generic hr cover ltr-resume 6.08

8/8/2019 Generic HR Cover Ltr-Resume 6.08

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June 23, 2008

Dear Hiring Leaders,

As a HR/employee relations professional, I have partnered with business leaders for multiple employee

groups to drive initiatives, employee engagement, and leadership mentoring. I have been a key contributorproviding the full gamut of generalist duties and specialized employee relations consultation; inclusive of

contract analysis, policy review, developing and delivering change management and employee

communications, labor negotiations support, and union avoidance strategy. In addition, my experience

includes line leadership where, among other things, I led an internal operational, customer-service business

function to excellence and improved employee relations. I am proud of the integrity and good judgment I

brought to and developed during these experiences as an HR and business leader. I believe I would make astrong HR partner for your organization and ask for your consideration.

Qualifications and Experience Highlights

Bachelors degree with eight years in HR/employee relations plus ten years of line leadership.

SPHR certification.

Experienced internal consultant on employee relations strategy supporting executive and senior

business leaders; partnering with them to create positive, productive environments for two nation-wide,multi-site customer service business units.

Strong analytical, project management, communication and presentation skills as demonstrated by

authoring industry benchmarking studies on work rules and benefits, developing employeecommunications, and presentations to leaders and employees.

Strong partner to other corporate HR groups to develop, support, and implement HR policy and change

programs.

Capable investigator for employee issues, leadership issues, EEO and regulatory compliance.

Experience working with attorneys, EEOC, and state and local agencies.

Experience in both union and non-union environments.

Assisted in the design and managed corporate-wide, experiential leadership training to build leaders

skills in employee relations including employee issue identification, change readiness, and buildingbetter employer-employee relationships; key impact was developing a union resistant culture where

leaders identified and resolved issues to build engaged work force. Experienced manager of 100-person team responsible for all aspects of a 24/7, 365-day nation-wide

operation; including planning/managing six million-dollar annual budget, staffing projections, training,

business readiness, compliance, and performance management.

Personally led continuous improvement projects resulted in reducing calls on hold over 5 minutes by

87% for one project and a 30% improvement in facilities utilization for another.

In addition, I pride myself on being a positive, enthusiastic, results oriented individual. My personal skills

include being: a quick learner; an influencer; a change agent; and a consensus builder. My leadership style

strongly emphasizes teamwork, inclusion, and the principles of continuous improvement.

What the resume cannot illustrate, however, is the degree of integrity, business partnership, and

professionalism that I offer. I am confident that my personal characteristics and experience will allow me

to quickly learn and begin contributing.

I would very much appreciate an opportunity to further discuss how I can contribute with the company.

Sincerely,

Carl F. Davis, IIICarl F. Davis III

1140 Morningside Place, Atlanta, Georgia 30306-3060

Home (404) 875-3954 Cell (770) 842-7845

[email protected]
mailto:[email protected]:[email protected]:[email protected]


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Carl F. Davis III, SPHR1140 Morningside Place, Atlanta, Georgia 30306-3060

Home (404) 875-3954 Cell (770) 842-7845

[email protected]

PERSONAL DESCRIPTION

A dedicated, decisive professional with proven judgment and ability to analyze complex environments achieving results

in changing organizations through influencing leaders and partnering to drive business and people initiatives.

KNOWLEDGE & SKILLS OVERVIEW

Strategic employee relations acumen focused on improving employee engagement; business integration; positive,

productive work environments; and developing union resistant culture.

Organization redesign experience including work process evaluation; creating and designing roles and responsibilities

to improve productivity and morale; implementing continuous improvement processes; transitioning work group from scale

pay system to merit pay using process; and partnering to implement workforce reductions.

Skilled behavior-based and competency-based interviewer; designed selection criteria.

Veteran facilitator and coach regarding leadership values and behaviors, labor law, union awareness, communication,

employee satisfaction, and complex benefits changes.

Conducted change management sessions including new leader assimilations, project planning.

Effective communicator at all levels of corporation.

Detailed understanding of benefits, pay, work rules, retirement and pensions.

Understanding of the Railway Labor Act (RLA) and National Labor Relations Act (NLRA).

Experience administering a union contract including documentation, negotiations support, disciplinary dispensation and

first level grievance hearings; company representative at and conducted first level hearings.

Specialized knowledge of LMRDA LM-10 reporting, Federal Aviation Regulations and FEC campaign finance

reporting as well as more common HR requirements (e.g., FLSA, FMLA, ADA and EEOC).

EMPLOYMENT EXPERIENCE

The Atlanta Journal-Constitution, Atlanta, Georgia March 2008 - presentHR Generalist Circulation Operations

Partnered with operations department heads to ensure consistent policy/procedure application, mentoring of

regional and district managers, and business initiatives across 40 plus branches impacting 3000 plus work force.

Partnered with home delivery and single copy department heads to seamlessly enact organizational change resulting

in two RIFs while recognizing and maintaining respect for impacted employees.

Coached leaders on disciplinary process including documentation and reviewing corrective action letters, on

employee communication, and partnered to develop and integrate business strategy and programs.

Among other activities; conducted investigations, conducted training, reviewed and revised policies, and reviewedemployee grievances.

Delta Air Lines, Atlanta, Georgia

EO Analyst Law Department July 2006 - March 2008

Investigate complaint and draft position statement responding to any and all charges filed by federal or state

commissions. Responsible for written and oral communication with EEOC and state commissions.

Negotiated with EEOC and state investigators regarding document production, resolution, and responses required.

Out of approximately 130 complaints investigated and responded to less than 5 resulted in a finding of

discrimination.

Manager Employee Relations (ER) March 1999 - June 2006

Internal consultant to senior HR and executive business leaders regarding company-wide policy/program development;

troubleshooting employee relations risk points, providing industry benchmarking, and advising on employee relations.

Primary ER consultant supporting two domestic business units with 20,000+ employees and multi-site operations.

Partnered with communicators and leaders to maximize positive employee relations, understanding of labor/union

issues, benefit programs and industry standards.

Carl F. Davis, IIIResume Page 1 of 3
mailto:[email protected]:[email protected]:[email protected]


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Mentored leaders on manager-employee relationships, labor law and union awareness. Partnered with HR leaders to

identify front-line issues and develop HR generalists' union awareness and RLA knowledge.

Completed numerous comparative analysis studies of airline work rules and benefits to evaluate industry standards.

Authored exhaustive, comprehensive flight attendant pay, benefit and work rule study.

Researched Department of Labor regulations and drafted LMRDA LM-10 report for filing.

Union negotiations support (benchmarking, financial analysis and support).

Assisted with the designed and managed company-wide experiential learning program that taught inclusive leadership,

values-driven decision making, and valuing employee satisfaction. Trained and provide on-going coaching to leaders

behaviors and communications necessary to drive improved employee engagement and resulting union resistant culture.

Conducted new leader assimilations and leadership audits.

Contributed to successful labor campaigns and an industry first decertification. Coached leaders on RLA processes.

Facilitated benefit presentations for leaders and employees.

Assisted in design, messaging and publication of internal communications on retirement, sick leave, work rules and pay.

Member of team that completed 1100+ competency based interviews in 45 days as part of organizational redesign.

Negotiated and performed oversight of contracts and contractor performance.

Redesigned and rewrote employee handbook.

Manager - In-Flight Service Scheduling Operation April 1996 March 1999

Oversaw Federal Aviation Regulations compliance and company policy for a safe operation.

Directed nation-wide scheduling function ensuring crew availability for 2700+ flights each day. Led team of elevendirect reports responsible for 90 schedulers staffing the daily flight schedule.

Promoted culture change toward customer service. Incorporated customer service factors into selection criteria.

Implemented solutions including re-designed work positions improving customer service to 18,000+ internal customers.

Re-designed work flow resulted in improved operational effectiveness, increased internal customer service, reduced

errors and lowered call wait times. Improved morale and increased productivity of internal customers and schedulers.

Transitioned two job sites into a single office on schedule and within budget. Re-designed office layout allowed for

thirty-percent staff increase within same facility.

Managed six plus million-dollar annual budget. Responsible for staffing plan, daily operations, compensation reviews,

policy formulation and developing business initiatives.

Developed and implemented process for awarding merit-based pay increases including behavioral and task-based

criteria. Transitioned work group from scale pay system to merit pay using process.

Led call-center technology upgrades; planned and implemented installation of automated call distributor (ACD).

Assisted design of call routing, call prioritization, overflow patterns and wait periods.

Coordinator, In-Flight Service Scheduling Support January 1996 - March 1996

Developed recommendations regarding policy direction, process changes and new program implementation. Projectmanagement included guiding continuous improvement teams.

Supervisor, In-Flight Service ATL International October 1993 - December 1995Supervisor, In-Flight Service ATL March 1992 - September 1993

Created and designed position to liaison with other business units to promote cross-organizational solutions.

Led 3-day seminar on change management and customer service for supervisors through vice presidents.

Key participant in division-wide initiative on complex lost-time policies and associated new automation. Negotiated

consensus among divisional leadership regarding lost-time policy application and administration.

Designed comprehensive manual on lost-time policies and new procedures. Developed and conducted week-long "train-

the-trainer" session to educate selected local base supervisors; implemented first system-wide training in ten years.

Supervisor-In-Charge - In-Flight Service October 1990 - February 1992Supervisor - In-Flight Service LAX, Los Angeles, California July 1988 - September 1990

Managed scheduling and documentation of FAA compliance training required during acquisition of Pan Am. Assisted

with integration of supervisory and front-line personnel into Delta work groups and provided supervisor training.

Western Airlines, Los Angeles, California

Acting Assistant Manager November 1985 - June 1986

Administered working agreement including representing company at first level grievance hearings at Western

Airlines. Conducted first level hearings as review officer.



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Flight Attendant (qualified at Western and Delta Air Lines) May 1981 - June 2002

EDUCATION and PROFESSIONAL DEVELOPMENT

Senior Professional in Human Resources (SPHR) Certification June 2007 - present

Selected Seminars: EEOC Technical Assistance Program (2006/2007), Breakthrough Leadership (2006), Leading

Excellence at Delta (Facilitator 2000-2005, Attended 2000), Creating Value Out of Diversity (2004), Managing People

Through Change (2003), ALI-ABA Airline and Railroad Labor and Employment Law Seminar (2002), Positive

Influencing Skills: Improving Your Personal Effectiveness (1999) and CIT Sponsor Training (1997).

Professional in Human Resources (PHR) Certification June 2001- June 2004

Coverdell Leadership Institute Graduate September 1997 - June 1998

Graduate of the prestigious program, started by the late Senator Paul Coverdell, which is a ten-month experiential learning

program to develop political leadership, promote activism and learn about ethics, the constitution, lobbying and media

relations, local / federal government differences, campaigning, and campaign finance reporting and consensus building.

Occidental College - Bachelor of Arts Geology June 1980


generic hr cover ltr-resume 6.08

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