This document is a resume for Tyra Spears summarizing her experience in strategic human resources and project management. Over her 20 year career, she has held various HR leadership roles at GE Power and CitiFinancial, gaining experience in areas such as business restructuring, talent acquisition, compensation, and international HR. Recent projects at GE Power include implementing a complex restructuring plan, designing transition services for impacted employees, and leading the closure of a location.

1. TYRA SPEARS
tyralspears@gmail.com  7301 Wind Chime Circle; Knoxville, TN 37932 (865) 560-1383
www.linkedin.com/in/tyralspears
Summary
Strategic Human Resources professional with a diverse background and demonstrated success in innovative solutions to
resolve complex conflicts and business issues. Known for building strong partnerships with management, driving
improvement in difficult work environments and leadership in talent development. Project Management with concentration on
driving to meet objectives and ensure delivery on time and in budget. Specific skills include:
 Business Restructuring  Strategic HR Planning  Talent Acquisition
 Employee Relations  Succession Planning  International HR
 Compensation  Behavioral Based Interviewing  Career Development Support
Experience
GE Power (formerly Alstom Power, Inc.) | Knoxville, TN | 2005 - 2016
Site HR Leader
Appointed HR Leader for site location responsible for execution of complex organization restructuring impacting two business
units. Business partner to senior leadership and implemented new strategic business plan to align with business blueprint and
achieve lean operations with objective of improved revenue.
 Implemented complex phased restructuring plan across 2 business units (Engineering & Financial Services). Achieved
legal compliance for restructuring plan to reduce labor cost by 2/3 and meet time deadline, which was shortened by several
weeks from initial plan. Exceeded expectations for cost savings and met target of fully implementing restructuring plan
within 6 months.
 Designed robust transition services providing support for impacted employees which included on-site coaching, career
transition workshops and employer spotlights to introduce companies with opportunities to impacted workers. Over 70% of
employees took advantage of support services prior to their last work day. In financial services comparable position were
identified in other business units or outside of company for over 2/3 of employees. This resulted in significant cost savings
for the restructuring program. Received a GE award for achievement.
 Redesigned the business strategic plan to achieve business restart in less than 60 days. Implemented new business
structure to support cross functional work teams and drive cultural transformation. Initiative tripled project opportunities
over 6 months.
 Introduced corporate sponsored No Rating Performance Development system. Administered training for management and
staff. Designed long range program that ensured program became part of local culture.
 Support complex international project with identification of resources and deployment to India, South Africa and Thailand.
 Led the closure of location following corporate decision to consolidate rooftops. Liaison with sister location to transition
project work load, transfer of staff and reduction of remaining employees.
 Coordinated facilities plan to close building, securing confidential information and intellectual property physical move &
remediation of office furniture and equipment. Met targets to achieve office closure within 1.5 months lead time.
Lead HR Generalist
HR Business Partner supporting business client groups through the largest industrial acquisition in GE history. Champion for
site integration to align with GE culture and business processes including transition of benefits, payroll, job structure alignment,
compensation system transition, new recruitment strategy and major business restructuring.
 Selected participant in post close cultural discovery to bring high potential employees from both organizations together and
identify gaps in culture and HR processes which became the roadmap to drive integration activities.

2. TYRA SPEARS
tyralspears@gmail.com  (865) 560-1383
 Communications lead on integration team to transition US-wide payroll to GE’s payroll system. Team was successful at
preparing for integration with 2 months lead time. Developed communication plan to encompass all payroll related changes
and year- end deadlines, which minimized employee confusion and errors in pay.
 Coordinated benefits rollout with GE corporate benefits with less than 1 months to ensure 100% enrollment from local
employee population.
 Expanded role to local HR lead when HR Director was appointed US HR Director and GE Integration leader.
HR Manager
HR partner to diverse client groups including R&D, Construction & Commissioning, Supply Chain Management, Financial
Shared Services, and Aftermarket Service organization. Advised on employee relations, compensation, training & development,
talent acquisition and international mobility program while supporting business strategies and objectives.
 Executed business reorganization of US location for global R&D function. Implemented innovative plan to utilize early
employee communication and strong transition service to identify internal and external opportunities for impacted workers.
Out of 100 employees, RIF impacted 7 positions, and the remainder located roles inside & outside of the organization prior
to layoff date. Aggressive action resulted in cost reduction of greater than $100,000 for restructuring plan.
 Built strategic plan to integrate Aftermarket Service organization into the Environmental Control business. Achieved goal
to capitalize on synergies and realize cost savings to allow business to adjust and meet changing market conditions.
 Special project to analyze HR function across US locations and develop plan to reduce duplication of services and achieve
lower service cost. Project resulted in the implementation of HR Shared Services organization to consolidate US payroll,
recruiting, legal and international assignment support. Following initial project, led a subproject as Key User to design and
implement single timekeeping solution across all US locations.
 HR Key User for (SAP) software implementation pilot program. Completed User Accepted Testing meeting time deadline
under difficult circumstances ensuring the software launched on the planned date. Designed and delivered all training for
HR timekeeping function in pilot program; materials developed were subsequently used as base line for implementations
globally.
Human Resources Consultant (2005 – 2010)
HR generalist support to R&D, Engineering and Construction & Commissioning organizations, approximately 150 employees.
 Lead HR support for startup of new business unit (Carbon Capture Systems), achieved strategic plan to grow organization
headcount from 10 to over 100. Implemented workforce plan for R&D and Engineering roles needed to achieve pilot plant
operations.
 Planned and executed sourcing and recruitment to fill over 100 positions within a year meeting workforce demands during
the largest growth period in business history. Managed relationships with external recruiting partners and staff of contract
recruiters. Successful implementation of Targeted Selection, behavioral based interview program.
CitiFinancial & Citi Cards | Knoxville, TN & Johnson City, TN| 1995 - 2005
HR Specialist & HR Representative
Held several HR roles with generalist responsibilities. Gained broad experience in all aspects of HR providing support to
managers and employees. Roles included payroll, compensation, benefits, recruitment, and employee relations.
 HR Leader during closure of site and layoff of approximately 300 employees.
 Successful implementation of background check procedures that ensured compliance with corporate standards
 Experience in PeopleSoft HRIS including HR reporting. Part of implementation for Taleo staffing system across US.
Education
East Tennessee State University
Bachelors of Business Administration, concentration in Human Resources Management