Tracey SHRM-SCP's Email

Over fifteen years of progressive human resources leadership experience. Strong background in HR program design and implementation including employee relations, diversity, training and development, policies and compliance, benefits, recruiting and compensation. Results-oriented, team player, committed to creating a culture where employees feel valued and perform at their best. CAREER HIGHLIGHTS • HR Management – Strategic business partner to managers and employees in multiple states and countries. Adept at growth and change, acquisition management, and overall HR support. • Leadership –Led high-performing full-service HR and Development teams; provided company-wide leadership as a member of the Executive Team. • Employee Relations – Trusted coach for both managers and employees in performance management, interpersonal relations and career development, increasing performance and job satisfaction. • Project Management – Extensive experience successfully researching, managing and delivering large-scale projects including performance management, HR policies and training programs.

HR Generalist @ Analyzing labor loss and developing training in support of Boeing business goals. From October 2015 to Present (3 months) HR Director @ As the first HR person hired by Comm/net Systems Inc., I am developing strategy and processes to support business operations. From March 2015 to October 2015 (8 months) Greater Seattle AreaSr. HR Business Partner @ Senior member of HR team supporting a 600-associate IT team. Provided consulting on IT People Strategy, associate relations and workforce planning to CIO, three Vice-Presidents, eight Directors and more than fifty Managers. Highlights: • Realigned existing People Strategy to more closely meet the objectives of the IT Division. • Implemented SUMMIT (Success for Management in IT) training program, including Lunch & Learns and quarterly All-Management meetings. Topics focused on accountability, coaching and counseling, creating a vision and managing through the eyes of your direct reports. • Providing day-to-day consulting to both associates and management on policy interpretation, disciplinary procedures, performance reviews, communication, etc. From October 2013 to January 2015 (1 year 4 months) HR Director @ Led HR activities for a 180-faculty, college-prep, co-educational independent school near the heart of downtown Seattle with 470 students, grades 6 through 12, including 86 international students. Responsibilities included recruiting, training, payroll, compensation and associate relations. Highlights: • Developed and implemented compensation philosophy and program for school-wide compensation review initiative. • Created and delivered targeted training programs in conflict resolution, feedback skills, recruiting, interviewing, sexual harassment and employment law. • Centralized recruiting function and implemented Behavioral Interviewing approach, leading to higher quality hiring with a better cultural fit for the school. From April 2009 to October 2013 (4 years 7 months) HR Director/VP- Fund Development @ Led the HR, Development and Community Affairs activities for a $52 million, 1100-employee hybrid non-profit, comprising sixteen revenue-generating social enterprises and two Human Services programs for adults and children with disabilities. Promoted in January 2007 from Director to VP, leading both the Development and HR teams Highlights: • Built a full-service HR Department, with a limited budget, to support the company’s growth, including centralized training, recruiting, benefits, employee relations and compensation • Developed compensation plans for five departments within first twelve months of employment. • Analyzed company-wide training needs; developed and delivered training programs in hiring, discipline, appropriate workplace conduct, leadership, supervision, feedback, and teambuilding • Rolled out Behavioral Interviewing training and tools to three high-turnover departments. Each group experienced a 10-20% decrease in turnover for new hires over the first six months. • Recruiting Team filled hundreds of open positions per year, servicing all 18 business units • Monitored turnover, identified causes, and recommended improvements to business units, including Behavioral Interviewing. Recommendations decreased turnover by 7% in the first year. • Created Succession Planning Program, working with VPs to successfully identify 12 high-potential individuals and establish development plans to increase bench strength • Integrated new employees from 3 acquisitions, limiting turnover of key individuals • Updated organization’s marketing materials to support recruiting, program and social enterprise business efforts, including overall web strategy, increasing traffic to the websites by over 10%. From August 2004 to September 2008 (4 years 2 months) Director of Human Resources @ Sole HR practitioner for multi-state, multi-million dollar parking and real estate services company with 900 employees in the western United States and Canada. Highlights: • Created new policies and revised current policies to support changing organizational direction • Determined company-wide training needs; developed and delivered training programs to managers on hiring, discipline, harassment, leadership, supervision, feedback and teambuilding • Centralized recruiting, ensuring higher quality candidates and decreasing turnover by 15% • Monitored turnover, determined causes, implemented approved recommendations for improvement, and reported on results each quarter. • Streamlined evaluation process, leading to 27% increase in employee evaluations From November 2001 to October 2003 (2 years) HR Generalist/Knowledge Management @ From August 2000 to August 2001 (1 year 1 month) Director of HR @ From December 1997 to August 2000 (2 years 9 months) Employee Relations @ From September 1994 to August 1997 (3 years)

BS, Business Administration @ California State University-East Bay From 1986 to 1987 Liberal Studies @ Holy Names University From 1979 to 1982 University of California, Santa Cruz From 1978 to 1979 College Prep @ Placer From 1974 to 1978 Tracey SHRM-SCP is skilled in: Employee Relations, Hiring, Organizational Development, Succession Planning, HRIS, Management, Human Resources, Personnel Management, Talent Acquisition, Leadership, Deferred Compensation, Community Outreach, Workforce Planning, Onboarding, Nonprofits