Johnette Staes

Responsible for managing and implementing change throughout the recruiting engine organization, both technical and non-technical, for a global population of 20,000. Responsibilities include data analysis, horizontal and vertical partnerships across organizations and lines of business, long term strategic planning, training and development and innovative program design.

• Identified system needs and designed processes to support business requirements.
• Collaborated with development teams, internal customers and product line management to verify delivery of desired quality requirements to distributors.
• Designed infrastructure solutions to resolve business issues and improve delivery processes.
• Engaged with customers, partners and constituent groups to create positive, trusting and professional relationships.
• Tracked and reported program results to customers and stakeholders to facilitate change management activities.
• Devised tools and benchmarks to improve team performance and monitor production.
• Performed program research and analyzed data collection to develop cost estimates and budgets.
• Maintained open communication by presenting regular updates on project status to customers.
• Scheduled and facilitated meetings between project stakeholders to discuss deliverables, schedules and conflicts.
• Built successful project plans covering objectives, resources and staffing to meet schedules.
• Obtained needed resources by strategically negotiating with stakeholders and outside suppliers.
• Sourced, vetted and managed vendors needed to accomplish project goals.

Formulated partnerships across the system to deliver value-added service to management and team members that reflect the business objectives of the organization. Led a team of 11 responsible for providing consulting services to leaders, managed the holistic organizational planning based on current and future business needs. Leveraged systems and data, strategizes to improve talent, culture and engagement and organizational health solutions. Identified gaps and curated solutions to support business needs.

• Maintained company compliance with local, state and federal laws, in addition to established organizational standards.
• Directed each phase of hiring process, encompassing employment verification, employee relations investigations, criminal background checks and onboarding.
• Collaborated on hiring and training of new employees, professional growth of staff and team building and motivation.
• Maintained optimal staffing levels by tracking vacancies and initiating recruitment and interview processes to identify qualified candidates.
• Developed succession plans and promotion paths for staff.
• Structured compensation and benefits according to market conditions and budget demands.
• Managed rhythm of the business including performance and development cycle, internal employee mobility, onboarding, engagement survey and culture initiatives, team building and cascading communication.
• Lead on all complex employee relations issues. In partnership with Legal, Corporate Human Resources leadership and external vendors, directed or managed the internal escalation process ensuring consistent outcomes and minimizing of organizational risk.
• Appointed to committee by EVP of Human Resources and Chief Diversity, Equity and Inclusion Officer to lead projects involving org depth/span of control, quality of hires, and attrition. Advised peer leaders on program changes to drive org health, talent management, productivity, and engagement.
• Integrated disparate sources of information together based on analyses provided by Centers of Excellence. Interpreted data, identified trends/themes, and presented trends to senior leadership.
• Directed team responsible for consulting services to business leaders on Human Resources programs, processes, and initiatives.
• Supported peer Human Resources leaders to implement large-scale program and drive consistency in program delivery within department or geography.

Led 4 geographically dispersed markets, including expansions/new markets. Partnered with leaders in business and HR disciplines (Employee Relations, Talent Management, Organizational Development, HR Business Insights, Finance, Legal) and in house consultants to address gaps and curate and implement solutions that ensure organizational effectiveness and enterprise health. Improved oversight and responsibility for rhythm of the business strategies including Organization Design and Effectiveness, Organization and Capabilities Review (potential ratings, succession plans, development plans, and calibration sessions), Performance Management and Rewards, Training/Development (nominations, coaching), Employee Engagement, Diversity and Inclusion and compensation.

• Provided updates on HR policy changes to employees to satisfy compliance and state laws.
• Fostered cross-functional relationships to connect managers and employees and improve overall efficiency.
• Designed robust compensation and benefits packages to attract top employees.
• Resolved understaffing issues, disputes, employee terminations and disciplinary procedures.
• Conducted exit interviews with employees leaving company to gauge areas of success and opportunities for improvement.
• Integrated talent management process to include detailed analysis of potential talent gaps and development of career plans to identify and retain current talent and attract outside talent to business.
• Identified HR training needs and conducted training for employees and leadership while recommending approaches to effect continual improvements in business objectives, productivity and within company to reach business goals.
• Developed and pioneered IDEA (Inclusion, Diversity, Equity and Accessibility) program resulting in expansion of policies and programs that have directly contributed to improved community relations and patient outcomes.
• Spearheaded ad hoc committee tasked with identifying enterprise-wide processes and best practices for self-service reporting and analytical tools (such as Power BI).
• Worked directly with Chief Culture Office and General Counsel on multiple projects involving job title taxonomies, accountability frameworks, and company reorganizations. Provided data and modeled changes prior to implementation, enabling executive committee to make informed decisions.
• Supported and guided organizational leadership team on their business and culture transformation process. Applied deep understanding of internal and external business drivers to guide leadership team through ongoing business evolution/hyper growth and changing ways of working inclusive of critical position retention, performance checkpoints and project planning and execution. Collaborated with business leaders, COEs and HR partners to develop effective enterprise-wide change-management strategies.
• Primary on all complex employee relations cases across a geographically dispersed market. Identified as mentor to peers to guide on complex employee relations cases. Interpreted and advocated for values and compliance with Human Resources policies via strong understanding of multiple state and federal laws as well as enterprise-wide policies.

Championed creation, delivery, and execution of all human resources programs and services across agency. Applied a deep understanding of business strategy, environment, and labor management implications to daily operations. Led team of 21 human resources professionals focused on employee relations, employee engagement, recruiting, benefits, training, HRIS, compensation, data analysis, leadership development and succession planning.

• Authored standard operating procedures for human resources division, information technology department, and training department
• Created efficiencies that improved productivity across each area
• Led planning and consulting function for strategic talent planning across agency inclusive of analysis, and consultation for multi-year workforce demand/supply projections, talent market indexing to demand, upstream talent ecosystem insights and influence, geographic investment, and key talent/skill areas
• Presented equity data, community impact and strategies to improve compensation practices on various panels and local organizations.
• Maintained company compliance with local, state and federal laws, in addition to established organizational standards.
• Directed each phase of hiring process, encompassing employment verification, employee relations investigations, criminal background checks and onboarding.
• Collaborated on hiring and training of new employees, professional growth of staff and team building and motivation.
• Structured compensation and benefits according to market conditions and budget demands.
• Developed succession plans and promotion paths for staff.
• Implemented behavioral-based performance management system to define expectations, standards and key performance areas.
• Drafted and implemented policies, procedures and employee handbook for over 5000 employees.

Directed team of 8 human resources professionals responsible for the delivery of comprehensive HR programs across a geographically distributed market that focused on employee performance and satisfaction and the cultivation of a positive and diverse workplace culture and cross-departmental collaboration. Developed and advanced the tools, culture, and human capital of the company during a period of expansion and contributed to double digit growth.

• Executive coach for senior leaders within organization to improve capability, resolve gaps and drive business results via scalable projects, program and initiatives (team building, workforce planning, total rewards development and communication and learning and development)
• Full accountability for employee relations, manager coaching, employee development, performance management, and HR policy support
• Achieved 100% EEOC case dismissal during tenure
• Assessed and identified needs to design and implement Human Resources projects, strategies and programs such as performance check in cadences and 9 box process in partnership with Centers of Excellence, local leadership team and Human Resources partners.
• Directed hiring and onboarding programs for new employees.
• Provided updates on HR policy changes to employees to satisfy compliance and state laws.
• Fostered cross-functional relationships to connect managers and employees and improve overall efficiency.
• Coordinated and worked with management on performance evaluations, supervisory practices, dispute resolution and employee accountability.
• Designed employee engagement strategies to improve morale, retain talent and maintain business continuity.
• Created and implemented safety protocols to successfully reduce workplace incidents 70%.

Expertly led 25 geographically distributed teams across the Gulf South Region that generated more than $800M in annual sales. Responsible for the planning and delivery of processes for Talent Management, Performance Management, and Associate Engagement for District with the goal of developing a workforce that achieved excellence in driving business results, customer service, and company values. Succeeded as consultant for business executive team in creating and translating people strategies that aligned with the business strategies to improve organizational results.

• Led the DE&I strategy in the district via programmatic efforts
• Partnered with COE and trained leaders on diversity initiatives customized for their communities
• Redefined recruiting culture and redesigned leader cultivation of external talent to build quality teams
• Introduced 6 employee resource groups to Gulf South district
• Boosted employee engagement score by 27% within first year
• Full responsibility for employee relations investigations and resolution
• Presented case studies, mediation strategies and district case management process to senior team resulting in enterprise-wide adoption
• Proactively developed short and long-term HR strategies that drove differentiated talent outcomes for the business (talent pipeline, skill identification & development, diversity & inclusion, etc.)
• Developed strategic talent plans to establish alignment with organizational strategy (attrition rates, hiring trends and budgets)
• Leveraged Total Rewards to analyze market competitiveness and identified strategies to implement fiscally responsible levers for driving engagement and retention
• Executed 3 regional reorganizations, providing counsel to senior leadership, and leveraging position as change agent.
• Motivated employees through special events, incentive programs and constructive feedback.
• Coordinated with senior leadership and handled managerial needs by implementing fresh solutions into business strategies.
• Monitored and handled employee claims involving performance-based and harassment incidents.
• Collaborated with senior management and performed benefits analysis, corrective action planning and big-picture data capturing.
• Boosted customer satisfaction ratings by enabling staff to implement speedy resolutions for diverse issues through robust internal knowledge base and industry-leading training.
• Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.