Marilee Norred

• Contributes to business and HR functions by identifying, prioritizing and building organizational capabilities, behaviors, structures and processes.
• Provides fractional support for all areas of human resources, including payroll, recruiting, compliance/policy, team/leadership development, and employee lifecycle management.
• Project management skills, with specialty in implementation and system/process improvement for HRIS and other people systems.
• HR Solutions for small to mid-sized companies and start-ups.

• HRBP for young, growing FinTech.
• Policy/compliance, compensation and benefits, HR systems, contractor management, benefit design & open enrollment, 401(k) administration, and employee relations/business partner for the majority of the company.
• Managed payroll and HR administrative functions.
• Led project teams for ADP Comp Services implementation and new LMS system; managed data clean-up, established local tax jurisdiction set ups, and new process steps.
• Hired and trained expert to manage payroll process and facilitated contract renewal, moving to comprehensive essentials, saving over $30k in ADP service fees.
• Built salary/compensation structure for all job families resulting in a market-based pay structure across all disciplines.
• Led People efforts and data requirement gathering during Chapter 11 filing/restructuring and wind down activities for closing of the legacy company resulting in smooth transition with limited disruption to primary business function.
• Solar Financing Company with a remote-first workforce in 30+ states; originated loans for dealer/installer partners as well as servicing of loans.

• Spearheaded the development and administration of all HR policies; developed employee handbook, including management of all COVID-19 related policies and case/contact tracing.
• Facilitated compliance with all labor laws across 38+ states.
• Led the implementation of talent management strategies and programs including performance management, engagement and pulse surveys, employee focus groups, and a recognition platform.
• Led HRIS implementation (ADP WorkForceNow), including Payroll, Benefits, ATS, and Performance Management functionality, continued ownership of system and vendor relationship.
• Trained users on system capabilities.
• Led team of 4-6 recruiters to grow company from 250 to 400 employees in 18 months, including building attraction strategies and recruiting and onboarding processes.
• Successfully managed the people integration for a 100+ employee acquisition within 2 ½ month timeframe.
• Solar Energy Company which provided financing, installation, and maintenance of residential solar systems.

• Mediation/conflict resolution services.
• Project management skills, with specialty in implementation and system/process improvement for Recruiting Systems and general HRIS.
• Worked with small companies to develop policies/handbooks and provide interim HR Business Partner roles.
• Primary Clients and projects/roles:
• Rosetta Resources - HR Consultant (implemented ADP Recruitment module, interim HRBP support for small oil & gas company) on time and within budget resulting in operational efficiency for this client.
• Peroxychem (acquired by Evonik) - Interim Plant HR Manager (led recruitment, onboarding & wellness program; HRBP support to leadership) for Bayport, TX, facility, part of a $60m business.
• Envision Energy - HR Consultant (developed policies & practices for Chinese wind company; managed benefit renewal) for this 50 person US start-up division.
• Houston Methodist Hospital System - Interim HR Business Partner (HR support to IT, Marketing & Patient Transport) for this 26,000 employee entity.
• HR solutions for policies, processes, systems, and vendor implementations.

• Managed a team of 8 recruiters across the US that worked directly with business development and project managers to find, engage and secure the services of technical talent in Aerospace, Infrastructure, Government Services, and Oil/Gas & Chemicals.
• Progressed efforts to standardize recruitment processes, improved sourcing strategies, developed and implemented military recruitment and contingent staffing strategies.
• Implemented successful military recruitment strategy, engaging with several veteran and exiting military organizations.
• Built internal processes to submit veterans in the workplace.
• Company provides engineering, procurement, construction management and staffing services to clients in a range of industries across the US.

Over 10 years working in BP's resourcing space, both in shared services and upstream roles.

• Led US/UK process team that supported upstream recruiting teams, including Lead Coordinators and Accounts Payable; process expert for ATS (Kenexa Recruiter BrassRing) and for back-end support provided by Hewitt.
• Key member of project team to design and implement global recruitment common process for the Upstream business.
• Managed BP's Tier One outsourcing contract in the resourcing space (Exult/Hewitt); delivered significant improvement in client satisfaction and process metrics over that assignment; drove service delivery improvements that enhanced reliability and efficiencies for both vendor and clients.
• Design, implementation and ongoing leadership for global applicant tracking system (Kenexa Recruiter BrassRing), including system transformations, continuous improvement efforts, and coaching/training of users when BP decided to re-in-source recruitment.
• Consultant on recruitment assessment/selection processes – interviewing, written assessments. Included job analysis, interview guide development, and training of interviewers and assessors.

While with BP America, also held 2 years of generalist/business partner role with a business unit covering western Wyoming.

Career with Amoco included a corporate role in Labor Relations in Chicago, general role in Atlanta, GA, labor relations & training roles in Texas City, TX.

• Labor relations specialist for 1990 OCAW negotiations across all unionized US locations.
• HR Business partner roles in both field/plant and office settings; employee/labor relations, including contract negotiations, grievance handling/investigations, arbitrations, “shop-floor” interventions.
• Change management lead (including communications and training) for implementation of several SAP modules in Amoco Gulf Coast Chemical Plants.