SherEureka McDavid, MBA

-Led the design, execution, and ongoing management of HR policies, programs, and people operations for Amazon Delivery Associates, serving as a trusted resource, brand ambassador, and employee advocate. -Oversaw Talent Acquisition full-cycle recruiting and workforce planning. Revamped the onboarding and new-hire experience, successfully hiring and onboarding 1,000+ delivery associates. -Ensured full compliance with employment eligibility (I-9), employment verifications, Department of Transportation (DOT) regulations, JJ Keller DataSense requirements, and Amazon ad hoc audits. -Monitored and enforced Amazon Transportation and Risk Compliance (TRC) policies. -Planned and executed employee engagement initiatives designed to reduce turnover, strengthen morale, and proactively address risk. -Partnered with leadership to develop and launch the “Voice of the Driver” initiative, contributing to measurable improvements in employee engagement and reductions in turnover. -Oversaw employee relations across the organization, including inclusiveness initiatives and workplace investigations, and the disciplinary action process. -Facilitated performance evaluation processes that encouraged meaningful performance conversations while supporting employee wellness and development. -Reported and tracked incidents and accidents, managed safety documentation, and served as the primary point of contact for Workers’ Compensation claims and Department of Labor unemployment claims. -Served as Benefits Administrator and liaison to health insurance brokers; coordinated and facilitated 401(k) open enrollment programs for eligible employees. -Championed employee advocacy through coaching, recognition programs, incentive recommendations, and inclusive engagement strategies. -Worked directly with Amazon Delivery Service Partners to ensure alignment with Amazon standards, HR best practices, and compliance requirements.

-Led in-office and virtual teams of operational support staff while managing local and global initiatives focused on Human Resources programs, career management, and talent development strategies. -Partnered with senior leadership to attract, develop, and coach a diverse, high-performing, and rapidly growing workforce. -Ensured organizational compliance with EEO, ADA, FMLA, and federal, state, and local employment laws. -Communicated policies, procedures, organizational expectations, and mission-driven values with clarity and transparency. -Served as an employee advocate by addressing workplace concerns, investigating reported incidents, and resolving employee relations matters with fairness and consistency. -Acted as a liaison in disciplinary, coaching, and performance improvement discussions, ensuring alignment with company policy and employment law. -Assisted in Total Rewards initiatives, and pay-for-performance recognitions, ensuring accuracy, equity, and compliance. -Consulted with mid-level and senior leadership on Performance Management initiatives such as annual performance reviews and talent decisions, including merit increases, promotions, pay grade updates, and annual bonus determinations. -Served as a brand ambassador and strategic connector between leadership teams, driving change management initiatives, goal alignment, succession planning, and global projects designed to enhance both employee experience and client outcomes.

-Served as the day-to-day HR point of contact for 4 Regional Human Resources & Career Management Managers and 300+ home-based and remote employees, supporting workload management, issue resolution, and ongoing HR guidance across a distributed workforce. -Counseled leadership on staffing challenges, and workforce planning. -Investigated workplace issues and consistently applied HR policies to daily operations. -Led focus groups and action teams and conducted workforce analysis to identify and implement improvements impacting staffing effectiveness, employee engagement, and retention. -Served as practice leader for the Manpower Annual People Survey (MAPS), translating feedback into actionable strategies. -Coordinated inclusiveness initiatives and performance achievement programs. - Initiated new Human Resources administrative processes for internal shared services teams, ensuring quality assurance, operational efficiency, and positive candidate and consultant experiences. -Partnered with senior leadership to build and sustain a culture centered on trust, integrity, accountability, performance management, and self-directed career development. -Authored business plans focused on operational performance improvement, Total Reward and recognition strategies, and innovative people solutions to position the organization as an employer of cross-functional training and internal mobility. -Oversaw day-to-day office and workforce operations to ensure employees were informed of their rights, organizational risk was minimized, and a safe, respectful, and harmonious work environment was maintained.