Director of Human Resources - Corporate Functions @ NBCUniversal Media, LLC
Director of Human Resources - Technology @ NBCUniversal, Inc.
Human Resources Manager @ NBCUniversal, Inc.
Clemson University - College of Business
Director of Human Resources @ Provide HR leadership for the NBCUnviersal Technology organization, serving as main point of contact to Digital Products & Interactive Media, News Technology, and Technology Business Operations. From September 2014 to Present (1 year 4 months) Human Resources Manager @ Provided HR leadership and support to the NBCUniversal Technology organization, serving as main
Director of Human Resources @ Provide HR leadership for the NBCUnviersal Technology organization, serving as main point of contact to Digital Products & Interactive Media, News Technology, and Technology Business Operations. From September 2014 to Present (1 year 4 months) Human Resources Manager @ Provided HR leadership and support to the NBCUniversal Technology organization, serving as main point of contact to Digital Products & Interactive Media and Workplace Technology Services.
●Participate in and lead key HR initiatives, including: staffing, performance management, organization planning, compensation planning and employee development.
●Act as a change agent, focusing on organizational development, culture, communications strategy, planning, and execution.
●Understand dynamics and key business priorities of client groups in order to coach business leaders on effectively managing and leading their organizations.
●Assume leadership role in promptly resolving employee relations issues, coaching managers through the process, and partnering with legal.
●Work as part of business leadership teams, to drive the overall success of the business through its people.
●Partner with leaders to Identify learning/development needs and developing learning plans.
●Interpret, communicate, and implement HR policies, practices and procedures. From December 2012 to August 2014 (1 year 9 months) Human Resources Advisor, Refining & Supply @ Provided HR Support to the ExxonMobil Torrance Refinery, including recruiting, staffing and development, labor relations, compensation, performance assessment and management, organizational development, employee networks, internal communications, and California labor compliance.
●Facilitated site recruiting efforts, wage, campus and experienced hire recruitment, target setting, internships, new hire program coordination and managed recruitment budget.
●Led staffing committees responsible for the career development of engineers, supervisors, and administration assistants. Perform statistical analysis to review employee performance, development and competencies in facilitating position placements. Report status to upper management monthly.
●Stewarded workforce demographics to ensure compliance with EEO/AAP and review with management to create action plans. Monitored data validity, absence rates, and headcount.
●Led performance assessment process for ~340 employees, including 360 degree feedback administration and facilitation of meetings for management to discuss employee performance.
●Consulted on organizational effectiveness initiatives focused on identifying efficiencies, work processes, individual optimization, leadership, and communication of change management.
●Participated as they key HR representative on a core management team responsible for continuous operations in the event of a contract related work stoppage. Focus areas include developing a temporary workforce, compensation, California legal compliance, employee communications and policy.
●Met with local workmen’s committee to ensure communication and a relationship between union and management. Interpreted the collective bargaining agreement to provide management with guidance on queries and grievances. From March 2011 to December 2012 (1 year 10 months) Greater Los Angeles AreaHuman Resources Advisor, Global Staff Functions @ Provided HR support to the Legal and Controller organizations comprised of a global employee base, focused on staffing and development, compensation, performance assessment and management, organizational development, and training.
●Facilitated Controller’s staffing and development committees. Managed specific moves and succession plans for key resources, planned for transition of resources, and provided oversight to processes and metrics. Ensured consistency in personnel matters across global service center locations.
●Advanced and coordinated assessment of Controller’s staffing and development committees leading to an integrated structure, enabling communication and consistency among countries. Created enhanced tools to track employee competencies, forecasting staffing needs and workforce potential.
●Provided guidance on compensation principles and administered incentive and salary programs for professionals and executives.
●Partnered with the business to execute global performance management system. Led meetings with management to discuss employee performance, contributions, and development.
●Designed custom training forums on coaching and delegation presented by corporate executives to all financial supervisors at service centers located in Argentina, Hungary, Thailand, Brazil and China.
●Developed and presented training on HR guidelines, programs, and company policies to U.S. Counsel to ensure consistent and equitable treatment of employees.
●Tracked and analyzed budget of $7.5M for the Global HR organization, presented updates to upper management on a monthly basis.
●Responsible for Safety Program and activities for Global HR organization and coordinated annual event comprised of networking, best practice sharing, and business overviews. From 2009 to February 2011 (2 years) Houston, Texas AreaProject Manager to the Deputy Dean and Office of Career Managment @ Partnered with University leaders to identify and meet recruitment needs to fulfill organizational goals and objectives, and provided interview and resume coaching to the undergraduate and graduate student body.
●Screened resumes for key professional positions in the University Career Management and Alumni Organizations. Determined applicant qualification and presented candidates to management.
●Arranged interview schedules by coordinating logistics such as schedules, meals, lodging, and tours to ensure a positive candidate experience.
●Worked with undergraduate and graduate level students by providing interview and resume coaching, helping students acquire internships and employment prior to graduation. From 2008 to 2009 (1 year) Columbia, South Carolina AreaHuman Resources Intern, Global HR Services @ Carried out projects for the Policy, Compliance, & Communication organization. Supported key business objectives of diversity inclusion, recruitment and retention, employee development and long-term orientation for the Corporation.
●Researched, compiled and developed materials for intranet sitea outlining policy and legal summaries on all ExxonMobil global affiliates to strengthen compliance and understanding of global employment law and personnel matters.
●Conducted focus groups composed of geoscientists to enhance the U.S. Childbirth/Adoption intranet sites, resulting in improved services and tools to promote recruitment, retention, and work-life balance within the specific employee population.
●Developed guideposts and database for housing emergency loan eligibility criteria in order to standardize issuance on a global level.
●Created experience hire onboarding materials to quickly orient professionals to the workplace culture, helping to structure the learning curve and shorten time to contribution. From May 2008 to August 2008 (4 months) Houston, Texas AreaIndustrial-Organizational Psychology Research Assistant @ Participated in research data collection, experimental design and execution, and analysis for the Industrial Organizational Psychology Department at Clemson University.
●Examined basic research on issues faced by low income older workers such as poverty, job type and availability, cumulative disadvantage over a lifetime, and how to help workers save for retirement; assisting Dr. Mary Anne Taylor, I/O Psychology PhD, to publish in ‘Aging and Work in the 21st Century.’
●Reviewed recruitment and retention policies for older health care workers for the HR Department at Greenville Hospital in Greenville, South Carolina.
●Conducted applied research examining Clemson University Emeritus professors’ interest in returning to teach post-retirement and retirement self-efficacy. Accepted as a symposium presentation at the 2007 conference of the Society of Industrial Organizational Psychologists in New York, New York: Geldhauser, H.A, Taylor, M.A, O’Connor, E.M, Smathers D. (2006). Predictors of the Return to Work: Examining Emeritus Professors. From January 2006 to December 2006 (1 year) Human Resources Cooperative Education Student @ Responsible for HR activities for a privately owned manufacturer and distributor of salad dressings, sauces, and dips, including recruitment, new hire orientation, training and development, and regulator compliance.
●Conducted skills tests, scheduled interviews, administered background checks, scheduled, and
pre-screened applicants for positions at all levels of the organization, salary and hourly.
●Led new hire orientation and assisted with company events to emphasize the culture of quality
and care, contributing to the high performance of the business.
●Developed and facilitated hearing training for employees working in the manufacturing facility,
promoted the importance of safety, proactive behaviors and hearing loss prevention.
●Maintained and stewarded applicant flow logs, personnel, medical, I-9, and resume files.
Conducted I-9 audit for 300+ employees. From January 2005 to July 2005 (7 months) Greater Atlanta Area
Master's Degree, Human Resources @ University of South Carolina - The Moore School of Business From 2007 to 2009 B.S., Psychology @ Clemson University - College of Business and Behavioral Science From 2002 to 2006 Study Abroad @ ESCP Europe Elizabeth Michel is skilled in: Employee Relations, HR Policies, Human Resources, Sourcing, Succession Planning, Workforce Planning, Onboarding, Management, Labor Relations, Talent Management, HRIS, Employee Engagement, Performance Management, Personnel Management, Interviews
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