Frederick Davis

  • Denver US-CO
Frederick Davis

CustomSmall

Measurable Results:

I have taken graduate level courses to learn effective qualitative and quantitative evaluation techniques. I also have over six years experience in establishing metrics related to diversity & inclusion efforts in various areas of  business (i.e. administration, HR and field operations); with the goal of having management see the direct benefit of their time and energy.

For each initiative being implemented I would be able to articulate:

·  Here’s what we are doing

·  Here’s why we’re doing it

·  Here’s how it aligns with company goals and strategic platforms

·Here’s the expected outcome

 Innovation:

I believe, however, my experience in the worlds of education, social service and corporate have allowed me to be a sponge in learning, researching and effectively implementing innovative work in the arenas of Diversity, Inclusion and Accessibility. This has forced my teams to set  high standards of expected results as well as assurance of team / work-site inclusiveness.

People Centered:

I have over nine years of experience employed (and leading departments) in a student support role working with high school and college students on personal / professional development, conflict resolution and advocacy.  Anything I do related to working with people will always have a focus on individual esteem and team strength.

Summary

Human Resources / Business Development

An accomplished professional with the vision to continue to work within an organization where I am part of a team whose accomplishments progress towards organizational strategic platforms and work to gain formal recognition for efforts.

Long standing reputation for innovation and effectiveness in the arena of Human Resources, Business Development, Talent Acquisition and Training & Development due to:

  • leadership experience in the fields of education, business and social service
  • solid work ethic
  • life-long learning philosophy
  • operations leadership training
  • enthusiasm  
  • strong communication & listening skills. 

* 6 years in organizational key leadership roles

* 14 years of frontline and administrative experience

* 7 years Human Resources experience (sp. Talent Acquisition, Training & Development and Generalist)

Professional Training

·Cultural Competency·  Effective Marketing to Diverse Communities ·  OFCCP Training: Impact Ratio Analysis·Executive Recruiting                ·  Qualitative & Quantitative Assessment Strategies  ·  Strategic Planning / Project Management (incl. LEAN)         ·  Community Engagement / Public Relations Strategies            ·  Small / Large Group Facilitation     ·  Operations Leadership Training (3 Month Program)              ·  Small Business Development Practices  ·  Conflict Mediation ·  Social Networking & Recruiting Talent·  Technology: Candidate / Employee Tracking Tools· Technology: Microsoft SharePoint· Technology: 2010 Microsoft Office· Progressive Fundraising Strategies: Time, Talent & Treasures 

Work History

Work History
Nov 2006 - Present

Project Manager

Starbucks Coffee Company

Primary accomplishments:

Played a key role in establishment of over twenty regional and business unit Diversity Leadership Teams / Councils – an increase of 50% [designed to be crucial to driving specific diversity business, EEO compliance and talent management needs]. Developed and implemented Diversity Business initiatives specific with regional and business unit “bottom-line” priorities (i.e. store site revenue and staff goals). Was team leader in working with company field Human Resources personnel on two high profile employee retention initiatives: 1) increase executive support of employee resource groups 2) create leadership mentoring program targeting underrepresented employee populations.

Additional responsibilities included:

Serviced organizational support functions and operations retail business clients as a Subject Matter Expert in the following capacities: 1) Implemented bottom line goals and “good faith” initiatives of EEO / Affirmative Action Plans design to fulfill requirement of government contracts, 2) Worked with Global Staffing unit to design, implement and assess workforce projections of seven regional areas and four support functions, 3) Addressed diversity and accessibility employee relations issues, 4) Reviewed and developed Human Resources policies and guidelines, and 5) Designed, implemented and evaluated  community relations / strategic partnership initiatives.

Additonal accomplishments:

·        Executive Communications / Updates: set agenda and facilitated quarterly virtual Global Diversity & Inclusion business meetings with regions / business unit leadership 

·        Training & Development: created, facilitated, evaluated outcomes and coordinated rollout of three  US Retail core areas of focus

·        Employee Planning (Recruitment & Development): collaborated with field based Human Resources and operations leadership to impact staffing, training retention strategies

Sep 2010 - Present

Business Development – Consultant

Private

Working with Rocky Mountain Region small to mid-level businesses to create three to five year growth / expansion plans.  Currently working with three organizations on the primary accomplishments of:

·        Work closely with the Executive Director / CEOs to create and implement a three to five year strategic plans ·        Write up a proposal for recruiting and development strategies·        Work with organizational leadership to restructure program & employment policies, by-laws, metrics and articles of incorporation·        Work with leadership to create funds development / revenue generating strategies for ‘11 – ’12 fiscal year averaging 1/3 of a million dollars

Jul 2005 - Nov 2006

Human Resources - Agency Recruiter

State Farm Insurance and Financial Services – Pacific Northwest Zone

Primary accomplishments:

Collaborated with members of Regional Executive Leadership to design and implement a three to five year strategic plan to recruit and train new leaders to the organization production force. [reached nation-wide bonusable goals for entry into pipeline and placement].

Additional responsibilities included:

1) Assessment and design of candidate competencies 2) Create a specific professional / business growth plan the areas of leadership, industry knowledge, local market analysis, business systems, product fundamentals and company growth plans.

Additional goal areas and accomplishments:

·      Co-lead:  African American Employee Resource Group which involved working with regional executive leadership to create value-ad group initiatives focusing on Driving Business & Recruiting and Retaining a diverse employee base

[Before accepting current position with Starbucks I was offered supervisory promotion with the Learning & Development Department – this role would have facilitated curriculum design and rollout to 800+ agents and their staff members.]

Jun 2001 - Jul 2005

Director, Diversity & Multicultural Affairs

Tacoma Community College

Primary accomplishments:

Oversaw the operations, staff, and budget of the campus Center for Multi-Ethnic and Cultural Affairs Office to work with Recruitment and Retention efforts of traditionally unrepresented student populations. 

Also, oversaw all college High School Recruiting and Outreach strategies, Campus Tutoring Services and was assigned administrator of the campus First Generation Scholarship Program.

As director of these programs, I supervised a staff of over 35 employees. Established and maintained key relationships the 5 feeder school district leadership teams and over 32 local social services / governments organizations. 

Additional responsibilities included:

Leading operations of the campus Multicultural Affairs initiatives which included chairing the camps Council on Cultural Diversity meetings and assisted with setting the agenda for the quarterly community–based President’s Multicultural Advisory Council. 

President’s appointee to assist Human Resources with Diversity Promotion and Hiring Policies as a Diversity & Equal Opportunity Representative. This involved conducting diversity and equal opportunity trainings and meeting with campus executive leadership regarding the development of strategies and required action plans.

Interim responsibilities included:

·      Administrative Designee for Student Rights & Responsibilities (Judicial Affairs)

·      Academic Counselor (Tenure Faculty Position)

·      Adjunct Faculty: Humanities & Education Division

1996 - 1998

Counselor

Cherry Creek Schools

Cherry Creek Public Schools                                                                                         August 1996 – July 1998         

Aurora Public Schools                                                                                                     August 1994 – July 1996 

·      Established long-term planning strategy of educational and career goals for individual students and their parents / guardians.

·      Coordinated community targeted Diversity Council to facilitate involvement of school-site and district policies.

·      Facilitate Intervention Counseling sessions, Conflict Mediator and Diversity Training as part of administrative strategic plan.

Education

Education