Current resume - 2016

1. LISA MCELROY
690 Division St. Pleasanton, CA 94566
253-670-9690
LLMCELROY18@gmail.com
www.linkedin.com/in/llmcelroy
Human Resources Business Partner
Engaging, focused and strategic Human Resources leader with progressive
experience in multi-unit world class organizations. Trains others through strong
communication style and organizational ability. Attentive to employee relations
issues with a methodical approach, produces stability and support through the
investigatory process. Building relationships with business partners with the focus
on operational needs is the basis for obtaining top-notch results. Recognized for
inclusive and collaborative work style respecting people, product and company goals.
Experience
HR Business Partner / Disney Consumer Products / Burbank, CA / 2010-2015
Responsibilities included employee relations, leadership ranking and succession planning, talent
assessment, leadership development, Cast Member surveys, performance management,
compliance, compensation and merit planning. Supported West Coast - field and corporate.
Regional Employee Relations Manager / H&M / Chicago, IL / 2008-2010
Investigated and resolved all corporate and field employee relations issues on the East Coast and
Midwest; assisted with recruiting and leadership development during peak store opening growth
period.
Regional HR Manager / Domino’s Pizza LLC / Seattle, WA and Las Vegas, NV / 2005-2008
Completed all Generalist duties including recruiting and retention, employee relations, leadership
development, benefits, and performance management. Created the Performance Review for
delivery drivers.
HR Manager / Bloomingdale’s; Macy’s / Newport Beach, CA and Seattle, WA / 2001-2005
Completed all Generalist duties supporting store leadership and 450 sales associates in a union
environment. Dual location span of control.

2. LISA MCELROY
LISA MCELROY
Human Resources Business Partner
Education / Professional Development
 Currently enrolled at the University of Phoenix / BS Business / Completion by 2017
 Associates Degree / Business / Fashion Inst. Design and Merchandising / LA
 Human Resources Certification / University of Phoenix / Cypress CA / 1998
 Professional Human Resources (PHR) Certified since 2005
 SHRM CP Certified since 2015 / SHRM member since 2004
 Formal Harassment Investigation Training
 DISC Certified Trainer 2015
Areas of Expertise
Employee Relations Investigations Full Cycle Recruiting
Talent Management Turnover / Retention Benefits
State / Federal Compliance Union Mediation 360 Degree Feedback
Compensation / Salaries Training / Development On-boarding
Career Highlights
International and New Market Expansion for the Canadian and Puerto Rican Market. Conducted
investigation of Human Resource standards, State laws and policies for international locations. = Led the
recruitment and training of Regional, District and Store teams.
Productive results in talent management and succession planning achieved through developing
strong relationships with corporate partners and business leaders. Implemented yearly ranking to identify
top talent. Able to influence leadership to make decisions in the best interest of the organization and
employees.
Reduced liability during downsizing by acting in a role of intermediary to elevate inequity of vacation
pay distribution. The company incorrectly paid too many vacation hours to employees and tried to retract
payment. After thorough investigatory work, 100% of employees were eligible to keep the payout due to
non-sufficient record keeping on behalf of the company.
Improved turnover by 68% from 2013-2014 with part time employees. Results were obtained by
fostering a team environment, reduction of employee relations issues, and increasing morale.
Created the Development Action Plan for top talent leaders. Collaboratively developed the Disney
Store Competencies tool to support District and Regional Managers assess, coach, and restructure their
teams equitably. The tool offered focused weekly and monthly feedback, was used in all performance
management, and prevented EEOC claims to escalate during job elimination process.