Lin Peavey SPHR

• Strategic Business Partner, Human Capital Leader.
• Led recognition as Best Place to Work 2023.
• Reduced 30% turnover to less than 20%.
• Reduced position vacancy of 27% to less than 5% from 2022 to 2023.
• Established pay philosophy, market based pay structure and job and career families.
• Converted HRIS system, implemented applicant tracking and onboarding (similar to Greenhouse and Rippling) created HR Webpages.
• Reviewed and implemented revised WC and PC Risk and funding position.
• Linked pay to desired outcomes, management of performance planning.
• Introduced leadership development programming and certificate series.
• Revitalized HR Guidelines and enhanced time off, leave and other programs in better alignment with our diverse and multigenerational workforce.
• Enhanced employee satisfaction by implementing innovative HR policies and programs.
• Developed comprehensive onboarding procedures to ensure smooth integration of new hires.
• Improved leadership development by designing and implementing targeted training programs for managers and executives.

Practice development for Human Capital and Total Rewards Consulting engaged in organizational effectiveness, compensation, classification and total rewards.

• Achieved business goals by linking HR programs, policies, pay and total rewards to desired business outcomes.
• Innovator of communication excellence and branding as employer of choice.
• Continuous improvement and quality facilitated by strong data analytics.
• Refinement of organizational and operational mission, values, and or pay / benefits philosophy to long and short- term objectives.
• Creation of job families, career ladders and career planning.
• Enhanced company profitability by implementing strategic business plans and optimizing operational processes.
• Led cross-functional teams for successful completion of major projects, resulting in increased efficiency and client satisfaction.
• Developed new revenue streams by identifying growth opportunities and forging strategic partnerships with key industry players.
• Spearheaded organizational restructuring initiatives, streamlining operations and reducing overhead costs.
• Established our culture of continuous improvement, fostering innovation and driving sustainable growth.
• Enhanced employee retention through workforce, succession, and career planning.
• Merged cultures and organizations by identifying and engaging champions of change and transformation.
• Integration and development of new equitable HR practices, policies, pay, and benefit programs that embrace diversity.
• Innovation of lifestyle benefits that embrace, equity, diversity, inclusion, belonging and multigenerational employees.
• Identification and closure of skills and operational gaps and opportunities through benchmarks & metrics.
• Delivery of high impact communications that reinforces organizational culture and drives results.
• Leveraged technology to improve efficiency in employment, pay, labor and benefit program compliance.
• Enhanced employee and labor relations through employee involvement and listening.

Leadership of organizational design, change management, leadership transformation to accelerate development and organizational effectiveness, executive pay plan development, job and pay analysis, benchmarking, total reward strategy.

First chair lead consultant and local benefit practice leader with proven success in managing multiple clients, projects, and clients simultaneously.

• Collaboration across multiple work teams to meet deadlines, exceed expectations, and serve internal & external clients.
• Strategic planning to create, enhance or link benefits philosophy to organizational values and goals.
• Creation of benchmarks, metrics, and data analytical that measure and report success.
• Lead clients to recognition as Malcolm Baldrige award finalist through use of data warehouse and analytics to assess operational and skills gaps to address quality, production, service, project management and client retention.
• Increased desired health plan utilization and created programs to address chronic disease and other employee health plan drivers through data driven analytics and proactive communications.
• Leadership of successful business change through highly visible pay, cultural, and other client initiatives involving diverse stakeholders and constituents to include governing boards, labor unions, employees, retirees, communities, and media.

*Concurrent with fulltime employment

Curriculum development, lesson planning, and facilitation of learning for Graduate and Undergraduate Programs in the School of Business. Course under my instruction include: Strategic Management, Organizational Effectiveness, Human Resources and Workforce Planning, Change Management, Learning & Development, Industrial Relations, Collective Bargaining and Labor Relations, Employee Relations, Human Resources Basics, Employment Law, Compensation & Total Rewards

• Talent needs assessment.
• People, and organizational development.
• Mentoring and executive coaching.
• Workforce planning.
• Learning in alignment with metrics, budgets, and organizational objectives.

• State-wide fiscal development and management fringe budgets.
• Legislative and State Board of Education testimony regarding business and impacts of proposed legislation.
• Chair and key contributor in employee benefit and compensation committees that innovations revitalized pay and reward practices and employee satisfaction.
• Invitation for Publication, Employee Benefit News regarding innovative benefits.
• HR Excellence Award for HR practices that drive organizational effectiveness, College & University Professional Organization for HR.
• Silver Quill Award for communications that drive business result, International Association of Business Communicators.
• Effective management of fringe and department budget, avoiding costs, eliminating inefficiencies and improving cash.
• ·Leader of first benefit program in Idaho to self-funding.
• Linked employee cost sharing and out of pocket incentives to drive desired health plan usage and · Innovated and implemented adoption assistance and leave sharing programs and policies.
• Performance management and compensation planning to include special pay plans for highly compensated employees (Dean, Coaches, Provost, President, etc.).

• Led a successful partnership with community partners to provide learning and employee development opportunities
• Established partnerships with HR professionals with key industry players, resulting in sharing at operational levels increasing market share for the organization.

• Chief negotiator, due-diligence and merging cultures in M& A activity.
• Instrumental in expansion and development of international operations in Mexico, Germany and France.
• Expatriate and In-patriate balance sheets, relocation, repatriation, application, and sponsorship of H1B and TN visas.
• Malcom-Baldrige Award Finalist - balanced score card approach to quality using data analytics.
• Three US Postal Service Quality Supplier Awards with HR programs ranking higher than all award contenders.
• Innovated Internship Programs published as best practice.
• Decrease of voluntary attrition from double digits to less than 5% through employee engagement, learning, and development.
• Innovation of our own Internal Learning Institute.
• Reinforcement of values and desired outcomes, holding leaders accountable by sharing risk and equity.
• Improved client retention through design of innovative leadership and project management learning / certificate programs.
• Identification and mentoring of high potential people, facilitating growth and rapid organizational changes.
• Creation of cost / benefit analysis to illustrate costs of turnover, time to hire, cost of errors and waste.

High growth and fast changing, highly matrixed organization

• Linked rewards to achieve and main first to market innovations and strategies.
• Creation of and use of job families to serve in career planning leading to reduced voluntary attrition.
• Use of 360 degree feedback in development and enhancement of core competencies for executives.
• Thought leader in design of innovative executive learning programs – Lessons from Lincoln, Fiscal Responsibility, Team Collaboration improving client retention, fiscal management, and achieving critical organizational metrics.
• Collaborated to link rewards to project milestones and to create technical excellence leadership retaining top technical talent with with executive level rewards.
• Leadership of change management to include M&A activity and cultural and program integration through successful mergers & acquisitions.
• High effective technical and program integration through leadership transitions and change management.
• Use of data analytics to measure, improve, and celebrate success related cost of hire, time of hire, attrition, and other work force planning to include use of contingent labor, overtime, compared to new hire, new operation, and /or cost of vacancy.