Ida B. Shavers

Strategic and innovative HR Manager translates vision into HR initiatives to improves performance, profitability, growth, and employee engagement. Empowering leader who supports companies and top executives with a unique perspective and appreciation that human capital is every organization's greatest asset. Genuine influencer that thrives on tough challenges and translates visions and strategies into actionable, value-added goals.

Communicates effectively with a diversified, multi-level workforce.

Human Resources Manager - Special Transition Works - Lawrenceville, GA

(2022-01)

In partnership with the Executive Director HRM will develop and implement human resources strategy

• Oversee the annual performance evaluation process, track the timely completion of performance and compensation reviews, and assist managers as needed with writing and editing review documents.
• Process unit payroll and corrections, Relias training, Act as subject matter expert in specific role (Leave management, onboarding, payroll, or Lifecycle)
• Conduct employee recruitment, interviews, background screenings, and onboarding of all new employees.

Notary - BZG Notary services, llc - Lawrenceville, GA

(2021-01)

• Consulted with roughly 80 individuals within the first month through general notary services bringing in $2,500 in revenue.
• National Notary Association (NNA) Background-checked and fidelity approved Agent collaborating with title companies and scheduling services to complete loan signing appointments.
• Explaining the function of each document in a loan signing package to clients, which typically average around 200 pages
• Communicate efficiently.

Manager/Owner - Snack'em Vending LLC - Lawrenceville, GA

(2012-01 - 2018-12)

• Researched and conducted surveys to determine vending needs for various locations.
• Inspected vending locations to determine whether vending equipment operates properly and is maintained in good repair.
• Conducted tests to verify products size, price, quality, and freshness.
• Analyzed vending sales reports to determine if changes in services are necessary.
• Prepared monthly reports, detailing product lines and locations.
• Maintained daily personal contact with departments concerning service complaints, equipment malfunctions and related problems.
• Focused on research methods for data gathering in response to requests for vending services.
• Facilitated departmental and institutional rules, regulations, and policies, to incorporate work policy decisions.
• Demonstrated skill in planning, organizing project goals, policies, and procedures.
• Recorded, maintained records, and prepared reports.
• Solve several vending issues and received feedback.
• Demonstrated ability to work effectively with business owners, supervisor, and office managers.

Assistant Human Resource - DeVry university - Decatur, GA

(2011-01 - 2012-12)

Hired to manage and assist the HRIS transition from outdated HR systems into a fully integrated HRIS platform from Oracle instantly improved analysis, reporting and planning capabilities while streamlining daily HR function. Coordinated day-to-day operations of HR department.

• Processed and complied over 10,000 faculty records.
• Created a centralized database increasing ability for faculty to access.
• Introduced pro-active employee relations and communication programs to resolve labor and management issues and restore the credibility and employee-centric focus of the HR organization.
• Rolled out the company's HR shared services for delivery of internal coaching service.
• Formulated memorandums, updated employees' handbooks.

Senior Human Resource Manager - United states army - Decatur, GA

(2008-01 - 2011-12)

Transformed Army HR section into a true strategic business partner in the aftermath of end-to-end HR restricting. Championed HR vision while forging sustainable HR infrastructure systems, processes, and practices Oversaw staff of 3-person HR team.

• Directed 3 HR professional in staffing, recruitment, benefits, compensation, training, Conflict resolution, leadership development, succession planning, HRIS, and regulatory compliance.
• Heavy emphasis on leading Army through rapid HR change and transformation.
• Enabled business growth by assessing HR cultural compatibility and talent impacts, solved problems.
• Enabled operational change essential to a $5m reduction in HR costs, helped to facilitate redesign of core business operations.
• Including 2 fast-track expansion overseas.
• Created HR organization – recruitment, staffing, onboarding, training – for both expatriates and local national hires in Iraq.
• Streamlined integration of Department of Defense Enrollment Eligibility Reporting System (DEERS) and Real-Time Automated Identification System (RAPID).
• Ensured strategic alignment of HR with new business objectives and minimized business interruptions through execution of workforce integration plans.

Emergency Operations Center (EOC) / Personnel Retention - United states army - Bayside, NY

(2005-01 - 2008-12)

Transformed security operation, disaster response operation. Provides HR support to 75 Army Recruiters. Created emergency response coordination and preparedness activities staff assigned to the New York City region.

• Coordinated multi-components Air Force, Navy, and Marines inter-agency to optimize training opportunities during pre-mobilization, deployment, and demobilization.
• Direct training programs for State and local issues, provided emergency assistant in global response to all hazards.
• Ramped up New York City emergency-based engineering group of 75 new Army Recruiters.
• Consolidated organization to manage all generalist affairs.
• Trained and supervised 2 HR personnel.
• Decreased $150k every month by reducing reliance on employment agencies; brought majority of formerly outsourced recruiting functions in-house to reduce billable hours from 200+ to less than 15 per month.
• Managed recruitment and staffing for recruiting venture.
• Helped to build Army's manpower.
• Created and implement hiring policies, procedures, systems, and technologies to support military long-term growth and expansion.
• Analyzed, reviewed, processed military personnel actions or request for quality control assurance.

Bachelor's Degree - Technical Management (Human Resources) - DeVry University

Master - Human Resources - Keller Graduate School of Management

Master - Public Administration (Non-Profit) - Keller Graduate School of Management