NICOLE M. CARTER
Randallstown
Summary
Senior Human Resources (HR) Executive with over 30 years of driving organization growth and shaping high-performing cultures and major growth brands with progressive technical resources, prolific communications, and robust development programs. Employs current human capital practices that attract and retain high-potential talent. Creates actionable strategies that drive teams to surpass goals, regardless of economic conditions. Effective in change management through innovation with the ability to translate business vision into HR initiatives that improve performance, productivity, and employee engagement. Adept at building HR infrastructure and mediating and resolving complex employee relations and HR issues; researching and calculating possible risk factors/solutions while efficiently determining appropriate courses of action. Superior capabilities in recruitment, selection, and training of top performing talent; highly focused on adhering to organizational mission and vision while ensuring staff compliance. Advanced communicator and liaison between HR business lines; known for leading change through expert alignment of HR solutions with core business operations.
Overview
18
18
years of professional experience
Work History
Assistant Vice President/Chief Human Resources Officer
Baltimore City Community College
11.2024 - Current
- Acts as a strategic advisor to the President's Cabinet and Board of Trustees, overseeing human resources strategy, policy, and compliance for an urban mid-size college with a workforce of approximately 600 employees across instructional, administrative, and operational roles.
- Lead labor relations in a unionized environment, including AFSCME and AFT, managing negotiations and complex employee relations matters.
- Partner with executive leadership to design and implement HR strategies that support institutional growth, workforce expansion, and organizational effectiveness.
- Reduce employee turnover by 60% within one year by revamping recognition programs, including the Excellence Awards and new employee engagement initiatives.
- Transform HR operations within four months by filling five long-standing critical vacancies and rebuilding a high-performing HR team.
- Reposition HR as a strategic partner by improving service delivery, increasing efficiency, and reducing response times.
- Implement NeoEd applicant tracking system, modernizing recruitment, onboarding, and offboarding processes.
- Leverage HR analytics to drive data-informed decisions, contributing to reduced attrition and improved workforce planning.
- Achieved a 40% reduction in vacancy rates within six months by implementing a focused recruitment strategy.
- Streamline onboarding processes, decreasing time-to-productivity for new hires by 25%.
- Develop manager self-service tools and recruitment consultation processes, improving time-to-post and time-to-fill metrics.
- Launch an employer branding campaign to strengthen the college's reputation and enhance candidate experience.
- Lead organizational restructuring initiatives that achieve cost savings and improve operational efficiency.
- Direct all HR and payroll functions, including talent acquisition, performance management, compliance, training, and labor relations.
- Transition payroll operations to a gross pay model in partnership with state agencies and ERP systems, ensuring accuracy and compliance.
- Rebuild and rebrand HR and Payroll departments, establishing modern systems and high-performing teams.
- Design and implement the institution's first comprehensive employee wellness program, informed by engagement survey data.
Executive Director, Human Resources
Howard County Public Schools
07.2018 - 11.2024
- Served as a strategic human capital advisor to the Chief of Human Resources, Superintendent, and Board of Education, influencing policy, workforce strategy, and organizational decision-making for a suburban of the mid-size public school system supporting 8,579 employees across instructional, administrative, and operational roles.
- Lead a department of 47 HR professionals, including six direct reports, driving a unified, values-based culture through strategic leadership, data analysis, and employee engagement initiatives.
- Spearheaded a comprehensive HR reorganization, eliminating operational gaps and implementing standardized operating procedures (SOPs) to improve consistency, efficiency, and transparency.
- Revitalized recruitment and hiring systems to ensure equitable, competitive, and transparent practices, significantly strengthening the quality of hires across the district.
- Oversaw the development and execution of recruitment strategies aligned to the Superintendent's Strategic Call to Action, improving hiring outcomes and organizational capacity.
- Designed and delivered a data-driven Human Resources Annual Report, presenting key workforce insights and metrics to the Board of Education to inform decision-making.
- Improved employee workflow productivity by 25% through strategic restructuring of six HR functional teams and the creation of a Classification and Compensation unit.
- Lead organizational design and change management initiatives, including acquisition integration, to streamline operations and enhance workforce performance.
- Implemented values-based performance systems that shift organizational culture toward accountability, high performance, and customer-focused service delivery.
- Identified and centralized key HR functions, reducing reliance on external contractors and temporary staffing while eliminating operational silos.
- Launched a comprehensive Hire-to-Retire retention program and implement an automated resignation process within Workday to proactively address employee retention.
- Established and analyzed employee engagement surveys, providing executive leadership with actionable strategies to strengthen organizational commitment and morale.
- Developed and implemented key performance indicators (KPIs) and workforce analytics, delivering actionable insights to improve departmental and organizational performance.
- Designed a 5-year HR strategic plan aligned with district priorities, driving long-term workforce planning and organizational effectiveness.
- Implemented a cost-effective applicant tracking system within the existing human capital management platform, improving efficiency and reducing expenses.
- Established time-to-fill and time-to-hire metrics to monitor recruitment effectiveness and manage human capital and financial resources.
- Ensured full compliance with federal, state, and local laws, regulations, and Board of Education policies across all HR functions.
- Lead collective bargaining support across five bargaining units, advising on labor strategy and employee relations in partnership with labor relations leadership.
- Partnered with Diversity, Equity, and Inclusion and professional development offices to design and deliver training, cohorts, and initiatives that promote inclusive excellence.
- Built and sustained strong relationships with internal and external stakeholders to continuously evaluate and enhance HR service delivery.
- Oversaw the design and implementation of equitable salary structures, balancing internal equity with fiscal constraints.
- Managed multiple HR and operational budgets, ensuring strategic allocation of resources aligned to organizational priorities.
Chief, Recruitment & Talent Acquisition
Department of Human Resource, Baltimore Maryland
05.2016 - 07.2018
- Served as a senior strategic advisor to the Director and Chief Human Capital Officer, with dual reporting to executive leadership and the Mayor of Baltimore City, influencing citywide human capital strategy and policy.
- Advised executive leadership on strategic talent acquisition, workforce planning, position classification, employee lifecycle management, and diversity and inclusion initiatives.
- Led enterprise-wide recruitment and retention strategies for the City of Baltimore, overseeing programs for college recruitment, veterans, and individuals with disabilities.
- Developed and executed innovative, data-driven workforce plans and recruiting strategies to address mission-critical and hard-to-fill positions, including executive search initiatives.
- Partnered with executive leadership to enhance organizational performance by aligning talent acquisition, succession planning, employee relations, performance management, and professional development with business objectives.
- Led HR policy, program, and practice development to drive transformation and operational excellence.
- Oversaw the development and management of department-wide recruitment budgets, ensuring alignment with strategic hiring priorities and fiscal accountability.
- Established and led a centralized recruitment division, fostering a culture of high performance and accountability; implemented an HR scorecard that increased employee engagement from 25% to 95%.
- Designed and implemented division-wide hiring metrics, including application review timelines and certification processes, improving efficiency and transparency.
- Created and executed employee engagement strategies that improved morale, strengthened retention, and ensured business continuity.
- Led the design and delivery of recruitment training programs, hiring committee structures, and affinity group initiatives to enhance organizational culture and inclusive hiring practices.
- Provided thought leadership and applied best practices to design and implement talent management strategies that addressed leadership pipeline and organizational capability gaps.
- Developed and implemented scopes of work (SOW) and RFPs for computer-based testing and background investigations, modernizing hiring processes.
- Designed standardized interview tools, including a citywide rating system and question bank, to ensure equitable, data-informed candidate evaluation.
- Delivered expert testimony before the Board of Estimates and City Council on HR policies, procedures, and strategic initiatives.
- Applied LEAN principles to streamline HR processes, reducing performance review cycle time by 45 minutes per employee and improving the quality and consistency of evaluations.
- Built and maintained strong relationships with executive stakeholders, providing tailored HR solutions to meet departmental and citywide objectives.
Acting Deputy Director Human Resources
Department of Labor, Licensing, & Regulation, Baltimore Maryland
02.2015 - 05.2016
- Served as the agency's subject matter expert on all human resources functions, including diversity recruitment and retention, employee relations, classification and compensation, benefits, leave administration, and professional development.
- Acted as technical lead for enterprise HR systems, including JobAps and Workday, advising senior leaders across employee relations, compensation, benefits, and training functions.
HR Analyst
Department of Budget & Management, Baltimore, Maryland
01.2008 - 02.2013
- Directed a comprehensive portfolio of HR operations, statewide test administration, and disability recruitment, supporting both union and non-union workforces while reporting to senior state leadership.
- Served as Subject Matter Expert (SME) for statewide classification examinations, leading the development and administration of centralized and decentralized testing processes.
- Designed, developed, and executed written and computerized examinations, ensuring validity, compliance, and alignment with statewide personnel standards.
- Established and implemented statewide policies, procedures, and regulatory frameworks for personnel programs, resolving complex HR issues through data-driven methodologies and best practices.
- Increased productivity within the Application Control Unit by implementing performance tracking systems for personnel staff, including associates, specialists, and test administrators.
- Designed and launched the 'C.A.R.E.' initiative, enhancing employee engagement, accountability, and organizational alignment, resulting in improved team performance and workplace culture.
- Reduced contractual monitoring expenses by optimizing staffing strategies and aligning operations with state travel guidelines, minimizing mileage and lodging costs.
- Developed and implemented Training & Experience (T&E) assessment tools for candidate evaluation, improving consistency and effectiveness in recruitment processes; trained staff on tool development and application.
- Led full-cycle recruitment efforts across state agencies, including executive-level positions, strengthening workforce quality and leadership pipelines.
- Advised agency Secretaries, Directors, and Managers on recruitment policies and procedures, and delivered agency-wide training to ensure compliance and consistency in hiring practices.
Education
Master of Public Administration - Human Resource Management
University of Baltimore
Baltimore, MD01-2016
Bachelor of Science - Business Administration, Human Resource Management
University of Baltimore
Baltimore, MD01-2012
Skills
- Performance Management
- Key Performance Indicators Implementation
- Budget Formation
- Budget Execution
- Contract Negotiation
- Union Negotiation
- Human Resource Policy Development
- Classification Management
- Compensation Management
- Targeted Recruitment
- Outreach
- Retention
- Employee Relations
- Labor Relations
- Change Management
- Reengineering
- Succession Planning
- Workforce Development
- Diversity Program Development
- Inclusion Program Development
- Employee Wellness Programming
- Employee Satisfaction Programming
- Human Capital Operations Delivery
- Human Capital Management
- Recruitment
- Talent Acquisition
- Lifecycle Talent Management
Personal Information
Title: SENIOR HUMAN RESOURCE EXECUTIVE
Timeline
Assistant Vice President/Chief Human Resources Officer
Baltimore City Community College
11.2024 - Current
Executive Director, Human Resources
Howard County Public Schools
07.2018 - 11.2024
Chief, Recruitment & Talent Acquisition
Department of Human Resource, Baltimore Maryland
05.2016 - 07.2018
Acting Deputy Director Human Resources
Department of Labor, Licensing, & Regulation, Baltimore Maryland
02.2015 - 05.2016
HR Analyst
Department of Budget & Management, Baltimore, Maryland
01.2008 - 02.2013
Master of Public Administration - Human Resource Management
University of Baltimore
Bachelor of Science - Business Administration, Human Resource Management
University of Baltimore