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Details of Catherine Nita

Catherine Nita

Corporate Director of HR

westlake, Ohio, United States
Industry Category: Real Estate Developers- Managers
HR Professional

Catherine Nita'S Overview



Human Resources Professional offering over 15 years of experience leading organizational development and human resources initiatives linking human capital to strategic business results.
  • Change Agent – Realigned recruiting strategy to better develop talent pipeline including building training program. Using six sigma methodologies, built new staffing processes based on competency modeling considered division best practice that reduced annual turnover costs.
  • Business Partner – Managed strategic communication plan to internal and external stakeholders, evaluated available talent to determine fit to new structure, staffed new teams and effectively managed the outplacement of impacted employees.
  • Leader – Led annual performance management processes including training of employees and managers on appraisal system and goals, managed the identified action plans for top talent and low performers, and ensured complete documentation and follow through. Using information gathered, built change initiatives and training programs.
  • HR Administration
  • Strategic Planning
  • Budgeting & Forecasting
  • Policy Design & Administration
  • Development & Training Programs
  • Employee Recruitment & Retention
  • Talent Management
  • Employee Law & Labor
  • Regulatory Compliance
  • Employee & Customer Relations
  • Executive Relationships
  • Process Improvement
  • Presentations & Public Speaking
  • Integration & Change Efforts
  • Organizational Change
  • Operations Management
  • Cost Control
  • Financial Management
  • Contract Negotiations
  • Marketing Program Development
  • Compensation & Benefits
  • Restructuring

APM MANAGEMENT – Pepper Pike, Ohio                                                                   12/2013-Present
Corporate Director of Human Resources
  • Organizational departmental planning
  • Performance management and improvement systems
  • Organization development
  • Employment and compliance to regulatory concerns regarding employees
  • Employee onboarding, development, needs assessment, and training
  • Policy development and documentation
  • Employee relations
  • Company-wide committee facilitation
  • Company employee and community communication
  • Compensation and benefits administration
  • Employee safety, welfare, wellness and health
  • Employee services and counseling
    STEELASTIC/RMS, PPG & AkzoNobel– Akron, Ohio                                              5/2012 – 12/2013
    HR Strategic Executive Consultant
  • Implemented human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare
    Catherine Nita – Page 2
    HR Strategic Executive Consultant (Continued)
    benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and labor relations
  • Managed human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change
  • Developed human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances
  • Accomplished special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.
  • Supported management by providing human resources advice, counsel, and decisions; analyzing information and applications
  • Guided management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.
  • Responsible for proactive engagement with business clients to provide performance consulting partnership.This included managing business unit expectations around learning, training and development needs
  • Worked with business clients to understand their strategic plans and business unit goals.Provided input to their plans from a performance consulting perspective.Identified technical, professional, and leadership learning opportunities both formal and informal as well as team and organizational development opportunities
  • Responsible for effectively facilitating the prioritization of business clients’ performance, learning, and development needs and requests
  • Continually evolved and improved the Performance Consulting execution by remaining on the “cutting edge” of human performance theory, best practices, and business strategy/initiatives.
  • Collaborated with other disciplines to best leverage performance consulting services
  • Engaged in change management initiatives and provided organizational design support to meet collective organizational and individual goals
  • Designed, develop, and implement talent processes. Served as the internal subject matter expert for performance management and related development and design processes including performance calibration, talent reviews and related assessment, feedback and coaching
    Department of Labor, Cleveland, Ohio                                                                                                 4/2011 – 5/2013
    Regional Human Resource Manager
  • Responsible for Cleveland, Ohio, Flint and Detroit Michigan Education and Training centers
  • Posted vacancies per DOL regulations
  • Ensured staffing levels matched the current approved Organizational Chart per DOL requirements
  • Provided directors, managers and supervisors with clear guidelines and instructions for completing employee evaluations and merit increases
  • Investigated any and all discrimination charges including EEO and OFCCP
  • Coordinated and Communicated with Union employees
  • Oversaw compensation and benefit packages
  • Liaisons with legal counsels when necessary
  • Establish and implement departmental goals, procedures and policies
  • Develop and implementation of personnel policies and Standard Operating Procedures
Catherine Nita – Page 3
Jack Welch Management Institute & Chancellor University, Cleveland, Ohio            2/2009 – 3/2011
Executive Human Resource Director
  • Responsible for managing the HR team of 8 in effectively driving all HR functions
  • Drove the continuous personal improvement and professional development of both leadership and non-leadership employees
  • Identified and implemented numerous ideas to streamline processes to include: centralizing key HR functions (staffing, training, and payroll) for different sites, uploading large data files versus individual data entry, and automating metrics and reporting, resulting in a substantial cost savings.
  • Responsible for monitoring revenue margins and worker productivity, as well as implementing new directives for growth
  • Played pivotal role in reaffirming the institution with the Higher Learning Commission and the Ohio Board of Regents
  • Responsible for overseeing benefits
    UNI. K, Miami, Florida                                                                                                                                     9/2006 – 12/2009
    Senior Human Resource Consultant and Strategist
  • Upgraded talent by strong recruiting and employee referral program
  • Responsible for working with management and employees to provide guidance, direction and advice about the application or interpretation of human resources and labor policies, practices and procedures
  • Responsible for maintaining the integrity of the conflict resolution process or program by providing guidance and advice to management when employees file complaints or claims with Human Resources related to employment policies, procedures or practices
  • Implemented policies and guidelines to ensure efficient day to day operations and transactions for clients
  • Review salary surveys and compare to company job population
    Cumberland Academy, Fayetteville NC                                                                                            8/2002 – 9/2006
    Executive Human Resources Director
  • Responsibilities included staffing, recruiting, compliance, benefits, safety, OSHA, employee relations. Responsible for start-up of new facilities. Traveled between facilities
  • Revised job performance review process, job descriptions. Implemented employee of the month, and supervisor training. Successfully negotiated reduction in health care costs
  • Monitored, evaluated, and counseled employees
Bachelor of Science in Public Administration
Master of Science in Organizational Leadership
Activities, Skills and Achievements:
  • Society for Human Resource Management - Human Resource Association of Cleveland, Ohio
  • Microsoft Office Suite, PowerPoint, Word, and Excel, Microsoft Publisher, ADP Xpert, Kronos and Enterprise
  • Languages: English, Spanish, and Papiamento (a mixture of Portuguese & Dutch)
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