yyyyyy x. yyyyyy

xxx-xxx-xxxx

abc@xyz.com

human resource executive

 

~ career profile ~

 

offer over 25 years progressive experience as a human resource executive, including extensive experience in labor relations, diversity, equal employment, and affirmative action programs. ~ consistently achieve optimal utilization of diversity and eeo programs through process improvement planning, program coordination, and cultivation of strong business relationships with industry experts, including those heading federal programs. ~ possess an established track record of accomplishments in developing and implementing successful programs as well as investigating and resolving eeo/diversity/affirmative action complaints. ~

 

~ key achievements ~

 

ö         recognized for partnerships, contributions, and support for people with disabilities through educational programs in 2009 by the city of chicago.

ö         successfully trained more than 300 managers, summer interns, and new hires on diversity and inclusion training in 2009.

ö         recipient of various hr awards for 3 consecutive quarters and recognized as a diversity and equal employment expert by hr colleagues.

 

~ professional experience ~

 

harris n.a./bmo financial group, chicago, il                                                                                                04/2001-present
vice president/senior diversity consultant (05/2006-present)

spearhead human resources operations by developing and implementing an annual diversity action plan for u.s. private banking and bmo capital markets investment banking groups, ensuring compliance with americans with disabilities act as well as diversity goals.

conduct  comprehensive internal and external affirmative action compliance audits for more than 250 u.s. bank locations in compliance with u.s. department of labor and office of federal contract compliance program (ofccp) regulations.

drive development and execution for diversity and inclusion strategies for people of color and people with disabilities.

advise affinity groups and diversity councils on current internal and external best practices and benchmarking strategies as a senior consultant.

oversee 2 out of 4 u.s.-based affinity groups on diversity and inclusion programs for harris.

partner with u.s. diversity director, human resources business partners, and talent management to launch effective succession planning, ensuring diversity representative metrics and goals are met.

represent diversity office at industry events and functions, such as trade shows and professional association meetings.

administer federal programs including the corporate workplace accommodation fund for the u.s.

direct initiatives of the human resources workplace accommodation policy for employees and applicants with known disabilities.

proactively consult with employee relations, fmla groups, managers, and employees regarding issues of compliance with the americans with disabilities act as amended (adaaa) and harris hr policies and best practices.

analyze program performance to mitigate applicable risk to all disability-related laws, regulations, and hr policies as well as best practices.

 

vice president/senior manager (04/2003-05/2006)

assessed and ensured company compliance with equal opportunity employment laws.

managed annual production and filing of the bank s eeo-1 and vets-100 reports as well as production of more than 200 quarterly diversity reports for harris.

implemented updates for equal employment hr policies and practices based on regulatory changes and current company direction.

spearheaded integration of the diversity strategy for harris investment banking and private client groups.

cultivated strong business relationships with u.s. group executives and direct reports, human resource business partners, and talent management professionals to achieve current diversity goals and ensure full integration of each group s diversity strategy.

met with senior management to assess quarterly diversity results, retention goals, and diversity action plans.

created and presented affirmative action and the business case for diversity training to more than 200 group executives, hiring managers, coaches, and diversity council members to promote awareness and expectations.

 

~ page 1 of 2 ~

 

 

robnyece smith                                                                                                        ~ page 2 of 2 ~

 

 

vice president/eo/aa officer (04/2001-04/2003)

investigated an average of 60 internal complaints filed by employees and applicants annually pertaining to eo/aa laws.

consulted with executives and managers on corporate policies, practices, risk, and liabilities to mitigate harris exposure to discriminatory allegations.

oversaw overall compliance of harris diversity and equal employment programs with the u.s. department of labor s ofccp and affirmative action executive order 11246 for more than 180 u.s. company locations.

consulted with internal and external counsel to provide documentation, history and resolution to federal as well as state charges of alleging discrimination and lawsuits.

met with managers and employees to provide reasonable accommodations for employees with physical and mental disabilities in compliance with the americans with disabilities act, the family medical leave act and hr policies and practices.

conducted training sessions for managers and employees on the ada in concurrence with harris hr policies and procedures.

 

lucent technologies, inc., naperville, il                                                                                                         06/1993-04/001
senior equal opportunity/affirmative action/hr manager

prepared responses to employee complaints to federal, state, and local government agencies with position papers.

 investigated and resolved employment opportunity external complaints through one-on-one interviews and interventions.

counseled employees on employment opportunity issues  such as discrimination and sexual harassment.

provided consultation to lucent s managers on hr policies regarding legal and labor requirements for employees requiring reasonable accommodations in the work environment.

represented lucent at hearings with the equal opportunity employment commission and state agencies.

 

additional experience: supervisor, global real estate (gre), at&t - chicago, il; 06/1989-06/1993

supervisor, message & receptionist centers, at&t - chicago, il; 03/1989-06/1989

supervisor, at&t corporate center project planning team, at&t - chicago, il; 12/1987-03/1989

customer account representative, at&t - chicago, il; 1994-11/1986

 

~ education ~

 

m.s. in communications c northwestern university

b.a. in communications c columbia college