Business Partner Human Resources

TALITHA BEVERLY, GPHR

**** *** ****** ** • Washington, DC 20002

Cell: 202-***-**** • Email: *******@********.*** Human Resources Business Leader

• Strategic business partner and advisor in organizations ranging from

$35MM to $800MM operating revenue with interdisciplinary teams of up to 2000 employees. Advise and influence senior leaders on talent strategy initiatives including succession planning, talent reviews, performance management and development planning

• Contribute as a strategic partner in the development and accomplishment of organization-wide business plans and objectives through initiatives that build leaders, develop talent and align management and labor. Proven track record in building pipelines of talent and effective Organizational Design.

• Drive of organizational development and change agent in planning and managing communications, leading organizational restructuring and executing other development initiatives that align the talent strategy to business objectives and productivity.

Summary Achievements:

- Strong business partner with diverse industry experience and business acumen and customer focus. Member of Executive Leadership teams that produces measurable year over year improvements in EBITA and overall results.

-Improved employee and organizational performance in challenging work environments and cultures through implementation of effective HR Programs

-Leader of union avoidance campaigns and union negotiations effectively playing the role as Strategic Partner, HR Legal and Process Expert, Change Agent, and Employee Advocate..

Professional Experience

HR Strong LLC 11/2013-Present

Human Resource Outsourcing Firm

HR Consultant

• Provide Fractional Human Resource Management Services for International Manufacturers

• Project Manager for HR Program and Software Implementation

• Benefits and Compensation Analyst

• Executive and Frontline Coach for Employee Relation

• Cultural Change Agent

• Master Trainer Specializing in Regulatory Compliance and Leadership Development

Talitha Beverly Page 2 Borden Dairy Company/Winter Haven, FL 7/2012-11/2013 Nationally recognized Dairy Brand. Food Processing Company with Direct Store Delivery Go to Market Strategy.

Human Resources Director for Southeast Region

Responsible for implementation of people services, policies, and programs for Borden employees throughout the southeastern United States. Report to the Regional VP and serve on executive management team. Advise company managers on business strategies and employee relations issues.

• Support 2000 employees; 6 Manufacturing Plants and 40 Distribution Centers. Lead a team of 8 HR Generalists.

• Leader of union negotiations, EEOC charge responses, audit ready facilities for OFFCP, DOT, Quality, and Ethical Compliance

• Design and Development strategist for a high performance workforce through the implementation of TPM principles, Performance Management Programs consisting of Annual Appraisals, Succession/Workforce Planning, and Ongoing Employee Development

• Assessment and construction leader of the evolvement of an employee- oriented company culture with emphasis on safety, quality, continuous improvement, and employee empowerment/engagement

Nestle Dreyer’s Ice Cream/Laurel, MD 2008-2012

World’s largest food manufacturer leading the market in various consumer goods. Expanding ice cream factory practicing Total Performance Management (TPM) and Lean Manufacturing methodologies. 1000 employees; 15 high-speed production lines. Human Resources Manager

• Provide strategic guidance to business leaders on organizational effectiveness/development, compensation, employee relations, performance management, and leadership development resulting in “Best of the Nest” placement

• Site leader of Education and Training Pillar. Design, deliver, and deploy instructional training materials for Change Management, Standardized Training using adult learning principles, Autonomous Maintenance capability, and Organizational Training Needs Assessments

• Implemented strategic frontline compensation structure producing high performance work teams to deliver on the site’s Key Performance Indicators. Talitha Beverly Page 3

• Compensation strategy yields included 75% improvement of frontline capability, 100% site wide cross functional work teams, stronger frontline business acumen, and increased empowerment to make continuous improvements

• Designed Workforce Planning Process, aligning successive talent with compelling business needs resulting in key bench strength strategies and a Self-Development facility to groom and nurture high potentials Coca-Cola Enterprises/Baltimore, MD 2004-2008

International organization that manufactures, sells, and delivers soft drinks. Employee Relations Manager

• Project Leader of Teamster Union Avoidance campaign at Baltimore Sales facility

• Project Leader on company-wide Realignment for Equipment Service sector

• Performed Compensation Analysis for exempt and nonexempt personnel

• Provided interpretation, conduct training, and ensure accurate and consistent application of all company policies, procedures and related local, state and federal laws

• Served on Northeast Business Unit Diversity Management Team

• Designed and implemented Market Unit Job Shadowing program

• Designed and implemented Market Unit New Supervisor Training Education/Designation

Bachelor of Science (BS) Biology 1996

Florida State University

Global Professional Human Resources Certification (GPHR) 2015 Society of Human Resource Management

Current

Activities

Society or Human Resource Management

Board Member, Covenant House Washington DC 2010

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