DEBRAH BUISSON

2101 Hillmeade Drive

Bellevue, TN 37221
615-730-8132 (h) 513-314-7677 (c)
debbbuisson219@gmail.com

Since retiring from Procter & Gamble I have moved twice so consistent work has n
ot been apparent. I worked at Baptist Memorial Hospital-Tipton County in the Ad
ministrator's Office for 2 years and then worked at Kroger's in Atoka, TN to sta
y connected to my area and to maintain a pulse on industry.
Since moving to Nashville, I earned my Master Gardener's Designation and am curr
ently training a Service Dog to be able to visit hospitals and assisted living f
acilities -- this is so I can "give back" to my community since I had a rich and
rewarding career.
I am motivated and driven to do the best job possible for my employer, embrace
their philosophy and affect the bottom line.

Human Resources Manager

Succession Planning / Career Development / Organization Development
Project-driven professional with expertise in assessing/developing executive tal
ent pool to allow continuity of leadership. Excel in identifying qualified candi
dates for positions ranging from general management to vice president. Experien
ced in working with HR Metrics to include data mining, gap analysis, developing
interventions to reverse a trend, resolving problems, and identifying new opport
unities. Extensive experience as a HR Generalist and Specialist in areas of con
centration.
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 within
a global corporate culture.
Manager, US HR, Employee and Organization Development 2003 - 9/6/2006
Communicated vision and spearheaded development/delivery of policy/procedure inn
ovations and initiatives. Played integral role in designing in-depth performance
-tracking initiatives and employee interventions, developed related tools and cr
iteria, and delivered results.
Selected accomplishments
- Collaborated with US HR Corporate Management to develop policy innovations and
interventions resulting from detailed analysis of trends by analyzing data from
SAP BW HR management software. Interventions included written policy changes,
training modules developed and delivered to respond to a revealed trend, or proc
ess 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 resear
ch, prepare, and deliver interventions to promote maximum ROI, employee producti
vity and retention in a strong, principle-based and promote-from-within global c
orporate culture.
- Managed and executed interventions utilizing current methods of web-based trai
ning, e-learning, one-on-one training, personal interventions and policy changes
or announcements. Followed from design to implementation.

Manager, Executive Staffing & Planning 1995 - 2003

Communicated vision and managed development/delivery of global executive develop
ment and succession planning process for top 300 corporate managers worldwide. P
layed integral role in designing in-depth performance-tracking database, develop
ed related tools and criteria, identified candidate pool, and developed executiv
e talent. Consulted with internal legal counsel and diversity experts to comply
with regulatory guidelines. Compiled vital information and proposed modificatio
ns to candidate roster based on actual performance records. Developed biographie
s 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-de
velopment programs to further enhance competencies of potential future leaders.
-- Served as "subject-matter expert" on all aspects of succession planning throu
ghout corporation and managed all phases of corporate VP eligibility process.
-- Employed strong project-management skills to prepare materials utilized in qu
arterly, executive-talent-development review meetings conducted by senior HR man
ager; highlighting top/poor performers, projected assignments, and global expatr
iate management.
-- Managed and executed internal orientation program for newly appointed General
Managers to successfully assimilate into a new position.
-- Created database to identify roster of candidates for review by senior manage
ment for making timely, performance-based decisions on filling open positions in
a promote-from-within culture.

Education/Credentials
Cornell University
Certificate in Human Resources Studies, 2003
Xavier University, Cincinnati, OH
M.Ed Executive Human Resources Development, 1997
Summa Cum Laude, GPA: 4.0
BS Human Resources and Business, 1995
Summa Cum Laude, GPA: 4.0
Affiliations
International Association for Human Resource Information Management (IHRIM)
Human Resource Planning Society (in conjunction with Cornell University) (HRPS)
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