James Neblett - VP Human Resources, Clover Park Technical College

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Work Background

Clover Park Technical CollegeAssociate Vice President Human Resources/ CHRO

Jan. 2024

James Consulting Group, L.L.C.Fractional CPO

Feb. 2022New York City Metropolitan AreaConsultant specializing in Performance Management, Learning and Development, Training Facilitation, and strengths-based change and actively working with small businesses and Advisory Cloud on HR projects. I work with clients to develop and execute a strategic roadmap for DEI and L&D initiatives, aligning with the organization's mission and values. In conjunction with client established and led a cross-functional team, overseeing DEI efforts and L&D programs across the organization.

NantWorksAssociate VP of Human Resources

Jul. 2016 - Oct. 2021Within this position, I optimize talent acquisition initiatives within a shared services environment leveraging exceptional HR and business knowledge in driving organizational performance utilizing knowledge in Human Resource Management best practices. I establish organizational objectives within a large biotech organization, fostering leadership development through employee engagement, relations, and performance management. I also lead the development of annual employee surveys, deploying feedback throughout senior levels in improving future recruitment, compensation, and benefits for all team members. Additionally, I have been able to integrate comprehensive HR programs throughout the business portfolio utilizing strategic and tactical planning to execute business strategies. This has allowed me to design and launch effective planning success directives, enhancing long-term sustainability throughout business levels. Throughout my time here, I have accomplished a variety of key contributions to this position in addition to the following: Successfully manage external Executive Coaches in supporting employee-offered services throughout the workplace, introducing training sessions design to enhance employee retention rates. Directed multiple projects in alignment with private equity organizational goals, surpassing organizational expectations in establishing HR deliverables on time and under budget. Designed and utilized multiple compensation packages disseminated throughout sales and service operations, maximizing compliance with workflow standards while mitigating risks. Increased employee engagement through the creation and launch of a new HR portal for Learning and Development, leveraging feedback surveys in incorporating succession planning and training services. Initiated improvements in HR plans, collaborating with business partners in developing new plans for introducing integrated business solutions through employee training, and organizational initiatives.

New York UniversityProfessor

Mar. 2011 - May. 2018New York, NYTeach HRD and HCM courses that explore the issues surrounding managing in a global economy from a business case perspective. The team-based operating model requires you to experience managing in a global economy issues by confronting them in case study problems and by living them in the team-based operating model.

California State University, Los AngelesLecturer

Nov. 2012 - Apr. 2017Greater Los Angeles AreaTeach Human Resources and Management course from Staffing, Strategic Management, International HR Management, Compensation and Benefits to Ethics business case perspective.

Mount Saint Mary CollegeProfessor and Director of Accreditation - Business

Jul. 2009 - Dec. 2015As the Director I successfully developed strategic HR plans for organizing and delivering member services throughout multiple business units. I engaged teams in building effective communication lines, requesting feedback from teams for implementing process improvements. I promoted internal course content improvements throughout workforce management operations, fostering performance improvements while leading faculty committees throughout the organization. This allowed me to facilitate continuous and sustainable academic improvements using key research and testing for new curricula, fostering the development of formal recommendations for administration review while collaborating with faculty to ensure optimal student learning. The following are key contributions that I attributed to this position while here: Designed and implemented 30 online Human Resource Management courses leveraging strong knowledge in HR methodologies utilized throughout synchronous and asynchronous environments. Coordinated efficient data collection methods in assessing associate, bachelor, and master’s degree programs in collaboration with the Institutional Review Board in seeking ACBSP accreditation. Taught multiple courses including Organizational Development-EMBA, Leadership Capstone-EMBA, Organizational Behavior, and all ACBSP Accreditation Business Programs.

Chapman UniversityDept Chair-HR

Aug. 2005 - Jul. 2012Administer the MSHR program and HR Certificate programs. Responsible conducting periodic program assessments and work with Accreditation task force to review assessment data to influence management decisions. Successfully, researched and implemented changes in both MSHR and HR Certificate programs. Lead 60 Adjunct faculty members on 12 campuses and provide counsel to HR Course Custodians and students. Work closely with the Dean to ensure the efficient delivery and high academic quality of the MSHR curriculum. Initiate the hiring of new adjunct faculty and coordinate their orientation and training in the MSHR and Graduate Certificate programs, recommend improvements to the curriculum based on analysis of relevant data; participate in SHRM HR Lecture series and implement seminar offerings; participate in the student admissions approval process. Serve on the Curriculum and Academic committee and General Education Assessment team. 2011 - Outstanding Faculty of the Year School of Business

City University of SeattleAdjunct Professor

Sep. 2003 - Jan. 2009City University, MBA/BSBA Professor, School of Management, Bellevue, WA, Bratislava, Slovak Republic, Prague, Czech Republic and Sofia, Bulgaria Utilized a mix of traditional and distance/internet –based learning methods, courses taught include: Introduction to Functions of Management - Undergraduate Employee Relations- Senior level Undergraduate level The Effective Organization – Senior level Undergraduate Employee Benefits-Senior level Undergradate Employee Development and Recruitment - Graduate level Human Resources Management – Graduate level Business Policy and Strategic Management-Graduate level High Performance Organizations – Graduate level

AT&T WirelessSr. HR Business Partner

Jun. 1999 - May. 2003Sr HR Business Partner for Call Center and Infrastructure Client groups. As a Sr. HRBP, I was a trusted advisor and thought partner to leadership, providing guidance, coaching, and HR strategies that deliver on business objectives. The HRBP provides the full spectrum of both strategic and tactical support, including recruitment, onboarding, talent management, employee relations, conflict resolution, and employee engagement. Primary Responsibilities: Acted as a true business partner and advisor, gaining the trust of the organization in order to influence and provide effective HR policies, processes, advice, and support. Maintained a working knowledge of multiple human resource disciplines, including compensation practices, talent acquisition, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws. Delivered full life-cycle recruiting with support from the talent acquisition team for site level roles. Lead and delivered change initiatives, projects and communications for understanding at all levels of the organization. Partner with leadership team and employees to support local facility and community activities. Analyzed trends and metrics in partnership with the HR team to draw insights, develop solutions, programs and policies. Acted as a partner in addressing union requests and lead union meetings in accordance with local collective bargaining agreement.

Saks Fifth AvenueHR Director

Jan. 1997 - Jan. 1999OD focus on Employee Satisfactions surveys, Leadership development and Succession Planning In the up-scale retail department store with over 500 employees and $45 million in sales, managed a staff of five directing the human resources activities. Inherited a store with poor morale, high turnover, few applicants and an untrained and under-developed Human Resources department. Created a recruiting strategy to fill vacant positions and form a pool of applicants. Initiated formal staff training programs. Reduced turnover from 39% to 4.5% and improved the job performance of the staff members. Investigated employee grievances filed through the union, conducting investigations to determine validity and make recommendations on appropriate actions to department managers.

A/X Armani ExhangeOperations Manager

Jan. 1992 - Dec. 1995Managed store operations for 18 retail and 5 outlet-clothing stores with an aggregate sales volume of $100 million. Controlled payroll, budget and store audits. Developed an operational audit program and conducted audits resulting in improved store systems. Initiated a fraud awareness program that reduced shrinkage from 8% to 3%. • Directed and coordinated fifteen store openings, training staff and management in operations, loss prevention and inventory control. Managed the recruiting, hiring and training for each store, insuring opening on time and within budget.

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