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Vesneske Human Resources Resume 2016

An overview of my 17 years of experience as a human resources leader in all areas: labor relations, recruitment/selection, staffing, EEO, ADA, FMLA, retention, policy development and compliance, and employment branding.

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Vesneske Human Resources Resume 2016

  1. 1. 509-999-9283 stacivesneske@hotmail.com STACI VESNESKE Human Resources Experience Labor Relations Organizational Development Labor Law/Administration Recruitment Selection Systems Employer Branding Executive Coaching/Collaboration Social Media Optimization Mentorship Programs Talent Pipeline Development Internal Talent Development Compensation/Classification Benefit Administration Performance Management Strategic Planning HRIS/Technology Adoption HR Accountability Data Change Management Diverse Workforce Development Workforce Needs/Staffing Modeling Succession Planning HUMAN RESOURCES LEADERSHIP EXPERIENCE 2011-current: Chief Human Resources Officer Clark County School District (40,000 employees) Overview: Provide leadership to all functions within the Human Resources Unit including recruitment for all support, professional, and executive/administrator positions, hiring, assignment, transfer, retention, onboarding, new employee development, reductions in force, contract administration, salary implementation and other human capital needs. Results: v Revamped, updated, and provided alternative, technology and blended learning delivery systems to support to newly hired staff as resources declined for the organization’s mentoring/onboarding function. v Led development and implementation of new “Calling All Heroes” recruitment campaign both locally and nationally; as a result, have brought national and world-wide attention via news stories, to include Huffington Post, National Public Radio, Slate, Associate Press, the Employment News Network, and Education Week. Increased overall teacher hires by 14%, and increased the number of hires who have previous teaching experience by 57%; increased number of new teachers who identify as racially/ethnically diverse from 24% to 35%. v Overhauled and updated all application and recruitment methods, materials, and website, to include alignment with organizational needs, more strategic use of consistent messaging, utilization of multiple social media venues, and leveraging of television, radio and print media. v Completely reorganized the Human Resources Unit from an employee function/type structure to a business partner/human resources generalist and executive support model. v Developed human resources data tracking and goal tracking systems using “workarounds” due to currently outdated human capital technology system. v Increased professional application numbers in 2013 and 2014; this resulted in the highest quantity of applications within the past ten years; on track to do the same in 2015. v Adopted new applicant tracking system with associated changes in process for approximately 26,000 applications per year, providing front-line hiring managers with greater access to applicant data, while at the same time increasing back-end candidate vetting processes. v Further developed and greatly expanded internal production of teachers through our organization’s own training program for Bachelor’s degree holders; increased program participants from approximately 80 to over 500 annually, resulting in CCSD becoming the largest provider of teacher candidates in the state of Nevada; currently developing distance/on-line learning components to reach, train, and recruit professional and other staff throughout the United States.
  2. 2. 509-999-9283 stacivesneske@hotmail.com 1999-2011: Assistant Superintendent, Human Resources Spokane Public Schools (4700 employees) (Previous Positions within Human Resources: Director, Executive Director) Overview: Supervised human resources administrators and staff to ensure accuracy and efficiency in the maintenance of over 4700 employee records and 2000 new applications per year; adapted and created processes to implement new state and federal requirements as necessary. Results: v Provided training and coached principals and other executive administrators to solve problems in regard to transfer and reassignment processes, employee misconduct and discipline, investigations, supervision of staff, legal processes and requirements, and employee relations. v Directly oversaw mentoring program for professional staff, including coordination of new staff support, mentoring, and coaching to align with performance expectations and organizational values. v Led all bargaining processes. Worked collaboratively and successfully with 15 different bargaining units using interest-based and traditional bargaining strategies to interpret and implement contract provisions, negotiate contracts, serve as the administrative lead on employee leadership teams, solve employee concerns, process grievances and prepare for grievance hearings/arbitrations. v Supervised and oversaw activities of the Equity Services administrators and staff, including the district’s EEO officer, equity specialists, and the Equity Services Director; assisted in fostering organizational cultural competence and culturally responsive behavior. v Served as adjunct instructor teaching Human Resources Management for Washington State University; taught district and state-level seminars for administrators, university students, other human resources professionals, and professional associations on a wide range of human resources and talent development topics. v Led effective recruiting and hiring processes which resulted in the selection of over 400 highly skilled, culturally competent staff each year by changing and adapting selection strategies and tools. v Conducted investigations and administered discipline as appropriate for numerous employees per year, terminated or prepared employee resignation agreements in conjunction with legal parameters and in consultation with the district’s legal counsel. v Led departmental and bargained processes to implement first certificated teacher layoff in more than 25 years; worked with union leadership to implement employee transitional help. v In conjunction with finance department, allocated and budgeted for staff in over 50 schools in addition to multiple sites and programs, coordinated staffing processes, forms, and models with executive staff, and changed or adapted staffing processes to better assist financial tracking and organizational reform. OTHER EXPERIENCE 1996-1999 Assistant Principal, Curriculum and Instruction (1996-1999): Teacher (1989-1996); Shadle Park High School Spokane, WA v Determined staffing needs, hired appropriate staff, coached/evaluated teaching and support staff, worked with staff to utilize effective instructional techniques and to plan effective curriculum. v Assisted in developing instructional goals and action steps; evaluated and assisted probationary and tenured staff. v Assisted in maintaining a positive school climate, administered student discipline, solved conflicts between and among staff, students, and parents. EDUCATION
  3. 3. 509-999-9283 stacivesneske@hotmail.com 2001-2007 WSU Spokane, WA v Doctorate of Education, Educational Leadership v WSU Chancellor’s Award for Academic Excellence v David L. Clark National Award for Excellence in Educational Administration Research 1991-1995 Whitworth College Spokane, WA v Masters of Arts, Secondary School Administration 1984-85/1987-89 EWU Cheney, WA v Bachelor of Arts, English/Spanish Education 1985-1987 University of Washington Seattle, WA v General university requirements REFERENCES Any of these references may be contacted, in addition to my current supervisor. Barb Wright Assistant Superintendent, Human Resources (retired) Spokane Public Schools 509-892-4046 Relation: Ms. Wright supervised me in Human Resources for nine years prior to her retirement, when I replaced her in the position. Dr. Nancy Stowell Superintendent Spokane Public Schools 509-466-4903 Relation: Dr. Stowell supervised me when I held the Assistant Superintendent, Human Resources role in Spokane. Missy Hallead Vice President, Human Resources, Luxor MGM Resorts International 360-901-1815 Relation: Ms. Hallead was a colleague when we were Assistant Superintendents for the Human Resources departments of our respective districts in the state of Washington; we are still close colleagues in our current roles in Las Vegas. Ryan Yanagi Former Deputy Chief Human Resources Officer, currently Director, Human Resources, at Luxor Hotel/Casino Clark County School District 725-400-5762 Relation: I directly supervised Mr. Yanagi until he moved to the casino industry.