 30,000 officers, soldiers, and civilians with an annual operating budget of $6.5 million
- Spearheaded downsizing initiative resulting in reduction of workforce by 2,000 employees.
Education
Master of Business Administration - Management
Western International University
Phoenix, AZBachelor of Science - Education, Mathematics
Appalachian State University
Boone, NCSkills
- Culture Change & Reorganization
- Merger & Acquisition
- Translation of Strategy into HR Requirements
- Performance Measurement / Promotions
- Greenbelt Certified
- Project Management
- Policies and Procedures
Affiliations
- Human Resources Society
- Valley of the Suns Human Resources Society
- Delta Sigma Theta Sorority
- Previous Board of Directors for the Association for Training and Development (ATD)
Certification
- SENIOR PROFESSIONAL HUMAN RESOURCES (SPHR) CERTIFICATION, 2010-05-01
- CHANGE ACCELERATION PROGRAM (GE MODEL), 2011-11-01
- GREEN BELT LEAN SIGMA CERTIFIED, 2013-12-01
- BLACK BELT TRAINING, 2014-03-01
- Certified StrategicTOP Facilitator, 2014-01-01
- CTI COACHING CERTIFICATION, Certification in progress
Professional Development
- Tango Business Simulation – Motorola Business Acumen Training
- Six Sigma – Motorola University
- Recruiting Commanders Course
- Advanced Personnel and Administration Course
- Combined Arms Staff College, Fort Leavenworth, KS
Timeline
DIRECTOR OF COMPENSATION AND HRIS
Seminole Hard Rock Support Services
01.2021 - Current
COMPENSATION ANALYST
Northrop Grumman
01.2016 - 01.2021
SENIOR HUMAN RESOURCES PEOPLE MANAGER/ HR CONSULTANT
Medtronic
01.2009 - 01.2016
GLOBAL SENIOR HUMAN RESOURCES MANAGER
FREESCALE SEMICONDUCTOR
01.2004 - 01.2009
HUMAN RESOURCES OPERATIONS MANAGER
MOTOROLA, INC.
01.1997 - 01.2004
HUMAN RESOURCE OFFICER
UNITED STATES ARMY
01.1988 - 01.1997
Master of Business Administration - Management
Western International University
Bachelor of Science - Education, Mathematics
Appalachian State University
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