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DEBRAH BUISSON2101 Hillmeade DriveBellevue, TN 37221615-730-8132 (h) 513-314-7677 (c)debbbuisson219@gmail.com

Since retiring from Procter & Gamble I have moved twice so consistent work has not been apparent. I worked at Baptist Memorial Hospital-Tipton County in the Administrator's Office for 2 years and then worked at Kroger's in Atoka, TN to stay connected to my area and to maintain a pulse on industry.

Since moving to Nashville, I earned my Master Gardener's Designation and am currently training a Service Dog to be able to visit hospitals and assisted living facilities -- this is so I can "give back" to my community since I had a rich andrewarding career.

I am motivated and driven to do the best job possible for my employer, embracetheir philosophy and affect the bottom line.

Human Resources ManagerSuccession Planning / Career Development / Organization Development

Project-driven professional with expertise in assessing/developing executive talent pool to allow continuity of leadership. Excel in identifying qualified candidates for positions ranging from general management to vice president. Experienced in working with HR Metrics to include data mining, gap analysis, developinginterventions to reverse a trend, resolving problems, and identifying new opportunities. Extensive experience as a HR Generalist and Specialist in areas of concentration.

Core Competencies

- Executive Succession Planning- Executive Development Programs- HR Performance Measurements

- Organizational Development- HR Metrics & Analytics- Gap Analysis / Data Mining- Benefits Admin/ER/LR- HRIS- HR Generalist- HR Scorecard / Internal Labor Market Analysis- Competency in EEOC, ADA, FMLA, AAP- SAP BW- Problem / Conflict Resolution

Professional Experience

PROCTER & GAMBLE, Cincinnati, OH -- 1977 - 9/6/2006 (retired)Promoted to positions of increased leadership throughout long-term tenure withina global corporate culture.

Manager, US HR, Employee and Organization Development 2003 - 9/6/2006

Communicated vision and spearheaded development/delivery of policy/procedure innovations and initiatives. Played integral role in designing in-depth performance-tracking initiatives and employee interventions, developed related tools and criteria, and delivered results.

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Selected accomplishments

- Collaborated with US HR Corporate Management to develop policy innovations andinterventions resulting from detailed analysis of trends by analyzing data fromSAP BW HR management software. Interventions included written policy changes,training modules developed and delivered to respond to a revealed trend, or process changes to realize bottom line savings or personnel efficiency improvements.

- Served as "subject-matter expert" on all aspects of HR Metrics and Analytics.

- Employed strong project management skills and independent management to research, prepare, and deliver interventions to promote maximum ROI, employee productivity and retention in a strong, principle-based and promote-from-within global corporate culture.

- Managed and executed interventions utilizing current methods of web-based training, e-learning, one-on-one training, personal interventions and policy changesor announcements. Followed from design to implementation.

Manager, Executive Staffing & Planning 1995 - 2003Communicated vision and managed development/delivery of global executive development and succession planning process for top 300 corporate managers worldwide. Played integral role in designing in-depth performance-tracking database, develop

ed related tools and criteria, identified candidate pool, and developed executive talent. Consulted with internal legal counsel and diversity experts to complywith regulatory guidelines. Compiled vital information and proposed modifications to candidate roster based on actual performance records. Developed biographies of each candidate and submitted to Board of Directors and Executive Committee.Selected accomplishments--Collaborated with HR Vice Presidents to develop succession plans and career-development programs to further enhance competencies of potential future leaders.-- Served as "subject-matter expert" on all aspects of succession planning throughout corporation and managed all phases of corporate VP eligibility process.-- Employed strong project-management skills to prepare materials utilized in quarterly, executive-talent-development review meetings conducted by senior HR manager; highlighting top/poor performers, projected assignments, and global expatr

iate management.-- Managed and executed internal orientation program for newly appointed GeneralManagers to successfully assimilate into a new position.-- Created database to identify roster of candidates for review by senior management for making timely, performance-based decisions on filling open positions ina promote-from-within culture.

Education/Credentials

Cornell UniversityCertificate in Human Resources Studies, 2003

Xavier University, Cincinnati, OHM.Ed Executive Human Resources Development, 1997Summa Cum Laude, GPA: 4.0BS Human Resources and Business, 1995Summa Cum Laude, GPA: 4.0

Affiliations

International Association for Human Resource Information Management (IHRIM)Human Resource Planning Society (in conjunction with Cornell University) (HRPS)

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Society for Human Resource Management (SHRM)American Society for Training and Development (ASTD)Greater Cincinnati Human Resource Association (GCHRA)Northern California Human Resource Association (NCHRA)

References

Will be provided upon request