Timothy Parker

About Timothy Parker

Human Resources Professional with over 15 years of comprehensive HR/OD experience, including recruiting, retention strategies, conflict resolution, talent management, employee/labor relations, vendor management, change management and HR program administration. Proven experience collaborating with senior in designing strategies and implementation plans to improve leadership, and develop organizational capability to cultivate a climate of engaged employees, leading to increased employee performance and retention.(30•••00 employees).• Corporate Staffs and Manufacturing Plant Experience, including experience with union and non-union employees as well as staffs with a large number of exempt and non-exempt employees.• Large scale organizational change, restructuring, staffing, and reduction in force experience.• Training Experience (Developed/facilitated training programs for up to 1500 employees)• Excellent communications, problem solving, and project management skills.• Proven ability to work effectively and efficiently as both a team leader and member. Including ability to establish strategic direction, and lead a team or work group effectively around a project.• Results Oriented, with a high level of Strategic and Organizational Agility, as well as skilled in learning new concepts quickly, working well under pressure, and managing multiple projects.• Extensive technical skills, including working knowledge of SAP, PeopleSoft, Talent Management Applications, Time Keeping Systems, troubleshooting system problems, Social Media Applications/Websites, Microsoft Office Suite

Experience

1. Director of Human Resources

   Abounding Prosperity, Inc

   Dec 2020 — Present · Dallas, TX, US

   Responsible for strategizing and/or implementing a comprehensive and integrated human resources strategy model that proactively addresses all major HR areas; talent acquisition, exempt and non-exempt, organizational development, performance management, talent planning, career development, communication, leadership development, associate engagement, training, compensation, and total rewards.Partner with the leadership team to understand and execute the organization\'s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.Provide support and guidance to management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.Manage the talent acquisition process, which may include recruitment, interviewing, and hiringof qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.Analyze trends in compensation and benefits; research and propose competitive base and incentive pay programs to ensure the organization attracts and retains top talent.

Education

• University of Phoenix

  MBA, Organizational Management

  2002 — 2004

• Michigan State University

  BA, Human Resource Management

  1994 — 1999

Skills

• Leadership
• Recruiting
• Policy
• Onboarding
• Training
• Human Resources
• Personnel Management
• Deferred Compensation
• Interviews
• Benefits Administration
• Employee Relations
• Continuous Improvement
• Payroll
• Project Management
• Hris
• New Hire Orientations
• Negotiation
• Employee Benefits