Raina Jewelanne Holliday

Strategic leader focused on building a healthier, inclusive workplace culture through open communication and trust. Skilled in enhancing supervisor-employee relations, managing key employee relations projects, and promoting flexible work policies to improve well-being and retention. Experienced in mentoring high-performing teams, developing leadership skills, and fostering employee engagement. Collaborates across departments to align employee relations strategies with organizational goals, championing inclusivity and equity in all initiatives.

Provided pro bono support to organizations in establishing, out-sourcing and troubleshooting any essential Human Resource functions with a focus on infrastructure, change management, orientation, onboarding, and mentoring programs, policies and procedures, and performance management strategies. Provided mentorship to HR graduate students at Western Carolina University.

Placed advertisements, evaluated applicant credentials, conducted initial interviews and pre-screening assessments., assisted with onboarding and orientation of new hires to expedite acclimatization process, organized and facilitate employee focus groups to gather feedback and insights, provided consult on compensation, workforce planning, performance management applications and employee relations matters.

Led a new team of 10 talent acquisition professionals. Oversaw and managed all phases of the hiring and onboarding process, designed and maintained an accurate candidate tracking system, supplied tools, resources and education to organization managers to enhance hiring skills,and established consistent language and methodology for talent discussions, development, and succession.

Key Accomplishments: Decreased time to start from an average of 127 to 53 days, managed exceptional levels of service with a 23% reduced staffing and identified and improved I-9 accuracy rates by 60%.

Led a team of 6 Recruiters. Continuously developed creative recruiting strategies that met anticipated staffing needs of 31 departments. Managed all phases of recruitment, networked and built relationships with potential candidates and industry professionals to identify potential candidates, stayed informed about industry trends and gain insight into skills and qualifications in demand, employed multiple feedback mechanisms and analysis to continuously improve the recruiting process. Key Accomplishments: Designed, developed and implemented new recruitment options, increased attendance to job fairs by 30% and helped reduce first year turnover rate from 24%-21%.

Aligned business objectives with employees and leaders in a consultative approach to HR related needs and issues. Provided HR expertise in the areas of employee relations, training/facilitation, consultation, coaching, workforce planning, and performance management, and developed integrated solutions. Key Accomplishments: Key contributor of a new employee performance management system (FACE), co-developed the Professional Development Advisory Council, and served as an HR business partner to County departments leaders by helping drive business through organizational development interventions, employee relations, learning, and leadership development/coaching.

Coordinated, supervised and oversaw activities related to the Veterans Services Program. Led 5 member staff engaged in counseling and providing assistance to veterans and veterans' dependents in preparing,
filing, and appealing benefit claims, enhanced number of outreach contacts to recruitment of homeless veterans and their families, developed partnerships with national, state and local organizations concerned with veterans. Key Accomplishments: Increased claims benefit revenues from $13 to $20 million in FY 2014, acquired two part-time administrative support positions with no associated costs to the county and integrated new software application to support veteran's claim reporting.