Stacey Hattle

Background

About Stacey Hattle

I am a results-driven Human Resources Leader with strong business acumen focused on delivering exceptional service and developing innovative, fiscally responsible solutions that contribute to the success of the business. I pride myself on being a trusted advisor and strategic business partner. I am passionate about HR strategy alignment with business objectives and culture, designing compensation initiatives, identifying opportunities for operational efficiency, using data to make sound decisions, and delivering an exceptional employee and candidate experience. I’m known for being analytical, resilient, collaborative, and thoughtful. AREAS OF EXPERIENCE: HR & Total Rewards Strategy Design | HR Operations | Employee Value Proposition | Pay Structure & Merit Matrix Design | Strategic Planning & Execution | Compensation Philosophy | Incentive Plans | Statistical Analysis | Succession Planning | Organizational Design | M&A | Matrix Model | HR Risk & Compliance | HR Business Partner | Talent Management | FLSA | OFCCP | Leadership Development | Performance Management | Excel | Workday | HRIS | Taleo | Financial Management | Process Improvement | Risk Thresholds | Talent Acquisition | Employee Branding | Change Management SELECTED ACCOMPLISHMENTS: TALENT MANAGEMENT: Led Workforce Cultivation Team - cross-functional, senior leadership working group; redesigned performance management, talent competencies, bonus structure, vacation program, and corporate goal-setting process - designed for strategy alignment and employer-of-choice initiative. OPERATIONAL EFFICIENCY: Built HR solutions, policies and practices in a fast-paced, complex, and highly-regulated environment. Synced performance management with key business processes across three lines of business and shared services. COMPENSATION: Partnered with executive leadership; established total rewards philosophy, pay structure, merit program, compensation metrics, and compensation practices/procedures. Managed and enhanced compensation structure for a rapidly growing organization. HR OPERATIONS: Reorganized Human Resources department to support new multi-business/shared services matrix organizational structure, developed new areas of HR Compliance and HR Operations, introduced HR risk thresholds, enhanced HR analytics, streamlined policy & procedures, and implemented Workday. SUCCESSION PLANNING: Implemented an executive-level succession plan; developed talent profiles, mentor program and talent experience solutions to address skill gaps - effectively delivered on Board of Directors’ expectations.