Pamela R.

About Pamela R.

C-Suite HR executive with deep expertise in labor relations, EEO compliance, legal analysis, benefits strategy, and multi-site workforce leadership. Known for transforming HR into a strategic, data-driven partner to CEOs, boards, and operational leaders. Brings a unique blend of legal training, organizational development expertise, and cross-industry experience spanning nonprofits, manufacturing, and service environments.Core Strengths: Labor Relations | Benefits Strategy |DE & I | Succession Planning | Organizational Design |Compensation |HRIS Transformation |Employee Engagement | Policy Architecture | Change Leadership | Compliance & Audits | Talent Strategy | Multi-Site Leadership | Executive Coaching | Culture BuildingDesigned and executed enterprise-wide people strategies across the full employee life cycle of an employee including recruitment, compensation, engagement, performance management and union avoidance. Built organizational capability through organizational development planning, succession planning, talent calibration, and high-potential identification aligned with long-range business strategy. Translated complex federal, state, and local regulations into practical, risk-mitigating policies and systems that strengthened compliance and audit readiness. Led, conducted, and oversaw complex, sensitive, and high-impact employee relations investigations, including allegations related to harassment, discrimination, retaliation, ethics violations, workplace misconduct, and policy breaches. Experienced with COBRA, HIPAA, FMLA, ERISA, IRS, DOL and other labor compliance.Lead the strategy, compliance and administration of retirement, health & welfare, wellness, and voluntary benefit programs.

Experience

1. SVP of Human Resources

   Hope Enterprise Corporation

   Mar 2024 — Present · US

   Responsible for the following areas for locations in seven states: payroll, benefits negotiation and implementation, talent acquisition and associate relations.• Craft a compensation and classification system and strategy to ensure market-based, equitable wage and salary programs, and competitive and cost-effective benefits programs for staff.• Devised internal process to audit 401k broker relationship; reduced overall expenses.• Leading enterprise HRIS transformation with the use of UKG platform.• Devised future staffing needs based on projected internal growth and external acquisitions.• Work with business leadership to discern the current and future business needs to evaluate bench strength in key positions via established HR activities (e.g, Talent & Organization Planning).• Design and facilitate training courses and programs necessary to build capacity across the enterprise.

Education

• St. Louis University in St. Louis School of Law

  Doctor of Law (J.D.), Emphasis in Employment and Labor