TANIKA WILLIAMS

• Guided management of employee-employer relationships, resolving conflicts and escalating complex issues.
• Developed strategies to foster an inclusive and equitable workplace environment.
• Collaborated with Talent Partners, Talent Operations, and Learning & Development to standardize practices.
• Ensured consistent performance and growth across various crafts within the organization.
• Supported development and coaching initiatives for new managers to enhance leadership skills.
• Monitored global policies for equity, ensuring fair application and clear communication.

• Successfully introduced and incorporated succession planning to our leadership team.
• This allowed our leaders to evaluate their team against clear KPIs.
• Direct strategic planning efforts by managing headcount reduction exercises lead by our CFO to elevate our talent profile.
• Reimagine existing processes and develop new processes to streamline operations while increasing efficiency to reflect our evolving structure.
• Effectively lead in developing and executing best practices and rebuilding culture during an iterative business transformation.
• Foster strong relationships with key stakeholders across the business with consistent engagement and an understanding of business goals.
• Directly manage and mentor the Talent team to provide top tier support to our clients-you.
• This included re-evaluating our Talent structure to better support the business model.

• Influenced leadership decisions by contributing unique talent perspectives as integral team member.
• Developed and executed HR strategy targeting talent growth, engagement, and performance management.
• Analyzed engagement survey results, offering key recommendations to leadership for improvement.
• Created supportive environments for navigating challenging conversations among employees.
• Partnered with Learning & Development Lead to launch new performance management system, Lattice.
• Increased employee engagement through effective introduction and use of Lattice platform.
• Streamlined feedback processes leading to higher participation rates in performance assessments.

Company Overview: Global creative collective of placemakers, brand builders and storytellers

• Evaluated the current compensation structure and philosophy to ensure parity throughout each career stage.
• Partnered with Diversity, Equity & Inclusion consultant to develop meaningful and measurable actions in every area of the business.
• During the COVID pandemic, provided leadership in times of crisis and change initiatives which included safe Return to Office guidelines.
• Mentored and coached staff members, enabling them to reach their highest potentials.

Company Overview: Digital business transformation & consulting (Publicis Groupe)

• Partnered with the local leadership team to develop and promote a cohesive and collaborative office culture in response to a new model.
• Socialized the performance management philosophy-Enabling Your Potential- by setting goals, assessing performance, managing the bench and promotion & merit cycles.
• Coached and counseled people managers and our people on various performance and employee relations topics to mitigate organizational risk.
• Led and directed team members on effective methods, operations and procedures.
• Collaborated with the vertical lead to make recommendations on headcount reductions and furloughs in response to the COVID-19 pandemic.

Company Overview: Nonpartisan, not-for-profit organization that conducts behavioral and social science research and delivers technical assistance to solve challenges in the U.S. and around the world.

• Advise management on employee relations matters to mitigate organizational risk in day-to-day human capital management: hiring, staff development, discipline, terminations, employee complaints and legal actions, etc.
• Provide strategic guidance on human capital initiatives such as performance management, compensation, training and development.
• Establish and implement process improvement that supports the business needs.
• Collaborate with recruiting team to ensure effective implementation of the recruiting strategy and process within the Assessment group.
• Partner with Senior Human Capital Partner to revise the existing Performance Management system and process (this was ongoing as senior leaders priorities shifted).
• Partner with Learning & Development team to evaluate current training initiatives and pilot new curriculum.
• Manage the internal employee relations database; tracks and explores trends.
• Evaluate existing exit survey process to determine value and validity; monitor exit survey results and make recommendations to leadership based on my findings.

Company Overview: Global advisory and advocacy firm

HR Director for the NA region which included Washington, DC, Chicago, New York, Raleigh, Seattle and West coast. I was hired to elevate the HR leadership and presence for the NA region while making recommendations for my HR team.

• Lead a team of four (4) for the North America offices.
• Partner with Chief Talent Office to develop and launch a new performance management system, Ultimate Software, that impacted the firm globally.
• Review and revise salary bands for D.C and NY offices, which created market adjustments for junior and mid-level staff. Also reviewed specialized groups, such as creatives, within the firm to determine adjustment.
• Refine and reintroduce various programs: Spot Bonus Program, Parental leave and Mentor Program.
• Designed various training programs tailored to specific job roles and responsibilities across all levels of the organization.
• Manager 101
• Performance management training
• Guide and coach management on employee relations best practices; work directly with our counsel to resolve escalated employee relation issues.
• Conduct and lead Global Exchange panel in order to add rigor around selecting our Global Exchange recipients.
• Revise existing internship program to identify strong, potential talent, increase APCO’s visibility and develop a competitive program that students want to experience.
• Conduct exit interviews, gather and compile data to share common themes as it relates to retention.

• Provided HR guidance to management on performance management, disciplinary actions, and terminations.
• Developed recruitment strategies to source qualified candidates via online postings and social media.
• Collaborated with hiring managers to streamline interview processes for open positions.
• Organized training sessions on workplace safety procedures and company policies for new staff.
• Partnered with HR Director to create and deliver a comprehensive manager training series.
• Researched and initiated pilot senior leadership development series for organizational growth.
• Trained and mentored HR Assistant and junior Recruiter to enhance team performance.

• Refine the new hire onboarding process to include a more comprehensive approach, which includes office services, IT, and managers.
• Lead and facilitate the initial benefits orientation, annual benefits open-enrollment process.
• Organize and deliver small group information sessions to review plan design changes, costs, and field employee questions.
• Transitioned from a manual annual review process and launched an online performance management system, streamlining the review process and resulting in increased employee participation and manager accountability.
• Prepare and conduct exit interviews, and provide a quarterly report to management as it relates to retention.
• Coordinate a firm-wide diversity and inclusion initiative, which involved a consulting firm, developing a survey, and conducting interviews to determine the current climate of the firm.
• Successfully restored a strong, mutually beneficial relationship with the talent development division of our parent company.
• Work closely with the Values Committee to revamp and launch new values, which have successfully shifted the culture and created a more inclusive and inspirational environment.
• Develop, maintain, and update HR content on our intranet site.