ARDELLA COLEMAN

517-303-7289 o [1]acole9119@aol.com
SENIOR HUMAN RESOURCES PROFESSIONAL
HR Program Innovator & Change Expert o Organizational Leader &
Management Partner
Forward-thinking and energetic professional with a Masters degree in
Human Resources and Labor Relations, an MBA, and hands-on experience
driving multi-dimensional HR organizations and activities for
world-recognized companies Wal-Mart and IBM. Instrumental in
delivering boosts to operations and fiscal management through creation
and leadership of innovative strategies and programs for all aspects
of HR. Process improvement expert with Six Sigma training and the
critical ability to work with top management and employees to develop
plans and targets that support both individual and corporate
objectives
HR Organizational Development o Executive Collaborations o Employee
Relations o Recruiting

Staff Management o Rewards Program Development o Team Leadership &

Coaching o Change Management
Strategy Development o Policy & Procedure Implementation o Conflict
Resolution o Workforce Analysis
Performance Management Programs, Succession Planning o Regulatory
Compliance: EEOC, Title VII, ADA, FMLA, FLSA, ADEA
PROFESSIONAL EXPERIENCE
WAL-MART STORES, INC., Mohegan Lake, New York o 2006-Present
DISTRICT HR MANAGER
Spearhead Human Resource operations (annual budget, $730M+) for 16
distinct business units, overseeing and consulting with/coaching 147
managers, 35 personnel managers and training coordinators, and 4.8K
hourly associates. Drive all aspects of staff and organizationally
focused activities, from employee relations (provide guidance to
Management on conflict resolution) and performance management to
workforce planning and strategy design. Optimize staff and company
success through execution of initiatives involving people planning,
360-degree feedback, and surveys on manager quality and organizational
health. Plan, organize, coordinate, assign and direct HR policies and
practices; manage multiple priorities, think tactically and
strategically; demonstrate objectivity, results oriented with
initiative and creativity.
Community involvement includes working with various nonprofit
organizations and the local chamber of commerce as well as area
department of labor to ensure staffing needs and provide jobs for
local community and U. S. Veterans.
Actively support the growth of associates by collaborating with
management teams to design and ensure execution of targeted training
and development plans, while minimizing workplace disruptions through
management of grievances and disputes. Serve as a strategic partner,
change agent, technical function expert, and employee champion, while
providing direction in key areas including recruitment/staffing,
organizational design, and creation of targeted career-based programs
and wage control.
Advance corporate goals through ongoing evaluation/recommendations to
improve the work environment, as well as through preparation of short-
and long-term objectives. Partner with managers and staff to create
long-term approaches to facilitate change. Oversee compliance with
company and federal regulations and mandates (ADA, FMLA, FLSA, EEO)
along with other company policies and procedures while teaming with
corporate-based labor relations group to coordinate and enforce union
avoidance plans.
Selected Financial Achievements
* Delivered measurable savings - trimmed budget $350K over 1 year -
by implementing schedule controls and managing wages to reduce
overtime expenses.
* Optimized lucrative credit card sales opportunities through launch
of programs that provided incentives to cashiers for distributing
credit card applications.
* Achieved $1.5M decrease in state-imposed penalties by establishing
controls that reduced meal violations of hourly associates my more
than 75%.
ARDELLA COLEMAN o Page 2 o [2]acole9119@aol.com
Organizational & Operational Highlights
* Cut associate and customer accidents by more than 15%, while
reducing workers compensation - through institution of successful
safety programs.
* Drastically cut district turnover (31%) through initiation of
strategically based HR activities that boosted employee engagement
and satisfaction.
* Prevented union infiltration by introducing monthly roundtable
discussions that provided a forum for issues; interviewed
associates weekly and ensured timely attention to their needs and
concerns.
IBM, Armonk, New York o 2004-2006

EXECUTIVE COMPENSATION PROGRAM MANAGER (2004-2006)

Optimized executive salary development and corporate spending through
direction of equitable pay analysis, as well as evaluation and
benchmarking of competitive intelligence; established market- and
corporate-friendly pay ranges for executive employees
WORKFORCE DIVERSITY ANALYST
Advance corporate efforts to expand opportunities through development
of strategic plans to attract, retain, and support successful female,
minority, and disabled candidates/employees, then crafted tactical
initiatives to drive and fulfill diversity objectives.
Selected Highlights
 * Effected noticeable improvements to diversity relations through
implementation of several multi-faceted initiatives including
work-life balance, events targeted as various constituency groups
and interaction with multiple women's groups that work to reduce
concerns that impact women in the workplace
* Ensured ultimate success of diversity efforts by providing key
guidance to corporate leaders, which led to their buy-in and
support.
ADDITIONAL HISTORY
U. S. NAVY, Multiple U.S. and global locations o 12 years active plus
4 years ready reserve
* Managed payroll operations in Persian Gulf, Spain, and multiple
U.S. locations, as well as monthly budgets of $150M
* Have lived in Bahrain 3 years, Spain 3 years.
* Delivered training and coaching/development support to military
and civilian employees, including foreign nationals.
* Contributed to successful overseas operations through design and
execution of high-impact strategies.

EDUCATION & CERTIFICATION

Master of Human Resources and Labor Relations (summa cum laude)
Michigan State University, East Lansing, Michigan
Master of Business Administration (cum laude)
University of Phoenix
Bachelor of Arts in Sociology
University of North Florida, Jacksonville, Florida
African Studies
Graduate School, Howard University, Washington, DC
Six Sigma Green Belt
(Certification in progress)

Villanova University
Additional Professional Courses of Study:
Cornell University-- Human Resources Body of Knowledge:
Measuring HR's Impact Jan 2010
Employee Engagement Jan 2010
Human Resources Leadership Feb 2010
Aligning HR Strategy with Organizational Strategy March 2010
Issues and Concepts in EEO Law March 2010
Employment Laws for the HR Profession March 2010
Cornell University-- Leadership Body of Knowledge:
Understanding Team Dynamics May 2008
Managing Strategic Change May 2008
Establishing Momentum: Managing Structure, Resources and Performance
June 2008
 Sustaining Momentum: Motivating Through Vision, Culture and Political
Agility June 2008
Executive Decision Making July 2008
Leading Through Creativity July 2008
Proficient use of Word, PowerPoint and Excel
PROFESSIONAL AFFILIATION
Society of Human Resource Management (SHRM)

References
1. mailto:acole9119@aol.com
2. mailto:acole9119@aol.com