Tracy Greene

• Execute recruitment strategies that attracted and retained top talent.
• Collaborate with site leadership to assess workforce needs for timely staffing.
• Hire, train, and mentor HR Generalist to enhance daily HR operations.
• Foster an inclusive culture through engagement and support strategies.
• Facilitate goal-setting, performance reviews, and coaching across departments.
• Advise managers on performance issues and implemented development plans.
• Lead team of Recruiters and Trainers to provide consistent agency-wide support.
• Analyze HR data to identify trends and drive continuous improvement.

HR Strategy & Leadership

• Serves as a strategic HR leader by aligning human capital initiatives with organizational goals, driving workforce planning, talent development, and culture transformation to support long-term business success, including policies, procedures, platforms, and processes to support the overall function.
• Managed, mentored, and develops a high-performing HR team.
• Developed and implemented HR strategies that align with the mission, vision, and goals of the organization.
• Provided leadership, guidance, and direction to the HR team, ensuring high levels of performance and collaboration.
• Partnered with senior leaders to address HR issues and needs.
• Participated in continuing educational programs to enhance personal knowledge and leadership development.
• Ensured the smooth integration of HR functions during business transitions, and in attracting and retaining top talent through effective benefits management. This specialized role required a unique blend of strategic HR leadership, project management acumen, and deep expertise in compensation and benefits administration.
• Drove culture-building initiatives, employee training and engagement programs, and leadership development efforts.

Talent Management & Succession Planning

• Lead talent planning and succession planning efforts to ensure the organization has the right talent at all levels.
• Oversee performance management strategy and ensures execution across staff population.
• Developed and oversaw talent attraction strategies to recruit top talent and build a strong employer brand.
• Partnered with leadership to retain key talent through effective engagement, development, and career growth strategies.

Employee Relations, Training, and Development

• Advised management on resolving sensitive personnel issues (e.g.) Discipline, hiring, promotions, and return to work.
• Champions a positive and inclusive work environment, fostering employee engagement, development, and retention.
• Lead the development and implementation of performance management processes to enhance employee performance and development.
• Supported the HR team in employee relations issues, ensuring fair and consistent application of policies.
• Ensured ongoing development aligned with business needs to drive individual and organizational success.

Compensation, Compliance & HR Operations

• Oversaw the management of employee records, HR databases, and administers employee onboarding and offboarding processes.
• Managed Payroll to ensure timely and compliant execution of compensation programs, including merit increases, bonus payouts, and associated coding, adhering to internal timelines and regulatory requirements.
• Lead benefits administration and employee wellness programs effectively.
• Represented the organization at personnel-related hearings and investigations when necessary.
• Prepared the HR budget to ensure efficient use of resources and alignment with organizational goals.
• Ensured ongoing HR policies and reporting comply with government regulations, and helps navigate external challenges.
• Reviewed and ensured compliance with laws and regulations; consults internal stakeholders and legal counsel to ensure HR practices are compliant with federal and state law.
• Leveraged HR technology platforms (e.g., HRIS, ATS, performance management tools) to streamline processes, improve employee experience, and provide data-driven insights for strategic decision-making.
• Analyzes wage and salary reports, and market data to determine competitive compensation plans.

Culture and Retention

• Cultivated a positive work culture, ensuring all employees feel valued and supported.
• Developed retention strategies to reduce turnover and foster employee loyalty.
• Conducted exit interviews to understand the reasons behind separations and inform future retention strategies.
• Partnered with leadership to foster a work environment that supports open communication, trust, and mutual respect.