Sandra Jones
Human Resources Partner
Sandra is an accomplished Human Resources leader known for building trusted relationships with executives and business leaders. With expertise in employee relations, acquisitions, and aligning people strategies with business goals, Sandra drives impactful results.
Skilled HR leader specializing in acquisitions, employee relations, and aligning people strategies with business goals.
Sandra is known for her ability to build trusted working relationships with business unit leaders and C-suite executives. Proven to remain objective, discrete and exercised common sense at all times. She is able to assess circumstances and make recommendations for constructive results. Sandra combines hands on approach with big-picture vision. During her professional career, Sandra has led various Human Resources teams in acquisitions and people integration for over 40 locations in multiple states with employee populations of 5 to 6000. She has worked in large public corporations and smaller private companies leading with expertise in employee relations, department start-ups, high growth situations, and aligning people with changing business goals.
Based in Central Florida, her business acumen has extended throughout the United States including interim assignments in New York City, and volunteer HR expertise in Louisiana and Mississippi post Hurricane Katrina. During her career she has been charged with developing, implementing and aligning HR programs with business objectives, serving as a strategic partner. She has established workforce plans and programs that align with the organization’s overall objectives.
Help Business Succeed
- Driving holistic human resources strategies cross functionally throughout the organization, aligning the people to the business.
- Champions and fosters a knowledge sharing culture encouraging a “people first” culture.
- Known for HR expertise in department start-ups, high growth situations, and corporate restructuring.
- Executive leadership focusing on industry-related labor issues, collective bargaining agreements, regulatory requirements, employee satisfaction and staff development.
- Lead successful cultural merger.
- Facilitate effective workforce transitions during organizational expansion through expertise in HR due diligence, policy and plan alignment, change readiness and visioning.
- Redesign the HR function from a service provider to a strategic business partner.
- Lead efforts in succession planning.
- Preside over highly sensitive complex investigations.
- Guidance in ensuring compliance with legal and governmental regulations.
- Review and design employee benefit program.
- Establish workforce plans and programs that align with the overall organization’s objectives.
Professional Certifications
- SPHR, Society for Human Resource Management
- SHRM – SCP, Society for Human Resource Management, Senior Certified Professional
Industries Served
- Hospitality
- Time Share
- Restaurants
- Death Care
- Transportation
- Land Developer
- Non-Profit
Education
- Rollins College
– studied, Organizational Behavior - Monroe Community College
– studied, Liberal Studies - SHRM and HRCI certifications active since 1999.
All continuing education requirements for certifications maintained.
AREAS OF EXPERTISE
Process Reengineering & Change Management
Policy Design & Administration
Performance Management
Talent Acquisition, Management & Succession Planning
Talent Development
Employee Relations
Legislative Compliance
Benefit Design & Administration
Performance Management
practical Experience, Impactful solutions
Redesign HR Departments from support/service to strategic business partner
Retail/Restaurant Industry
Reviewed the current support provided by the HR department and talked with the stakeholders. Evaluated the needs and assigned each HR representative a region and a RVP of Operations to work support. Streamlined general HR functions for all staff to have access. The HR department developed a reputation as subject matter experts for company staff and leadership resulting in more efficient and customer focused service.
Mergers and Acquisitions
Lead successful cultural merger following purchase and integration of key brands.
Working with teams from acquired properties and in house teams to acquire a clearer perspective to assimilate new policies and procedures for teams to feel welcome and included. Obtained a more nuanced understanding of disparities and how to move forward with compensation and benefits.
Succession Planning
Spearheaded successional planning activities
Created the guidelines, training and workflow for companywide succession planning initiative. Engaged with key stakeholders to identify pivotal roles and reach consensus on core competencies. Updated and refined job descriptions for critical roles. Crafted tailored interview structures for essential positions. Engaged with leadership to assess high potential individuals and define advancement strategies.
Roles Served
spanning 30+ years in roles including:
- Vice President Human Resources
- Director, Human Resources
- Manager, Human Resources
- Director, Employee and Labor Relations
- Consultant
Policies and Procedures
Specialized in appraising and constructing policies and procedures
HR Systems Lead
Evaluated the effectiveness of HRIS and other HR related systems. Led the integration for a client and other organizations associated with during employment.
Benefits
Designed and implemented comprehensive benefit plans, while assessing available options. Oversaw the benefits process in roles as a leader in the Human Resources department.
Training and Development
Examined on-line training programs and created tailored training outline for both staff and leadership. Designed and executed in person training events.
Established and realigned Human Resources Departments
Led comprehensive transformation of the HR department, with a focus on improving efficiency and customer-focused approach. By streamlining recruitment, onboarding, and performance management processes through automation and improved workflows, making it possible to reduce time-to-hire and increase the speed of HR service delivery. Introduced self-service tools and enhanced communication channels, significantly improving employee satisfaction and engagement. These changes resulted in reduced administrative costs and increased employee retention, all while ensuring HR’s responsiveness, a solution-oriented function that better serves both employees and the organization as a whole.
Sandra is a sensible and balanced HR professional with a hands-on approach to driving organizational success. Committed to fostering a positive workplace culture, she focuses on building strong, trust-based relationships with employees and leadership alike. Her goal is to create practical, sustainable HR solutions that support both individual development and organizational growth.