Resume of Alvinia Kelly, PHR, HRA-NCA Member

Alvinia Kelly, PHR

 

Professional Summary   -         A seasoned HR professional with demonstrated ability to facilitate and manage organizational change in challenging circumstances -         Excellent communicator with effective interpersonal skills in developing strong working relationships with a diverse employee base -         Strong background in HR management/leadership, team/transition development, and executive coaching -         Extensive knowledge of human resource management systems (within the public, private and federal sectors), including high performance work systems and employee engagement/involvement strategies/initiatives

 

Applicable Experience

·        Training

• Taught personnel practices training courses to all levels of management and chapter leaders.
• Created and delivered cross-functional leadership development programs and workshops to managerial staff.
• Supervised and trained project managers in team building, leadership skills, and performance management systems.
• Developed and taught diversity, coaching and career development training workshops to supervisory staff members.
• Developed annual training programs for senior level staff to broaden manager’s knowledge regarding legal laws; appropriate interviewing and hiring techniques; and processes for implementation of positive and progressive discipline.
• Successfully conducted several client mediation sessions to resolve workplace conflicts which resulted in positive changes in leadership behaviors and improved team dynamics.

·        Coaching

• Consultant to senior level and executive HR staff, providing coaching services and training to ensure the Retirement System met all requirements of ERISA, DOL and Internal Revenue Code regulations.
• Managed daily operations of the National Red Cross Retirement System, overseeing all aspects of administration for local offices, blood regions, and chapters.
• Successfully lead the development and implementation of a Retirement System Outsourcing Plan.
• Designed and facilitated training sessions for managers regarding the overall performance management system which included performance appraisal processes and coaching managers on appropriate communication strategies.

 

·           Human Resources

 

o    Designed performance evaluation system to improve employee performance in meeting

the mission and goals of the organization.

o    Designed an Annual Management Training Program Manual to equip supervisors                  and managers with the basic knowledge and tools to effectively perform their supervisory responsibilities.

o    Designed and developed the organization’s Corporate Compliance Program and Employee Code of Conduct.

o    Developed a New Hire Orientation Program.

o    Advised and coached senior executives on policy issues and management of employee development, organizational restructuring, job analyses, incentive programs, measures of performance and accountability.

 

·             Skills

• An organizational change agent with consulting, facilitation, training and coaching skills

            to create system-wide change and individual growth.

o    Human Resources Senior Level professional with 30 plus years of leadership experience across all functional and levels of Human Resources in operations and corporate environments.

o    Implemented and integrated succession planning, talent and performance management processes.

o    Facilitated regular meetings for Regional Managers and Board of Directors.  Improved team’s overall process effectiveness in three key areas – communication, leadership, and resources.

o    Structured, coordinated and performed selection interviews.

o    Provided research, recommendations, training, and strategy to executive staff for corporate crisis and conflict management.

o    In depth experience and knowledge in organizational development and change management.

 

 

Chronological Experience

Beacon Associates, Inc., Human Resources Director, 2001 to Current

·        Developed company’s Human Resources Policies and Procedures Employee Handbook for distribution to all employees.

·        Serve as the HR Consultant providing internal consultation to managers on issues of employee relations, labor relations, performance problems, and interpretation of policies and procedures.

·        Manage the entire process of organizational management and development, including counseling, coaching/mentoring, diversity initiatives, developing strategic plans, benefits and compensation, affirmative action planning, training and performance management.

·        Provide special guidance and assistance to all locations on various benefit plans.  Develop and implement new and revised programs, policies and procedures, in order to be responsive to the company’s goals and competitive practices.

·        Assisted Project Management Team on a Federal contract with General Services Administration (GSA).  The purpose was to identify and measure skills and competency gaps in GSA’s Acquisition Workforce.  The team successfully developed an assessment methodology; developed an online infrastructure to assess performance; and implemented a successful pilot program.

 

Washington Convention Center Authority, Senior HR Generalist (2002 – 2003)

·        Recruited for Security and managerial positions, ensuring SPO licenses were in compliance with position requirements.

·        Conducted research with other vendor’s plans and surveys, and analyzed results; made recommendations for review by senior management.

·        Analyzed, drafted proposal, and made recommendations for policy changes to ICMA 401(a) Retirement Plan; conducted competency studies on existing staff for possible reassignments during reorganization.

·        Implemented reduction-in-force plan for union and non-union employees.

·        Resolved several employee and labor relations issues, preparing disciplinary actions and termination letters, as appropriate.

·        Developed and implemented a new ADA Position Analysis Checklist.

·        Worked closely with the DC Office of Corporate Counsel, Child Support Enforcement Division; executed quarterly “New Hire Registry Reports”.

 

American Red Cross (1992 – 2002)

Manager

·        Managed the National Awards and Recognition Program and the Board of Governors Nominations process.

·        Developed and implemented a management system focused on employee and volunteer development.

·        Appointed a task force and managed the total revision of a user-friendly Systems Guide for both the National Awards Committee and Board of Governors Nominations Committee, used by over 1300 Chapters and Blood Units.

·        Developed annual and long-range strategic plans designed to link initiatives to organizational strategy, endorsed by Senior Management.

·        Managed relationships, negotiated costs, approved contracts with external vendors who supported the delivery of volunteer services programs, and provided professional support to internal leadership and field staff.

 

 

 

 

 

Senior Consultant – American Red Cross - (1998 – 2001)

·        Managed daily operations of the HR Retirement System, overseeing all aspects of administration, which included the Red Cross Retiree Pension Plan for over 30,000 members.

·        Directed a staff of 32 employees to ensure the Retirement System met all requirements of ERISA, DOL regulations and the Internal Revenue Code.

·        Worked with teams within the Unit to create improved cohesiveness, communication, and knowledge sharing.

·        Conducted feasibility study to assess talent and effectiveness of staff for possible reassignments during and after outsourcing.

·        Developed quarterly and year-end plans.

·        Acted as ranking management member in preparing ERISA, HIPAA, COBRA, and FMLA programs to ensure IRS compliance.

·        Supervised and trained eight project managers in team building and leadership skills.

·        Managed all human resources functions – staffing, employee/labor relations, performance management, benefits/compensation, and training.

·        Lead the development and implementation of a Retirement System outsourcing plan completed in July 2002.

·        Participated in the development of a Red Cross 401K Plan with matching funds for all national and field employees.

·        Personally conducted over 200 Personnel Practices and Instructor Training Courses, mandatory for national and field supervisory and managerial staff.

 

Human Resources Manager  - American Red Cross - (1992 – 1998)

·        Supervised four Human Resources Associates and one Senior Associate, providing internal consultation to managers on issues of employee relations, labor relations, performance problems, and interpretation of ARC policies and procedures.

·        Managed entire process of organizational management and development, which included:

• Counseling
• Supervising and mentoring
• Diversity initiatives
• Developing strategic plans
• Recruitment and selection
• Benefits and compensation
• Affirmative action planning
• Training
• Performance management