Dan Davis

High Point, NC ddavis2506@northstate.net 336-687-1688

Proven change agent and versatile HR Leader with demonstrated success in crafting and translating business
strategies into results. Adept at tying innovative HR/People initiatives to big-picture goals. In large-company
diverse environment, partner with senior executive team, and align company needs for organizational
development, effectiveness, training/development, and succession planning with organizations mission.

SENIOR STRATEGIC HR BUSINESS PARTNER

Drive change through coaching business leaders how to best structure their leadership teams and
navigate relationship issues within the company. Trusted advisor to senior management.
Partner with company leaders to identify and develop high-potential employees, and put viable
succession plans in place.
Develop best-in-class educational opportunities and organizational career framework to grow career
paths.
Develop leadership processes and leverage high performance teams to meet aggressive corporate goals.

KEY ACCOMPLISHMENTS
Lincoln Financial Group, Radnor, PA
Assistant VP, Senior Business Partner, Lincoln Financial Distributors, Radnor, PA, 2013 2015
Assistant VP, HR Business Partner, Life Solutions, Greensboro, NC 2011 2013
Business Consultant, Organization Effectiveness and Design, Radnor, PA 2011
Senior HR Generalist, Shared Services, IT, Life Customer Service and Claims, Greensboro, NC 2007 2011
Brought into Lincoln after merger with Jefferson Pilot. Tasked with transforming Lincolns HR service delivery
model, bringing the company culture in line, and managing change for Lincolns new employees.

Identified call center, taking 1.1 million calls per year, as a source of new business loss. Partnered with the
business to develop and implement metrics to reduce waiting time for customers, resulting in $434 million
in retained business, as opposed to $111 million before the program was put in place.

Installed accountability-driven HR processes where no measures of success had existed previously. Created
talent pipeline for high potential and promotable employees, simplifying succession planning resulting in a
solid talent bench for 80% of the top three layers of senior management.

Created leader development strategy and HR scorecard to measure manager performance. Initiated
continuous improvement boot camp and tools tied to the enterprise leadership expectations. Developed 6
month on-boarding program for new leaders.

Developed a diversity and inclusion awareness program that was leveraged and implemented enterprisewide as a best practice. Created performance improvement plans for employees who did not adapt to new
company culture.

Promoted to Assistant VP. In a challenging business climate, drove collaboration across business segments,
increased cross training, and used SWOT analysis to develop SMART goals for each employee. Instituted 360
degree leadership evaluations with goal of infusing companys values in each leadership area.

Designed and championed structure for new, de-layered management model, and made recommendations
to senior leadership. Partnered with senior business leadership team in leading the cultural transformation,
with 45% of leadership in new/expanded roles, resulting in exceeding goal of $580 million in sales, despite
the 10% decrease in staff due to recession.

Worked with leadership team to redesign corporate centers of expertise to meet each businesss needs.
Moved from tactical to strategic model, encouraging partnerships in environment where managers did not
readily share ideas.

You helped my organization move from a culture that tolerated "mediocre" to truly being an "industry leading"
talent team. Those changes helped me close an expense gap for underwriting.

Business Leader, Life Solutions

AON Consulting, Greensboro, NC,

HR Consultant, 2006 2007
Worked with top 3 corporate clients to develop and implement training for benefits and payroll function.
Managed project team of benefits analysts, benefits administrators, and programmers in support of compliance,
maintenance, benefit, and payroll programs.

American Express Cardmember Services, Greensboro, NC

Human Resources Project Manager, 2001 2005
Brought into division with 48% new employee attrition rate. Created new orientation and assimilation program
that was used with over 600 employees and became benchmark within organization.

Reduced new employee attrition to 3% within 2 years.

Created mentor program, 360 degree feedback program, customized learning programs and employee focus
groups.

American Express Financial Advisors, Charlotte, NC

Human Resources Director, 1998 2001
Brought in to redesign marketing selection process for 8 local offices in 3 states. Guided market group recruiting
team in bringing in 1800 potential applicants per month through seminars explaining financial advisor career.

Developed assessment instruments and process based on characteristics of successful financial advisors.

Retained 75% of new employees past first year in a 100% commission based environment, resulting in
Market Group top ranking in first year advisor productivity and new advisor recruitment.

Recruiting and training methods used as benchmark in market groups nationally.

Prior to entering Human Resources field, was an educator of gifted children in Atlanta, GA and Greensboro, NC.

EDUCATION
University of Connecticut, Storrs, Connecticut, Gifted Education Certification
University of North Carolina at Greensboro, B.S., Education

SKILLS
Executive Coaching
Chronological In-depth interview process
Mentor programs

Strength Deployment Inventory Certified Trainer

Portrait of Personal Strengths Certified Trainer
Crucial Conversations Certified Trainer

PROFESSIONAL CERTIFICATIONS
Flawless Consulting, 2002, 2011; Crucial Conversations, 2010; Chronological In-depth Interviewing Certification,
2007; Organizational Effectiveness and Design, 2011; Center for Creative Leadership Coursework: Organizational
Change and Change Management, 2000; Effective Leadership Certification, 2001