Meredith Pippio

Accountability: 120 Employees | US | 6 Executive Team Members

Context: Strategic leader responsible for the evolution of a rapidly expanding HR Team and growing company with employees in multiple states.

• Key Achievements:
   Influential partner that works with Executive & Senior Leadership on key initiatives to drive efficiency, increase performance and build recruitment/retention strategies.
   Responsible for integrating an Applicant Tracking System from a manual interview/recruitment process mitigating risk.
   Vendor management negotiation that has streamlined resource partners to align processes and applications that resulted in $260,000 reduction in expenses.
   Employee growth of 15%; reduced attrition by 3% within first year
• Championed talent development programs, promoting employee engagement and retention while enhancing overall workforce capabilities.
• Collaborated with legal, accounting and other professional teams to review and maintain compliance with regulations.
• Negotiated high-value contracts that maximized profitability while mitigating risks for the organization.
• Built high-performance teams through effective recruitment practices focused on competency alignment coupled with ongoing performance management processes.
• Created succession plans to provide continuity of operations during leadership transitions.
• Maintained P&L and shouldered corporate fiscal responsibility.
• Demonstrated proficient leadership skills to motivate employees and build competent teams.
• Aligned organizational objectives with company mission to increase business growth and integrate work strategies.
• Developed and implemented new strategies and policies in collaboration with executive partners to establish and achieve long-term business objectives, providing company with strong and sustainable organizational leadership.
• Led recruitment and development of strategic alliances to maximize utilization of existing talent and capabilities.
• Identified and resolved issues between employees, promoting better collaboration and mutual respect.
• Established and directed successful programs focused on [Area].
• Established performance goals for department and outlined processes for achievement.

Accountability: 1200 Employees | Southeast U.S. | 5 Executive Team Members

Context: Accountable for partnering with senior leaders to improve work relationships, morale, productivity & retention strategy. Advocate for 1200+ employees

Key Achievements:

§ Support key change initiatives aimed at optimizing HR infrastructure and operational efficiency in collaboration with national ad hoc project team(s).

§ Serve as virtual leadership development trainer for entire company; facilitate L&D activities including national continuing education programs such as ‘Manager Mastery' and ‘Magenta University' focused on high-potential senior leaders.

§ Delivered a 23% reduction in attrition in retail segment; helped the organization to achieve successive “Best Place to Work Awards” over tenure (11-time finalist).

§ Collaborate on national pilot program that is leading investigative process for Title VII cases and overhaul of current HR structure.

§ Guide business and retail sales leaders in Southeast states on people strategies to support the culture, direction, and the growth needs of the business. Provide expert counsel and guidance in complex employee relations issues to mitigate risk.

§ Analyze data related to hiring, performance management and succession planning to identify and implement strategic plans of impact.

§ Collaborated as DE&I Chapter Chair with organizational leaders to create a culture of inclusiveness; increased DEI initiatives and employee participation and buy-in.

• Streamlined recruitment processes for increased efficiency in talent acquisition.
• Advised executives on best practices for employee growth and productivity goals, consistently helping companies improve retention.
• Devised hiring and recruitment policies for [Number]-employee company.
• Developed comprehensive process for new hires and reviewed new hire productivity, optimizing onboarding effectiveness.

Accountability: 300-Person Distribution Center

Context: Responsible for leading HR activities for company with a focus on improving operations, performance, employee retention, and labor costs

Accountable for partnering with senior leaders to improve work relationships, morale, productivity & retention strategy.

Key Achievements:
 Generated $1M in cost savings by instituting a needed reduction-in-force (RIF) that helped the organization to free up critical resources for additional investment.
 Revamped employee performance review processes and implemented succession planning strategies to improve bench strength for leadership roles.
 Introduced employee recognition program aimed at boosting morale and increased employee retention.

Accountability: 750 Employees | Mid Atlantic Region (NC, SC, & GA)

Context: Delivered a broad range of HR support and consulting services to multiple retail locations & field sales business units. Served as the primary contact and advisor to the VP, Directors, Senior Managers, and District Managers.

Key Achievements:
 Drove performance management by coaching managers on goal setting, coaching, and feedback; counseled leaders through the Performance Improvement Program.
 Provided analysis on organization health by analyzing effectiveness of training and hiring in trends in attrition and turnover; investigated all employee issues and complaints.

Accountability: 600 Employee | 4-Person HR Team

Provided strategic HR leadership and support for call center.

Context: Provided strategic HR leadership and support for call center. Also, provided remote HR support to departments in other states in different lines of business. Oversaw a Recruiter, Administrative Assistant, and Payroll Coordinator.

Key Achievements:
 Re-aligned financial care recruitment to ensure that goals were achieved and that hiring decisions were made minimizing turnover and legal liability.
 Reduced attrition to 18% (previously 43%); helped organization to reap the benefits of investments in employees through increased retention and worker commitment.

Accountability: 450 – 600 Employee Call Center

Context: Provided expert advice, counsel, and coaching to employees and managers on all employee-related issues such as performance management, investigations, terminations, company policies, and all employment/labor laws.

Key Achievements:
 Successfully resolved cases involving complaints of violations of company policies by managers and employees; routinely conducted investigations and mitigated +90% of problems.
 Promoted a positive employee relations environment through the consistent practice of open-door policies and promoting open dialogue between employees and management