Jayme Isley

About Jayme Isley

Human Resource professional with a strong commitment to the philosophy that people are every organization’s greatest asset. Strategic thinker, adept at applying Human Resource practices, theories, and principles to achieve results while building relationships at all levels in the organization. Strong interpersonal skills with the ability to translate business visions into HR initiatives that improve key partnerships and profitability while supporting all employees in an inclusive way.

Experience

1. Senior Human Resources Business Partner

   Gordon Food Service

   Mar 2022 — Present · Wyoming, MI, US

   Partner with executive, senior and mid-level managers to develop and implement HR processes to support strategic growth and enhance organizational culture Develop people strategies and design approaches for diagnosing and enhancing organizational effectiveness and employee satisfaction Provide day-to-day performance management guidance to line management (e.g, coaching, counseling, career development, disciplinary actions) Educate and consult leadership through understanding and leveraging the talent management suite, coach employees and managers on employee relationships performance, practice/policy issues and promote an open-door policy Use data to analyze trends and metrics in partnership with HRIS to develop improved efficiency and data accuracy Work with the broader HR team to champion and accelerate a culture in which people feel engaged and inspired to provide top business results End-to-end project ownership of cyclical core HR programs (e.g, performance reviews, calibration, compensation cycle, engagement surveys, and reporting) Guide and mentor managers and leaders to be the best they can be through regular meetings and 1-1s Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention Partner with leaders to manage and resolve complex employee relations issues Maintain in-depth knowledge of legal requirements related to the day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required Provide guidance and input on business unit restructures, workforce planning, and succession planning Identify training needs for business units partnering with dedicated training team on execution Participate in the evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met Spearhead DEI Initiatives, resulting in a more diverse workforce and inclusive work environment

Education

• Western Michigan University

  Communication, Public Relations

  2004 — 2009