Cheryl Graves Jones, SPHR, SHRM-SCP

Experience

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  Victoria's Secret

  Jul 1998 - Apr 1999

  Human Resources

  Responsibilities: Supported EVP of Human Resources including assistance with management recruitment process, exempt performance reviews, and departmental projects.

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  EXPRESS-MED, INC

  Apr 2000 - Jun 2002

  Supervisor, Human Resources

  Express-Med, Inc. was one of the largest, national direct-to-consumer medical supply companies specializing in respiratory and diabetes products. Express-Med was acquired by MP TotalCare in June 2002.Responsibilities: Managed daily HR operations in all functional areas.  *Played a major role in creating the HR infrastructure including policies, processes, and procedures. *Managed health benefits including annual review, design, and cost/benefit analysis and recommendation to senior leaders; implementation of plan changes, and administration of both fully funded and self-funded plans.  *Actively participated in selecting and implementing HRIS/payroll and time & attendance systems. *Managed high volume recruitment/selection and onboarding of talent when organization tripled in size over a two year period.  *Designed and managed an annual internship program focused on business priorities and needs. Show less

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  CCS Medical

  Jun 2002 - Jun 2013

  CCS Medical is a national, direct-to-consumer medical supply company with call-centers, pharmacies, and distribution centers across the country. CCS generated $450M+ in annual revenues with employees in 43 states. Responsibilities: Led a national team of HR professionals and daily HR operations. Provided coaching and counsel on HR policies, processes and practices; workforce planning; job design and classification; talent acquisition, onboarding, development and retention; leadership coaching and development; performance management and development; compensation and benefit design and strategies; leave and accommodation administration; and regulatory reporting and compliance.  *Led HR efforts for organizational restructuring, acquisitions, mergers, and change management. Played a major role in planning/implementing restructuring and site closures impacting > 800 employees.  *Partnered with operations on workflow design and workforce planning strategies including job analysis/design, career paths, and process changes during operational restructuring/consolidation when headcount was reduced by 35% over 2 years. Participated in identifying key competencies for job descriptions, recruiting/selection, and performance management processes to identify top talent, skill gaps and training needs. *Collaborated with leaders on handling employee conflict/complaints; performance improvement; developing performance measures and evaluation tools; and employee development and engagement. *Directed timely investigation, resolution, and corrective action for employee concerns and grievances; exit management, and investigating/responding to organizational state and federal EEO charges. *Consulted with leaders on compensation strategies for new hires, promotions, demotions, and pay adjustments as needed.  *Redesigned HR infrastructure, automated HR processes, and identified and led HR projects and initiatives focused on process improvement and best practices. Show less MP TotalCare was a national direct-to-consumer medical supply company and pharmacy that generated $250M+ with approximately 900 employees. MP TotalCare was acquired by CCS Medical in November 2005. Responsibilities: Managed daily HR operations including coaching/counsel on HR policies and practices, employee relations, talent acquisition and onboarding, benefits, compensation, performance management, leader coaching and development, creating and facilitating training programs, developing employee initiatives and recognition programs, state/federal leave administration, safety programs and practices, and regulatory compliance and reporting.  *Following integration of MP TotalCare and Express-Med, collaborated with HR Director on redesign of HR infrastructure including employment policies and practices; review, redesign and implementation of process improvements and HR best practices across all sites; implementation of a new HRIS/payroll and time & attendance system; and partnering with leaders on change management initiatives to successfully integrate workforce and culture. Show less

  • Corporate Director, Human Resources

    Nov 2005 - Jun 2013

  • Manager, Human Resources

    Jun 2002 - Nov 2005
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  Kforce Inc

  Sept 2013 - May 2014

  Senior Human Resources Generalist

  Kforce is a billion dollar professional staffing and solutions firm specializing in technology, finance & accounting and health information management, serving commercial and government organizations across the United States and Philippines.Responsibilities: Provided consultation, guidance, and coaching to Northeast regional business leaders and employees on HR needs (~ 3,500 employees/consultants) including employee relations, performance management and improvement, exit management, employment policies and practices, organizational design and restructuring, employee engagement, health and wellness benefits, and administration of local/state/federal leaves of absence and employee accommodations under ADA. Ensured escalated employee and consultant complaints, attorney demand letters, and state/federal inquiries and charges (i.e., EEOC, DOL) were investigated and resolved with urgency. Show less

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  Eckerd (Eckerd Youth Alternatives, Inc)

  May 2014 - Jun 2015

  Senior Director, Talent Management

  Eckerd is one of the nation’s largest nonprofit child and family service organizations with child welfare, juvenile justice, workforce development and behavioral health programs in 10 states. Eckerd also partners with public and private organizations by sharing best practices and advocating for system reform to ensure quality outcomes.Responsibilities: Led people programs and strategies aligned with achieving business goals and objectives while improving HR services and efficiencies. Included providing coaching and counsel on employment policies and practices; talent acquisition, onboarding, engagement, development and retention; employee relations; performance management; job design and classification; workforce planning; organizational design and development; leadership coaching; compensation design and strategies; leave and accommodation administration; and regulatory reporting and compliance.  *Partnered with business leaders on organizational plans to integrate acquired businesses, to ‘stand up’ new programs, and communicate and manage restructuring of programs and operations. *Developed staffing models/plans to respond to RFPs for new business pursuits. *Designed a Talent Review process, with executive leadership feedback, aligning organizational vision and values with the evaluation/development of competence at all organizational levels with the goal of integrating criteria/measures into talent acquisition, employee development and succession planning processes.  *Performed full audit/update of HR policies/processes, job descriptions and classifications, compensation structure, leave/accommodation processes, and talent acquisition/onboarding processes to ensure best practices. Show less