Charles Smith

With extensive experience in driving growth and facilitating organizational transformation, I specialize in defining effective operating models, bridging skill gaps across the organization, and guiding stakeholders through change initiatives. I led the Talent Acquisition process overhaul, emphasizing innovation, best practices, and the development of a compelling value proposition. This involved crafting an employer's voice and leveraging social networking strategies to streamline recruitment processes, resulting in a significant reduction in time-to-fill and the successful internalization of all recruiting activities. In alignment with our growth objectives and to meet compliance requirements, I spearheaded implementing programs in alignment with OFCCP guidelines. This initiative included a thorough review and rewriting of job descriptions to ensure inclusivity, integration of structured interview processes, and the enhancement of candidate and onboarding experiences. Additionally, I established robust campus recruiting initiatives and internship programs, fostering partnerships with universities in the LA area to attract talent. In Total Rewards, I introduced the organization's first job grade and compensation guidelines and redesigned benefits programs. I devised strategies to promote mental health and substance abuse programs aimed at reducing costs and fostering positive behavioral outcomes, resulting in significant expense reductions.

Jackson Hole Group provides confidential advising to organizations on critical business, organizational, and executive issues. Provided project-based human resources consulting to clients of a variety of sizes and sectors.

As SVP of HR at Bebe during a turbulent period of CEO turnover, I focused on stabilizing operations and preparing the company for a potential sale. I advised the CEO on cultural alignment, organizational design, and M&A considerations. Implementing a Talent Acquisition strategy, I strengthened our Employment Value Proposition, streamlined recruitment processes, and boosted internal promotions. By introducing competency-based practices, turnover rates decreased significantly. Additionally, I spearheaded the establishment of bebe University for continuous learning. I managed various risk portfolios, including workers' compensation, serving as Secretary on the Board of Directors for Milestone Insurance Company.

I worked with the divisional president to define and establish culture unique to the brand; facilitated brand management and target customer strategies; designed overall HR direction for the division including strategic planning, organizational values, and mission, performance management, succession planning, team-building, mentoring, and development of senior leadership team.

Designed cost-effective, family-friendly, high-performance self-funded benefits and wellness plans, administered policies, and oversaw total rewards programs, HR operations, engagement, compensation, and benefits strategies. Ensured regulatory compliance, counseled employees and managers, and directed vendors for program/system development. Managed HRIS initiatives and client-facing HR Generalists and conducted job evaluations/salary surveys. Developed and maintained compensation and benefits strategies, established salary grades/structures, and designed corporate wellness programs to impact Health and Welfare Plan expenses positively. Prepared policies to ensure equitable and competitive compensation, assessed labor market trends, stayed updated on relevant legislation, and managed benefits, incentives, stock options, and bonus plan design, with knowledge of the IPO process and equity instruments. Conducted equity reporting for finance, including FAS123r, Black-Scholes, Binomial modeling, transfer agent, Insider reporting, and related SEC filings. Health & Welfare Plan highlights: ▪ Reduced Health and Welfare claims expense by 6.8% ▪ Increased preventative care by 20%; immunizations and vaccines by 28%, and mammograms by 6% ▪ Achieved 13% mail order and 99% generic Rx fills Designed program with the lowest out-of-pocket maximums and lowest levels of co-insurance relative to cost as compared to peer group companies

Directed payroll, stock plan administration, risk management, and procurement groups.

Directed payroll, stock plan administration, and risk management groups.