DeShanda (Dee) Frazier

• Collaborated with small to mid-sized businesses and colleges to optimize HR systems through strategic workforce planning.
• Designed and facilitated DEI training programs, leadership development workshops, and inclusive policy implementation strategies. Implemented engagement practices to enhance workplace culture.
• Advised managers on best practices for managing their teams effectively.
• Provided guidance and advice on labor law compliance matters, such as wage regulations, overtime rules, and safety standards.
• Facilitated workshops on conflict resolution, diversity awareness, and team-building initiatives.

Uranium Processing Facility (UPF)

• Ensured HR functions adhered to updated legal requirements through vigilant monitoring.
• Handled over 20 cases that involved thorough examination and fair treatment, per policies.
• Implemented onboarding improvements, cutting down time-to-hire significantly.
• Led key DEI initiatives to enhance diverse hiring, engagement, and retention.
• Achieved a 35% rise in LGBTQIA+ employee participation, creating tailored outreach campaigns.

Uranium Processing Facility (UPF)

• Directed comprehensive HR activities to support staffing, performance enhancement, and developmental initiatives.
• Created and executed HR protocols optimizing workplace harmony.
• Enhanced inclusion efforts by leading the LGBTQIA+ Business Resource Group with increased visibility.
• Researched best practices in human resources management to identify areas of improvement within the organization.
• Responded promptly to inquiries from internal staff members regarding employment matters.

• Designed and applied strategic plans based on data, boosting diverse personnel in essential divisions by 10%.
• Accelerated adoption of D&I programs, resulting in a significant 20% increase in staff involvement.
• Enhanced inclusivity by tracking vital diversity data and achieving a 17% improvement.
• Constructed evaluation mechanisms for measuring program effectiveness.
• Developed and managed a comprehensive diversity and inclusion training curriculum for all staff members.

Pueblo Chemical Agent-Destruction Pilot Plant (PCAPP)

• Managed a 10-week intern program for 12 to 14 students annually.
• Reduced time-to-hire through improved recruitment practices, leading to greater efficiency in talent acquisition.
• Increased accuracy in daily data management and streamlined operational processes.
• Led diversity and inclusion initiatives, serving as the primary contact for updates to management.
• Enhanced recruitment and employee management with applicant tracking systems and HRIS platforms.

• Analyzed data collected from surveys or focus groups to assess the effectiveness of existing programs.
• Developed strategies for measuring the success of ongoing learning initiatives across multiple departments.
• Provided guidance and support throughout the onboarding process for new employees.

Pueblo Chemical Agent-Destruction Pilot Plant (PCAPP)

• Conducted new employee orientations and onboarding processes.
• Provided administrative support to the Human Resources department, including filing, data entry, and record-keeping.
• Supported the organization of a talent workshop attended by 170 employees, working closely with project leadership and HR specialists.

• Managed the onboarding process for new hires by providing relevant information about the organization's policies and procedures.
• Reviewed and updated employee files, ensuring accuracy of information.
• Evaluated job applications to determine best-qualified candidates for various roles within the organization.