Shauna Holman-Harries, PHR

3911 Hanberry Lane

Pearland, TX 77584
(832) 621-6835
she85244@westpost.net
Human Resources Leader
Highly accomplished Human Resources leader equipped with a toolbox of ideas skil
led in taking charge of every facet of Human Resources from the role of manageme
nt advisor to change leader. Passion for challenge and commitment to enhancing
cost effectiveness while exceeding goals and objectives to achieve a high perfo
rmance culture.
Professional Experience
Director, Human Resources
NRG Energy (dba Reliant), Houston, Texas
2009 - 2010
Retail energy provider - 1,200 employees
Human Resources generalist. Responsibilities included developing, planning, imp
lementing, and coordinating policy and procedures, staffing, compensation, emplo
yee relations, training and benefits.
-Coached leadership on the proper handling of employee relations issues. Provid
ed feedback on how to encourage teamwork and effective behavior.
-Partnered with management in leading the performance review process. Included
conducting supervisory and performance management training to promote strong sup
ervisory skills and employee engagement.
-Developed processes for the efficient implementation of FMLA, workers' compensa
tion, disability, etc.
-Insured compliance with company policies and procedures by providing guidance t
o supervisors and employees.
-Conducted EEO and employee relations investigations and prepared company respon
ses to discrimination charges.
-Put employee relations strategies in place designed to encourage the resolution
of employee relations matters and maximize organizational success.
-Prepared employee termination notices and conducted exit interviews to improve
retention and identify areas for improvement. Represented company at unemploymen
t insurance hearings.
-Gathered information for proposals as part of the government contract bidding p
rocess.
-Made hiring recommendations and prepared compensation recommendations for new h
ires.
Human Resources Manager (Diversity and Compliance)
United Space Alliance, Houston, Texas
2005 - 2009
Prime NASA contractor for space shuttle program, shuttle software development, a
ssembly of space shuttle; Limited Liability Corporation (LLC) jointly owned by B
oeing and Lockheed Martin - 10,000 employees
Responsibilities included developing, planning, implementing, and coordinating p
olicy and procedures, staffing, compensation, employee relations, training and b
enefits. -Developed diversity training program by placing emphasis on practical
day-to-day work situations as opposed to administrative processes. Program inc
ludes modules on basic diversity overview, gender differences, generational diff
erences, race, and disability.
-Coordinated the development of company-wide employee engagement survey designed
to measure employee perceptions of leadership, company initiatives, and organiz
ational culture.
-Facilitated cultural change by partnering with management and participating on
team to include gap analysis, strategy and implementation of change management p
rogram.
-Participated on team that developed internal HRIS on-line application system an
d process.
-Prepared and investigated all company responses to discrimination charges. Res
ulted in no discrimination findings during tenure in job.
-Successfully oversaw company Office of Federal Contract Compliance Programs (OF
CCP) audits. Company was found to be in compliance in all audits.
-Provided human resources support and advice in the implementation of strategic
and tactical programs/policies/processes. Insured company was in compliance wit
h all state and federal regulations.
-Served as process owner for lean six sigma team put in place to reduce the impa
ct of policy and procedure change on productivity within the organization.
-Administered company organizational development and project management initiati
ves.
Human Resources Director (Employee Relations/Diversity and Training/Organization
al Development)
Westar Energy, Inc., Topeka, Kansas
2000 - 2005
Large, diversified utility and energy company with products and services that in
clude power marketing, generation and distribution as well as home security syst
ems (Protection One) - 2,500 utility employees and 5,000 security system employe
es
Oversaw diversity, employee relations, organizational development, training and
generalist functions company-wide in union and non-union environment. Responsib
ilities included training design and development, employee relations investigati
on and resolution process, management coaching, project management, performance
management, company diversity initiative, high-potential leadership development
program, professional development training, computer-based training, affirmative
action plans, and government reports. Promoted from Senior Manager, Human Deve
lopment and Diversity.
-Developed diversity strategy to bring company to the forefront in the advanceme
nt of women and minorities. Resulted in company being honored by community and
government organizations.
-Designed training for supervisors on how to coach and counsel employees. Coach
ed supervisors on how to handle employee relations issues.
-Restructured the employee relations/ EEO investigation process resulting in an
85% reduction in legal fees.
-Served as chairperson of several community-wide diversity initiatives that esta
blished employer an "employer of choice" and served to advance the appreciation
of diversity in the community.
-Participated on the Sarbanes Oxley implementation team.
-Developed strategic plans for employee relations, diversity, training, and orga
nizational development.
-Created high-potential development program to position company for future succe
ss. Program focused on management development for succession planning, exposure
to all facets of company operations, and problem solving.
-Designed and delivered a variety of learning and development initiatives to inc
lude supervisory and management development programs and job rotation in order t
o increase employee engagement and retention of key talent.
-Redesigned affirmative action plan reporting process to provide company leaders
with a clear understanding of utilization goals and action steps for their acco
mplishment. Resulted in compliance findings in eight OFCCP audits.
Director of Human Resources
Crowne Plaza Phoenix Downtown, Phoenix, Arizona
1999 - 2000
Conference center hotel with 520 rooms franchised through Bass Corporation - 400
employees
Responsibilities included developing, planning, implementing, and coordinating p
olicies and procedures, employee handbook preparation, contract negotiation and
interpretation, employment, staffing, compensation, labor relations, employee re
lations, training and benefits.
-Designed turnover report metrics to identify areas of management concern that r
equired further investigation and development.
-Oversaw insurance bidding process for self-funded plan to include medical, dent
al, and life insurance. Benefits administration also included administration of
401K retirement plan.
-Served as company labor relations representative with Hotel and Restaurant Empl
oyees' Union to include negotiation preparation and internal dispute resolution
process.
-Developed training action plan focused on excellent customer service resulting
in a positive guest experience.
Director of Human Resources
Cendant Corporation, Phoenix, Arizona
1998 - 1999
Hotel reservations center and information technology division of international f
ranchiser and premier provider of consumer and business services - large, matrix
-management organization with 40,000 employees company-wide and 1,000 employees
at the Phoenix site
Responsibilities included the development, implementation and coordination of Hu
man Resources policies and programs covering employment, staffing, budgeting, em
ployee relations, compensation and incentives, Total Quality Management, locatio
n payroll, safety, and benefits.
-Participated in the development of hotel division Human Resources strategic pla
n that included hotel division Human Resources groups throughout the United Stat
es.
-Created employee focus groups to evaluate retention practices and prevent emplo
yee union organizing efforts.
-Implemented compensation broad banding structure that involved placing jobs in
bands and identifying the appropriate tier placement for each job within each ba
nd.
-Participated in the implementation of 360 degree program for division that incl
uded training and strategic roll down of program throughout all management level
s.
-Oversaw the administration of annual employee survey that resulted in key emplo
yee issues requiring development being identified. Acted as a team leader for r
esolution of the key issues identified in survey.
Director of Human Resources
New West Eyeworks dba Lee/Vista Optical, Tempe, Arizona
1992 - 1998
Multi-state optical retailer, distributor and manufacturer - 1,000 employees
Responsibilities included development, planning and implementation of Human Reso
urces policies and programs for entire company covering employment, project mana
gement, staffing, compensation, workers' compensation, employee relations, strat
egic planning, policy and procedure development, supervisory and employee handbo
oks, training and benefits. Promoted from Human Resources Manager.
-Participated in the development of company strategic plan that encompassed oper
ations across 13 states.
-Developed employee relations investigation process.
-Developed company-wide diversity training program in an effort to support emplo
yee inclusion and reduce equal employment opportunity discrimination charges and
costs.
-Developed in-house communication strategy to increase participation in company
401K plan. Resulted in increasing participation by over 200%.
-Created safety committee and brought company workers' compensation program into
compliance with all state and federal OSHA laws. Resulted in better communicat
ion and accident prevention program.
-Developed multi-state drug testing and multi-state criminal background check pr
ogram. Successfully implemented program by developing procedures that could be
easily implemented by store management.
-Created compensation system driven by retail store and manufacturing volume and
based on market compensation rates.
-Created career planning development program for manufacturing division and stor
e operations. Plan included path for development of key qualifications for move
ment to next level of responsibility.
-Developed management training curriculum to include coaching and counseling emp
loyees, behavior-based interviewing, goal setting, problem solving, conflict res
olution, and delegation. Provided management with a tool box of needed, basic i
nformation to lead others.
-Developed and taught classes on how to develop and conduct employment interview
s.
Educational Background
Master of Science, Business Administration, Human Resources Management, Strayer
University, G.P.A. 4.0
Bachelor of Science, Human Resources Management, College of Business, Arizona St
ate University; G.P.A. 3.74; Magna Cum Laude Graduate; Dean's List
Strategic Leadership Change Management Workshop, Society for Human Resources Man
agement
Honors and Certifications
Houston Industry Liaison Group (ILG) Board of Directors
Professional Human Resources (PHR) Certification
Living the Dream, Inc. Civil Rights Award recipient
YWCA Woman of Excellence Award recipient
Member of American Society of Training and Development (ASTD) - local and nation
al chapters
Member of Society of Human Resources Management (SHRM) - local and national chap
ters
Member of Beta Gamma Sigma (national honorary society for business majors)
Member of Equal Employment Advisory Commission (EEAC)