Chansity Mitchell, MBA

 Strategic HR Leadership- Developed and implemented human resources strategies by proactively shaping programs and practices for maximum business effectiveness.  Organizational Alignment & Performance- Directed strategic HR operations for a multi-site organization with 300 employees, aligning human capital initiatives with business goals to drive organizational performance.  HR Technology & Systems Integration- Directed HRIS and payroll systems integration to unify employee data, benefits, and compensation reporting, increasing analytics capabilities and executive decision-making.  Cross Functional Collaboration- Collaborated with Finance and Legal teams on labor cost forecasting, compliance strategy, and executive policy development.  Executive Advisory & Workforce Planning- Advised senior leadership and the CEO on organizational structure, workforce planning, and legal considerations related to human capital.  Compensation & Total Rewards Strategy- Oversaw compensation strategy including salary benchmarking, incentive planning, and total rewards to ensure internal equity and external competitiveness.  Regulatory Compliance & Risk Management- Ensured compliance with all relevant federal and state regulations, including FLSA, ACA, IRS, EEOC guidelines, and wage and hour laws, reducing audit risk and safeguarding organizational integrity.  HR Trends & Talent Management Expertise- Maintained knowledge of trends, best practices employment law, and talent management.

 Human Resources Leadership-. Built strong partnerships with business unit leaders to align HR strategies with organizational objectives. Recommended and implemented strategic changes to improve team performance. Served as interim Vice President of Human Resources, regularly reporting key updates to the COO and CEO.  Workforce Agreement/Management- Led immigration case coordination with contract labor attorneys and directed post-acquisition HR integration efforts. Ensured full legal compliance with multi-state labor regulations and employment laws.  HR Operations and Strategy- Oversaw HR functions across 42 locations in 14 U.S. states and Canada, including change management, retention, compensation, employee engagement, leadership development, benefits, and performance management.  Regulatory Compliance- Ensured compliance with federal, state, and provincial employment regulations. Developed and rolled out new HR policies and procedures to address compliance gaps across all operating regions  Initiative Implementation and Process Improvement - Spearheaded the implementation of an electronic document management system, restructured onboarding and orientation programs, and introduced employee engagement and exit surveys. Launched data-driven initiatives, including metrics to track trends and mandatory HR-hiring manager alignment meetings, with ongoing impact reporting to senior leadership.  Employee and Labor Relations-. Directed all aspects of employee relations, including handling grievances, disciplinary actions, and workplace investigations. Prepared arbitration cases and participated in collective bargaining and contract negotiations at unionized sites.

 Employee Engagement: Led the development and execution of strategic programs to foster employee engagement across Houston Airport System (HAS). Collected and analyzed employee feedback to continuously improve initiatives supporting the full employee lifecycle.  Strategic Alignment: Designed and implemented engagement strategies aligned with HAS “Rise to Win” Principles, Core Competencies, and organizational values—utilizing analytics to track progress and celebrate employee achievements.  HR Advocacy: Conducted stay interviews for key positions to proactively reduce turnover. Partnered with leadership to identify development needs and implement learning interventions that supported a strong employee experience and workplace culture.  Program Administration: Oversaw the administration of major programs including Educational Assistance, Wellness Reimbursement, HAS Service Anniversary, and FitBit Program. Managed and aligned all flagship recognition events with corporate standards.  Internal Communications: Developed and distributed internal communications related to digital transformation, workplace etiquette, document retention policies, training initiatives, wellness programs, and policy updates—ensuring clear and consistent messaging.

Leadership- Served as the Human Resource District Manager (HRDM) to 1,000+ employees across 20 Target stores located in Bellaire, Southwest, Humble, Spring, Woodlands, Conroe, Pearland, Sugarland, and the Galleria service areas. Compliance- Developed programs aligned with State/Federal HIPAA, FMLA, NLRB, FLSA & ADA laws. Spearheaded internal investigations & resolved confidential matters ethically, which in turn, reduced sanctions & achieved cost-effective outcomes. Profiling & Recruiting- Determined factors that attracted applicants through research, interviewing applicants, analyzing Best Team Survey questionnaires results & conducting focus groups. Authored requisitions, updated job boards, & posts to internal and or external employment search engines. Coordinated 20+ Mad Hiring Recruiting Events resulting in 500+ new employees. Succession Planning- Launched the Right People in the Right Place initiative. Created employee profiles that captured performance, years of service, education & leadership contributions. Established pipelines that identified key contributors & leaders; assigned mentors to execute cross-training & knowledge transfers so candidates were equipped to fill key business roles.. Directional Strategies- Created initiatives that increased Target’s employee attendance, talent bench strength, interviewing process fluidity, store opinion, team engagement, and recruitment of quality interns & recent college graduates by nearly 15%. Retention Initiatives- Produced initiatives that reduced attrition rates by minimizing rote work, burnout and sedentary assignments & increased leadership opportunities, recognition incentives, exposure to more innovative roles, and workplace flexibility. Risk Management- Co-authored store’s first Standardized Disciplinary Tracking System (SDTS) that provided early warning detection of legal risk. Utilized chat sessions, root-cause analysis & operational readiness strategies to pinpoint & minimized risk.

Reconciliation- Formed best practices to resolve staff-related issues on professionalism, performance, grievances, avoiding burnout, time management, return to work, unscheduled leave of absences, tardiness, work accommodation & communication. Team Building- Designed strategic initiatives, town hall engagement events, and conferences to build stronger internal & external teams. Facilitated quarterly team building activities with executive leaders, HR Managers, vendors & employees. Recognition Programs- Established programs that boost morale, employee engagement, recognition, innovation, Team Member Emergency Assistance Fund (TMEAF) allocation, accurate employee appraisals & promotion from within. Talent Management- Performed 100+ group & 1:1 training sessions on payroll management, customer service, task prioritization, leadership, active listening, teamwork, intrinsic/extrinsic motivation, diversity & inclusion, motivational interviewing, business acumen, setting boundaries, career coaching, psychological safety, quality improvement, conflict resolution, and work-life balance. Performance Improvement- Executed the conceptualization, design & implementation of initiatives designed to strengthen employee/managerial communication, motivation, retention interventions, and departmental, team & individual productivity.

Loss Prevention & Detection- Decreased theft by 25% by replacing outdated cameras, reviewing surveillance footage hourly & hiring plain clothes officers to monitor the store internally & externally. Accounted for broken/missing items through daily inventory, proper staging, and replenishment of Men’s & Women’s wear, jewelry, home goods, grocery, furniture & stationary. Operational Readiness- Conducted weekly meetings and completed staffing schedules to ensure adequate store manpower & security per shift. Executed retail goals by delegating tasks & allocating resources to stores with heavier traffic. Training- Designed PowerPoints, handbooks & standard operating procedures (SOPs) for hourly team members and team leads. Vendor Management- Corresponded with Team Leads from Starbucks, Pizza Hut, Coke, Pepsi, Glacier, Keebler, Nabisco & other retailers to account for lost/damaged products. Communicated merchandise receipt, setup, brand perception & QA expectations. Safety Initiatives- Developed and implemented procedures for testing/sounding alarms, responding to crisis, applying security tags/devices, staging mirrors & closed-circuit video cameras, accounting for merchandise loss due to burglary, securing cash registers, credit card information, company assets, and other customer-employee related safety measures.

Onboarding- Executed 500+ tasks relating to interviews, drug screenings, background checks, and references verification while completing tasks associated with new hires orientation, procurement and logistics for new hires. New Hire Orientation- Established employee profiles & facilitated new hire informational sessions. Interpreted organizational policies while assisting with payroll, timesheets, direct deposits, tax withholdings, W-2, I-9’s, and credentialing. Benefits & Career Counseling- Advised 300+ new hires on benefits selections such as vision, dental, medical, short & long-term disability, accidental death & dismemberment, supplemental insurances, HSA or flexible spending account. HR Programming- Developed programs that improved talent acquisition, employee retention, employment processing, health & welfare benefits, personnel transactions, professional development, records management & organizational performance. Database Management - Supported business needs through PeopleSoft HRIS and completed 2,000+ HR transactional relating to employee profiles, retirement, employee relocations, tuition reimbursements, promotions & compensation changes. Auditing- Conducted random audits on personnel files, I-9’s management and reduction in force (RIF) metrics paying close attention to the seven-business day turnaround severance payout policy following resignations, terminations and or layoffs. Change Management- Created new HR competencies to establish common language, consistency, organizational fluidity & expectations for the other generalists, advisors, managerial staff & employees. Streamlined current processes & policies to made departmental and organizational changes seamless and less disruptive.

Human Resource Management Certification