Dian SatchellWhite
Lake Worth,USA
Summary
Experienced Human Resources executive with a strong track record of driving strategic initiatives and achieving exceptional results. Successfully led organizations as a human resources director, senior human resources business partner, workers’ compensation and leave administration manager, and benefits manager. Expertise in optimizing HR functions, analyzing HR metrics, improving employee retention, managing employee and labor relations, overseeing benefits administration, workers' compensation, leave administration, and termination processes. Adept at ensuring compliance with regulations while prioritizing staff wellness.
Overview
14
14
years of professional experience
Work History
Director of Human Resources
Department of Defense – Army
West Palm Beach, FL
12.2010 - Current
- Manages and coordinates organization-wide efforts to develop and manage performance management and quality improvement programs using a data-driven focus that sets improvement priorities aligned to ongoing strategic imperatives
- Conduct full life cycle recruitment in sourcing the best talent for the Department of Defense and maintaining effective programs for retention, promotion, and succession planning
- Oversee the organization's employee workforce, ensuring that human resources are effectively deployed in alignment with overall strategic goals
- Develop and implement comprehensive employee workforce planning strategies across the organization by collaborating with clients to analyze their business plans, assessing the influence of current and emerging discipline-specific programs and regulatory initiatives
- Assist in creating and refining departmental objectives, promoting a more efficient and targeted approach to achieving organizational success
- Ensures adherence to all relevant laws and regulations, as well as governmental standards, to maintain a compliant workplace
- Actively keeps up to date with the latest industry trends and changes in both state and federal employment legislation
- Organize and oversee individual and team training programs
- Cultivates and sustains strong, effective, and cooperative relationships with both internal stakeholders and external partners, fostering an engaging and inclusive culture that not only supports but also enhances the organization’s mission, vision, strategic objectives, and overall business goals
- Oversees and addresses intricate matters of employee relations by conducting thorough, objective investigations
- Diligently reviews and researches evidence and documents to assess the overall facts of each case, ensuring that HR staff recommendations for action are suitable
- Provide counseling and guidance to employees and managers on best practices for employee relations
- Develops and executes Work Environment Assessments, including organizing and facilitating regular meetings and on-site visits with various business units and engaging with the broader employee community
- Provides day-to-day guidance to direct staff or clients regarding the coaching, counseling, career development and disciplinary actions for staff
- Evaluate and advise executive management on enhancing policies, procedures, and practices pertaining to personnel matters
- Oversee the communication of policy and procedural changes, ensuring compliance across the organization
- Promote an engaged employee environment by ensuring consistency and uniformity in the application and interpretation of all governing policies, practices, and employment terms and conditions
- Establish comprehensive reporting procedures and implement various methods to enhance accountability and effectively measure success
- This includes regularly monitoring client metrics such as vacancy rates and employee turnover rates to track performance and identify areas for improvement
- Engages in the comprehensive review and enhancement of existing processes and procedures, ensuring they align with modern, progressive practices in human resources management
- Assess and identify the specific training requirements for various business units, along with the individual coaching needs of executives
- This involves a thorough analysis of skills gaps and performance enhancement opportunities
- Design and facilitate relevant training sessions, including comprehensive orientation programs, tailored to meet the unique needs of each group or individual
- Establishes and continuously assesses the effectiveness of the internal controls within the unit and compliance with organization policies and procedures
- Ensure employees are trained on controls within the function and University policy and procedures
- Implemented a new HR platform that resulted in the successful onboarding of 2,000+ employees and the completion of 3,000+ HR actions
- Implement and Facilitate training and development for over 2,500 employees annually
Senior HR Operations Partner
Spirit Airlines
Miramar, FL
05.2017 - 12.2019
- Oversaw five business units and supported 3,200 employees at various airport locations
- Served as the Senior HR Business and Operations Partner with hiring managers to develop effective sourcing and recruitment strategies that result in client satisfaction
- Developed effective relationships within the organization and the hiring community to influence and impact the recruiting process and hiring
- Ensured compliance with Equal Employment Opportunity Commission (EEOC) Title VII, Fair Labor Standards Act (FLSA), Health Insurance Portability and Accountability Act (HIPAA), Americans with Disabilities Act (ADA), Workers’ Compensation, Occupational Safety and Health Administration (OSHA), Family and Medical Leave Act (FMLA), and Uniformed Services Employment and Reemployment Rights Act (USERRA), and Florida Statute 119
- Provided professional expertise and support in the design, development, and implementation of the talent review process required to achieve business goals and results in creating an internal bench of top talent
- Developed talent strategies for five business units consisting of 3,200 employees
- Collected, analyzed, and maintained data gathered to inform targeted leadership development
- Accurately assessed talent using various frameworks and diagnostic tools
- Participated in organizational strategic planning and provided leadership for performance management and quality improvement policy development
- Researched and assisted in developing performance management training programs that focus on enabling the workforce to achieve improvements with priority organizational concerns
- Planned and led succession plans to build pipelines for specific business units
- Enabled differentiated development of high-potential talent to accelerate readiness for future roles
- Ensured compliance with employment laws, regulations, and company policies
- Contributed to slating for open leadership and executive roles to drive internal mobility
- Oversaw learning and development and talent management for 3,200 employees
- 3,200 employees instructed on various training materials, raising training participation by 40%
- Developed and delivered training on leadership and diversity to over 200 managers and 22 executives
- Oversaw employee engagement initiatives for 3,200 employees
- Implemented action plans, with 78 % reporting their employer cares about their well-being and 18% reporting being more likely to go the extra mile for the company
- Raised employee engagement by 30% during quarterly employee engagement surveys
- Instructed monthly leadership training to over 85 Executives, directors, and managers, raising the participation rate by 20%
- Taught onboarding classes on HR policies and procedures for 3,000+ employees
Manager, Workers’ Compensation and Leave Administration
Spirit Airlines
Miramar, FL
06.2015 - 04.2017
- Responsible for developing, maintaining, and managing the company’s planning, organizing, administering, and overseeing its workers’ compensation and leave administration programs, including claims investigations, settlements, and litigation
- Responsible for finding an insurance provider that meets organizational goals of employee coverage and cost-effectiveness
- Responsible for staff hiring, training, coaching, counseling, and performance evaluation for 3,200 employees, with 30% exceeding expectations and 70% meeting expectations and performance ratings
- Administered, audited, and provided interpretation of laws and regulations regarding the Department of Labor, Drug and Alcohol Program, Occupational Safety and Health Administration (OSHA), Health Insurance Portability & Accountability Act (HIPAA), the company’s leave of absence and disability policies, including the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), USERRA, and Workers’ Compensation regulations
- Identified and set up clinics for injuries and workers’ compensation cases in new work locations
- Collaborated with management on reasonable accommodation requests to ensure matters were handled following the law, federal rules, and regulations
- Fostered a culture of collaboration and mutual respect with representatives of four unionized groups and Vice Presidents, Directors, and Managers of multiple business units
- Managed FMLA, Short-Term Disability, and Long-Term Disability claims
- Coordinated income continuation insurance and/or disability claims for over 800 employees
- Collaborated with various agencies to minimize FMLA abuse
- Conducted and developed training sessions on leave and disability practices for 450+ leaders
- Reviewed and processed over 120 claims, returning 90 employees to work and settling 50% of litigated claims
- Managed a caseload of approximately 40 claims per quarter, increasing return-to-work efforts by 75%, significantly reducing claims frequency by 30%
Manager, Benefits Administration, Workers’ Compensation, and Wellness Programs
Charter Schools, USA
Fort Lauderdale, FL
10.2012 - 05.2015
- Managed health & welfare and retirement benefit plans for over 7,000 employees
- Administered an annual 2-million-dollar budget
- Supervised over six programs annually
- Directed and managed the day-to-day operations of the group benefits by conducting benefits negotiations, implementing benefits planning, and administering and supervising the workers’ compensation and wellness programs
- Oversaw and managed the workers’ compensation and return-to-work programs by ensuring compliance with applicable laws and regulations regarding the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), Health Insurance Portability & Accountability Act (HIPAA), and Florida Statute 119
- Worked closely with the Executive Vice President in developing, implementing, and evaluating benefits, leave administration, and wellness initiatives, functions, and activities
- Negotiated returns of $150,000 for Wellness
- Saved the company 0.5 million dollars, reducing claims costs by 18 percent in 9 months
- Raised wellness participation to 20% during the 2013 open enrollment and 50% during the 2014 open enrollment
- Designed and developed the company’s new benefits plan for 7000+ employees
- Trained over 3,000 Executives, Regional Directors, Principals, Business Managers, and Regional Business Managers on the company’s Benefits Renewal changes and processes
- Reviewed and processed 200+ claims, participated in settlement negotiations, recommended loss control strategies, and ensured program conformance to applicable federal and state laws
Education
Doctor of Business Administration (DBA) -
University of the Potomac
06.2024
Master of Business Administration (MBA) -
Upper Iowa University
05.2010
Master’s Certificate - Human Resources
Upper Iowa University
05.2010
Bachelor of Science - Business Administration
Upper Iowa University
03.2008
Skills
- Strong Business Acumen
- Change Management & Org Design
- Collaboration
- Compliance
- Conflict Resolution
- Critical Thinking
- Data Story Telling
- Employee Advocacy
- Executive Presence
- Employee Relations
- Employment Laws & Regulations
- HR Information Systems
- HR Management Systems
- HR Programs and Policies
- Innovation
- Interpersonal Communication
- Leading Through Complexity
- Performance Management
- Planning
- Talent Management
- Talent Metrics & Analytics
- Human resources administration
- Labor agreements
- Training program management
- Workers' compensation oversight
- Onboarding
- Staff recruitment planning
- Employee engagement
- HR policy development
- Training programs
- Workforce improvements
- Labor negotiations
- Occupational safety
- ADA compliance
- Labor law compliance
- Benefits programs
- Training development
- HRIS management
Professionalaffiliation
Society for Human Resource Management (SHRM), Active
Accomplishments
- Authored Dissertation titled "The Challenges Army Veterans Face When Transitioning from Active Duty to the Civilian Workforce.
References
References available upon request.
Timeline
Senior HR Operations Partner
Spirit Airlines
05.2017 - 12.2019
Manager, Workers’ Compensation and Leave Administration
Spirit Airlines
06.2015 - 04.2017
Manager, Benefits Administration, Workers’ Compensation, and Wellness Programs
Charter Schools, USA
10.2012 - 05.2015
Director of Human Resources
Department of Defense – Army
12.2010 - Current
Doctor of Business Administration (DBA) -
University of the Potomac
Master of Business Administration (MBA) -
Upper Iowa University
Master’s Certificate - Human Resources
Upper Iowa University
Bachelor of Science - Business Administration
Upper Iowa University