Amy Kennemur Hall, SPHR

As a strategic partner to the College’s executive leadership team, I drive institutional outcomes by designing and executing people strategies that support a workforce of more than 3,000 full‑time and part‑time employees across seven campuses and multiple training centers at the largest community college in North Carolina. I oversee all human resources functions—including talent acquisition, benefits, compensation, HRIS, and employee relations—ensuring HR operations effectively advance institutional goals, operational excellence, and a high‑performing campus culture that serves more than 64,000 students annually. Key Responsibilities & Impact • Leverage expertise in employment law, HRIS/ATS platforms, and people analytics to strengthen compliance, streamline processes, and improve workforce decision‑making across a complex, multi‑campus institution. • Align the College’s people strategy with institutional priorities by leading initiatives in recruitment, talent management, organizational design, change management, performance management, succession planning, and workforce planning—supporting workforce growth and contributing to Wake Tech’s continued enrollment expansion. • Partner with the Leadership Team to design and implement human capital strategies that enhance organizational effectiveness and advance strategic plan objectives across 70+ academic programs and administrative divisions. • Lead, develop, and inspire a high‑performing team of HR Business Partners, improving HR service delivery and supporting leaders across all campuses and instructional sites. • Serve as a strategic liaison to Centers of Excellence, ensuring HR programs in Talent Management, Total Rewards, People Technology, and HR Consulting are aligned with institutional needs. • Drive cultural and structural transformation initiatives that enhance employee engagement, streamline HR operations, and strengthen institutional resilience during periods of growth and change.

Strategic leader in fostering collaboration, partnership & strategic planning. Key Contributions: • Grow organization employment by 20% • Reduce turnover by 15% • Implemented Diversity and Inclusion strategy: to include recruitment and pay transparency. • Chair of the NC DEI Committee and a member of the CIS National DEI Leadership Committee. • Developed a salary structure centered around equity Key over sight: * Developed and implemented business-specific values; aligned programs and processes including reward and recognition, performance reviews, development programs and employee communications. • Trainer: led collaborative engagements on DEI as well as HR best practices. • Designed succession program to build bench strength for key individual contributor roles. • Refreshed communications approach resulting in higher leader and employee engagement. • Executive leadership.

In a time of growth and expansion, I implemented a Diversity, Equity and Inclusion training program for the organization and Board members. I developed company-wide Human Resources programs relating to inclusive hiring, administered compensation & benefits, performance management, and created leadership training. I provided internal human resources consulting to management teams and divisions in areas to include employee relations, company policy and procedure compliance, performance analysis, career development, succession planning and benefits administration. Key Contributions: • Established a foundation for learning to include a focus in Diversity, Equity and Inclusion. • Develop and institute an innovative transparent workforce plan that fostered growth opportunities, reduced days to hire and cost per hire. • Established three additional sites resulting in an additional 31% addition to staff in 3 months with a result of all staff remaining in place at one year anniversary date. • Implemented exit interviews with all staff members resulting in modifications to practices resulting in increased employee tenure. • Create and implement a new Employee Handbook, restructured recruitment practice and formalized training and on-boarding at all four sites. • Reduction in benefit cost by 12% annually.

Responsible for partnering with all levels of leadership on recruitment, including hiring objectives, talent management, workforce planning and business strategy with a focus of Diversity, Equity and Inclusion. Professional Accomplishments: • Implemented online recruitment system - HRIS. • Developed and taught interview training for leadership team. • Reduced days to hire by 33% in an applicant job market. . Hired, trained and lead a team of four recruiters.

Developed a nation wide compensation structure to include research and benchmark all retail and corporate positions nationwide. • Created and implemented a compensation grading scale nationwide. • Partnered with Executive leadership to develop a philosophy for compensation. • Trained leaders on new compensation structure.

Provide Human Resource support and guidance to employees and leadership. Professional Accomplishments: • Selected and implemented online recruitment and resume tracking system. • Created and taught interview training for managers. • Benchmarked positions and completed annual salary surveys. . Developed and implemented Employee Reimbursement Program.

Responsible for partnering with all levels of leadership on recruitment, including hiring objectives, talent management, workforce planning and business strategy. Professional Accomplishments: • Implemented online recruitment. • Taught interview training for leadership team. • Reduced days to hire by 29% in an applicant job market.