N. Elise Doyle
Ambler,PA
Summary
Strategic, hands-on Human Resources business executive with significant experience working across diverse industries and multiple countries. A proven leader, creative thinker and problem solver who has demonstrated success at achieving aggressive business and people results. Demonstrated success in providing vision and counsel in steering organizations through periods of accelerated growth and economic downturn. Accomplished Human Resources leader with close to 30 years of experience specializing in talent management, strategic planning and change management.
Overview
30
30
years of professional experience
Work History
Chief Human Resources Officer
Arctic Glacier
Sharpsburg, PA
09.2020 - Current
- Serves as a member of the Senior Leadership Team, reporting to the CEO. Responsible for driving talent strategy to meet the dynamic needs of the business. Hands-on leader, working directly with the operational and functional leaders to develop strategies, drive culture and align talent to achieve business objectives and goals.
- Assumed responsibility for remote HR function. Immediately developed strategy to build HR infrastructure and align goals and behaviors to drive business outcomes. Investment in people, process and systems to enhance culture, and compliance driving high performance. Optimizing human capital by creating and supporting an engaged Associate culture that drives efficient production and delivery, growth, and customer satisfaction.
- Established aggressive Talent Management Strategy to identify key talent, high performers, annual succession planning and goals to lead to business results. This resulted in increased retention from 84.9% to 98.5% YOY from 2021 to 2025.
- Initiated onboarding and preassimilation process to prepare new management for success, drive engagement and reduce turnover.
- Aligned pay for performance to reward business results and people development.
- Invested in leadership athletes to grow and flex with demands of the business.
- Integrated and connected —Launched Big 5 (competencies), Annualized Goal Planning and Measurement, Employee Engagement, Training and Development, Continued Communication.
- Established formal Training and Development function.
- Launched AG CDL licensing program to grow internal driving certification program.
- Managed AG Company policies to align to the needs of the business, mitigate risk and build an accountable workforce.
- Developed/enhanced HR Performance Metrics HR metrics to provide our human resource and recruitment leaders objective insights.
- Managed implementation of new HCMS system April 2021 and establishing HR KPIs to define talent goals and measure success.
- Enhanced AG benefit offerings over 5 years, reducing costs, improving offering.
- Redefined and streamlined payroll processes reduced by 6 payroll processes into 3.
- Established compliance policies and procedures to mitigate risk and drive wage and hour compliance across the organization.
- Managed all open employment practices legal matters from 2020-2023 without inside counsel.
- Redefined talent acquisition process in two waves to meet the hiring surge demand of the summer season.
- Hired strong in-house recruiting team to source and target talent for key roles within AG.
- Developed summer season incentive programs to drive return hires YOY and improve operational efficiencies.
- Established and cultivated AG brand internally and externally to promote employment brand.
- Purposeful cultural transformation to drive right behaviors, expectations and business outcomes.
- Launched new AG Recognition Program aligned to new Big 5.
- Developed compensation plan/structure with established pay philosophy, inclusive of pay ranges and bonus.
- Focused on Key Strategic Pillars with emphasis on Building the Team through consistent and transparent communications, consistency in team structure amongst regions, functions and central resources, and renovated AG Values and behavioral competencies with a bias for action.
- Developed organizational clarity. Dynamic response to the Company’s position creating long-term sustainability and value.
- Nurtured the cultural transformation through continued communication, enhance internal branding and Associate engagement strategy.
- Launch AG Associate Engagement Survey Quarterly.
- Launch New Hire Engagement Survey (first 30 days).
- Develop and launch new HR SharePoint site.
- Managed change of the top-level leadership team, working directly with the CEO and Board of Directors August 2021.
- Managed CEO change in 2023 with complete redesign of SLT and functional reporting.
- Cross functional collaboration and HR lead in 8 acquisitions.
- Project managed 30% divestiture of our business in 2 waves to optimize revenue and EBITDA.
- Drove $1M in SG&A cost out of HR.
Senior Vice President, Human Resources
Strategic Distribution, Inc.
Bristol, PA
06.2013 - 09.2020
- Served as a member of executive team, reporting to the CEO and participated in the strategic planning and execution activities for achievement of the company’s growth objectives. Acted as a key driver of organization design and align structure, process, rewards, metrics and talent with the strategy of the business.
- As a member of the Senior Leadership Team, participated in business planning to drive results and a successful turnaround.
- Led the organization through a cultural transformation, engaging employees through development and exposure with year-over-year promotions at 10% of the employee population.
- Reduced turnover from 42% in 2013 to 4% by 2020. This was achieved by the revision the core values and talent management strategy to align to the new business model.
- Employ an aggressive performance management strategy to achieve AOP results.
- Effective leader in a fluid/entrepreneurial culture championing diversity across all functional areas.
- Established employment brand and developed proactive recruiting campaigns to staff start-up businesses across the US and Mexico.
- Created monthly HR scorecard to measure success in meeting AOP, days to fill, turn-over, effective recruiting methods, diversity and inclusion. Metrics presented quarterly to our Board of Directors.
- Aggressively manage external brokers for carrier management of all benefit and retirement plans.
Senior Director, Corporate Human Resources
Aramark Corporation
Philadelphia, PA
12.2007 - 06.2013
- Responsible for generalist support to corporate functional groups. Provided human resources leadership and generalist support across client groups including: legal, IT, finance, communications, global risk management, global sales, global talent management and corporate services. Responsible for providing strategic direction and professional consultation to executive level leadership and their respective organizations on all matters involving human capital.
- Specific responsibilities included:
- Implemented key human resources strategies with client groups, which included: training and development, succession planning, compensation planning, benefits, employee retention, performance management, talent acquisition, labor relations and employee relations.
- Effectively interacted, communicated and consulted with executive level leadership on a routine basis.
- Directed talent management initiatives including: on-boarding, employee training coordination and delivery, evaluations, organizational development, talent attraction and employee retention strategies.
- Provided counsel on organizational design issues and opportunities across client groups, specifically organization optimization, including restructuring, realignments, job description creation/ evaluations and other methods for optimizing people resources including strategy development for reductions in force and outsourcing initiatives.
- Directed employee relations investigations and resolution of employee relations issues, including conducting investigations efficiently in accordance with federal, state and local regulations.
- Acted as a strategic business partner and liaison by helping to direct solutions to business problems and ensuring the efficient delivery of HR programs and services including: on-boarding, training, compensation, compliance and employee safety.
- Directed HR process development by ensuring that HR imperatives were developed annually and reviewed bi-annually for relevancy and accuracy. Revamped and documented short-term disability and FMLA process in collaboration with employee relations department. Developed and implemented several processes in accordance with policy and practice including: wage and hour training, directing compensation process for annual implementation, and severance process.
- Responsible for employee engagement roll-out throughout all corporate staff functions. Led corporate leadership through creation and implementation of impact plans based on results of the engagement survey. Facilitated individual sessions with all corporate leadership and corporate staff functions to educate on theory, methodology and lead impact planning sessions for development of goal plans to address engagement levels.
Senior Human Resources Business Partner
Independence Blue Cross
Philadelphia, PA
12.2001 - 12.2007
- Supported information services division and responsible for human resources support to over 700 associates/contractor population. On an interim basis, was responsible for back office operations with claims and call centers; responsible during that time for over 1,600 associates with multiple site responsibility.
- Demonstrated comprehensive organizational knowledge and understanding of the business through immersion and establishing business partnerships. Acted as a consultant regarding organizational and performance issues including reorganizations, reductions in force (RIF), and reengineering of process. Worked with management on opportunities to improve quality and productivity in an ever changing business environment.
- Served as a consultant on a broad range of employee relations situations and prepared responses through collaboration with Legal and the appropriate management. Demonstrated comprehensive knowledge of legal environment surrounding employment and employee relations. Identified issues and trends and counseled management in the development and implementation of Human Resources intervention.
Recruiter/Human Resources Generalist
Quest Diagnostics, Inc.
King of Prussia, PA
11.2000 - 12.2001
- On-site generalist responsibility for 821+ employees. Duties included administering of compensation and benefits, payroll distribution, and dissemination of company initiatives. Provided extensive coaching and counseling with regards to employee relations, progressive discipline and career development. Created tracking system for progressive discipline.
- Participated in pay effectiveness, benefit standardization, implementation and training of annual review process, TOP (Time Off with Pay) program, and Peoplesoft transition. Spearheaded employee recognition programs and team development. Member of task force for metric development of employee Goalsharing 2001 plan and communication of plan.
Human Resources Specialist
Aramark Corporation
Philadelphia, PA
11.1998 - 11.2000
- Participated in the assimilation of all PA Hospital food service and environmental employees.
- Administered all phases of Aramark procedures and policy transition.
- Worked with Aramark Regional Staffing Center, to manage food service and environmental hourly staffing needs.
Recruiter/ Human Resources Administrator
Recon Automotive Remanufacturers, Inc.
Philadelphia, PA
02.1997 - 11.1998
- Handled all phases of pre-employment and created a new hire orientation and all phases of employee training.
Promotions Coordinator
McGettigan Corporate Planning Services
Philadelphia, PA
07.1996 - 02.1997
- Formulated promotional packages based on client needs and/or budgets.
Human Resources Associate/Benefits Coordinator
Omicron Consulting
Philadelphia, PA
11.1995 - 03.1996
- Formulated promotional packages based on client needs and/or budgets.
Education
BS - Organizational Communications
Temple University
Professional Human Resources Certification Program - undefined
Society for Human Resource Management (SHRM)
Skills
- Workforce planning
- Succession planning
- Organizational culture
- Employee relations
- Organizational development
- Recruitment strategies
- Compliance management
- Global HR management
- HR technology
- Compensation and benefits
- Talent management
- Employee engagement
Timeline
Chief Human Resources Officer
Arctic Glacier
09.2020 - Current
Senior Vice President, Human Resources
Strategic Distribution, Inc.
06.2013 - 09.2020
Senior Director, Corporate Human Resources
Aramark Corporation
12.2007 - 06.2013
Senior Human Resources Business Partner
Independence Blue Cross
12.2001 - 12.2007
Recruiter/Human Resources Generalist
Quest Diagnostics, Inc.
11.2000 - 12.2001
Human Resources Specialist
Aramark Corporation
11.1998 - 11.2000
Recruiter/ Human Resources Administrator
Recon Automotive Remanufacturers, Inc.
02.1997 - 11.1998
Promotions Coordinator
McGettigan Corporate Planning Services
07.1996 - 02.1997
Human Resources Associate/Benefits Coordinator
Omicron Consulting
11.1995 - 03.1996
Professional Human Resources Certification Program - undefined
Society for Human Resource Management (SHRM)
BS - Organizational Communications
Temple University