Felicity J. Woodley

• Increased employee engagement through facilitation of Focus Feedback sessions based on annual employee survey results and drive action plans.
• Oversee performance management process and handle all employee relations matters professionally and confidentially, including disciplinary actions, investigations, and conflict resolution.
• Collaborate and counsel senior business leaders on aligning talent and development with HR strategies and driving change management initiatives.
• Established guidance on workforce planning and succession planning for 600-employee division maximizing talent review results for leadership engagement in employee career development.
• Partner with recruiting COE to devise hiring and recruitment policies to attract, retain top talent maximizing profitability and develop bench for critical roles.
• Facilitate annual and bi-annual compensation planning employing strategic compensation vehicle promoting long-term retention and alignment across divisional groups.
• Create and implement employee development programs and career progression frameworks that foster a positive work environment, enhance employee morale, and improve overall employee satisfaction, increasing engagement index to 86% (+44% over external benchmark).
• Assess organizational needs and facilitate implementation of actionable steps aimed at enhancing employee engagement, culture, and team dynamics through team-building activities and personal initiatives.
• Support Workday self-service for leaders and employees, including status changes, exits and LOA.
• Utilize HR data and metrics to identify trends, provide insights, and make data-driven recommendations to improve organizational effectiveness and drive informed decision-making reducing attrition to 7% YTD.
• Act as trusted advisor to employees and leaders, providing guidance and enforcing HR policies and procedures in line with legal requirements and industry best practices.
• Conducted exit interviews with employees leaving company to gauge areas of success and opportunities for improvement.

Primary human resources leader for approx. 350 employees throughout Southeast, Central and West regions across highly matrixed organizations with multiple business lines in Environmental Services; P&C Consulting Group, Remediation and Eco Services

• Drove successful execution of HR talent management processes related to organizational design and growth to scale, talent and leadership development, top talent recruitment and retention, succession planning and AAP creation/compliance
• Analyzed and selected new annual compliance LMS and courses, anti-harassment, and anti-discrimination trainings for all current and future team members compliant with California and multiple state requirements
• Partnered closely with senior leaders to influence key organizational strategies and people decisions using change management methodology for HR fundamentals, performance management, compensation, and employment relations
• Spearheaded recruitment and training programs by providing hands-on support throughout talent acquisition processes, coaching TA Specialist and hiring managers to ensure hiring of highly qualified candidates and built talented resource pipeline
• Ensured business decisions and new HR processes result in objective and equitable treatment of employees within a rapid and complex changing work environment; made recommended investigative conclusions and other viable action steps in performance management
• Completed integration and transition of acquired company employees into Workday, corporate policies, aligned job titles and determined training gaps
• Identified competency and skill gaps by developing enriched programs in areas of training, career mobility and job performance such as mentorship, career pathing and succession planning
• Applied strong consultative and stakeholder management skills that resulted in individual contributors and leaders seeking out measured advice from a value-added perspective.

• HR support for Healthy Buildings Engineering and Technology group; global locations (20k+employees) with over 200M in combined contracts and new product development, while partnering with cross-functional teams and leaders to broker HR services
• Actively engaged in full cycle HR including workforce planning and organizational design ensuring consistency across regions
• Developed effective workforce strategy to drive operational efficiency and compliance within critical human resources for HB projects across APAC and AMER
• Collected information on areas in multiple release trains and employee productivity to analyze data trends and metrics to deliver on tactical business decisions
• Drove repositioning projects across 6 countries globally to reduce business footprint by 32% in HBT and align with NPI goals and increased customer engagement
• Provided solutions using root cause analysis to address and identify areas or improvement in talent assessment and optimization.

• Reported to VP of Production Operations managing team of 300+ exempt/non-exempt employees for AC130J - MFC aerospace contract, across multiple departments including Manufacturing, Production and Planning Control, Logistics, Engineering, and IT
• Consulted with managing director of site to achieve new leader assimilation and revamp current structure with focus on collaboration, communication, corporate training in results driven environment creating increased leader engagement and significantly exceeded performance ratings for 8 new leaders for 2019
• Developed Culture Optimization plan for site utilizing change management methodology for seamless implementation; conducted environmental scan briefings to manage interpersonal conflicts and instituted new leader conflict resolution methods to increase positive employee relationships; developed “quick wins” for leader implementation within 30 days
• Created and managed specialized NextGen Recognition Incentive program for client; implemented for Production Operations and support staff totaling 100k in additional funding
• Main point of contact for all payroll and benefits to include policies and procedures for health & welfare benefits packages; 401(k) and Pension Plans; annual leave accruals (PTO); Family and Medical Leave Act (FMLA); Paid Family Leave (PFL)
• Lead strategic ramp-up staffing project that increased production and support staff by 60% over 3 months; implemented continuous staffing plan to meet customer production operations schedule over next 12 months; expanded area of responsibility to include additional 20 off site employees
• Facilitated leadership training and continuous improvement methodology on skill sets for discipline, coaching and counseling for level 3 leaders and above
• Partnered with HR Centers of Excellence across functional teams to achieve resource requirements resulting in 100% RTG to plan for program management using key workforce metrics
• Developed Apprenticeship/Assessment program identifying workforce gaps to provide long term resource training and education of new employees due to low resources in southeastern locations
• Negotiated settlements in 100% of contractual grievances using dispute resolution resulting in 12% cost reduction to program overhead in union business spending
• Completed job reclassification and scope review on Logistics department reclassifying 20+ employee group to ensure compliance with DOL and CBA standards.

• Reported to Director of Human Resources and Director of Labor Relations managing team of 40+ business partners and labor relations representatives, supporting over 5000+ employees across 3 locations in multiple departments
• Embedded culture of accountability and constructive feedback through personally coaching employee and leadership teams through Partners in Leadership 12-week Certification program
• Consulted employees and business leaders on employee relations, benefits, payroll, training, asset management, and transition services
• Advocate for positive employee relations, compensation & performance management during evaluation period, talent acquisition, contingency workforce planning, organizational design
• Functioned as liaison and facilitates collaboration and partnership internally with human resources Centers of Excellence (COE) including compensation, talent acquisition, talent and organizational capability, diversity and labor relations to deliver focused solutions
• Served as Workforce Reduction (WRC) Committee and Disciplinary Review Board administrator; reviewed Community of Interest Management Tool for company compliance with Fair Labor Standards Act; proficient with WR Planning and staffing forecasting
• Leveraged cross-functional special project teams to advance data collection, audit processes and improve efficiency and performance of employee tasks and duties; implemented process improvement policies using A3 Thinking to reduce processing time for external short-term disability claims and SSA administration by 90% onsite
• Identified legal and regulatory compliance concerns related to employee relations and partnered with clients to conduct employee coaching, counseling, reduction in force decisions, termination analysis, severance agreements
• Partnered with Labor Relations team to develop collective bargaining agreement re-integration contingency plan, identified solutions for work stoppage concerns for 2000+ employee population.

• Designed and owned human resources specific SharePoint site for team collaboration virtually across GA, TX and CA
• Served as Site Lead for New Employee Orientation session weekly; administered all employee on and off boarding processes
• Drove off-boarding and transitions program for 1000+ employee during contract closure
• Managed all employee data in human resources management system, updated employee filing system to electronic storage
• Oversaw all incoming and outgoing correspondence in multi-state resource accounts with less than 24-hour response time
• Handled sensitive and proprietary information, travel and policy guidance
• Served as Site I-9 and E-Verify POC to ensure compliance with FAR standards
• Maintained personnel records and statistical data to establish accuracy and compliance with applicable regulations.