Daniel Robert

  

Biography:

Military Experience: 15.6 years

Work Experience: 4.2 years

Work Experience:

I'm Daniel Robert, a highly articulate, empathetic, innovative, organized, and strategic leader with strong facilitation skills and a track record of operational excellence. I have demonstrated excellence in thought leadership, business judgment, and analytical problem-solving with adaptability, flexibility, and resilience. Possesses vital emotional intelligence, self-motivation, and adept project management skills.

Committed to collaborating, influencing, and motivating both internal and external stakeholders. Proven track record in designing and executing growth-oriented strategies. Experienced in managing critical programs, projects, and initiatives with a customer-centric focus and skilled in driving strategic and operational improvements while maintaining great attention to detail and confidentiality, with excellent interpersonal communication skills.  

I am seeking mid-to-senior level roles in the Human Resources space (Senior HR Business Partner, Chief HR Officer). 

Military Service:

  • Rank: Sergeant First Class

    Branch/Position: Army

    Period: March 2004 - September 2019

    Occupation: 37F - Psychological Operations Specialist - 37F

    Duties Description:
    Influence expert, who assesses the information needs of a target population and craft messaging to influence and engage target audiences; Researching and analyzing methods of influencing foreign populations; Developing a variety of marketing and media products; Operating and maintaining PSYOP equipment, such as ground tactical vehicles and shelter systems, loudspeaker systems, state of the art computers, analog and digital recording and playback devices and communication systems. Disseminating and broadcasting important information via television, radio, Internet and newspaper media.

Work history:

  • Job Title: Human Resources Business Partner

    Company: Truist Financial Corporation

    Period: January 2020 - March 2024

    Role Description:
    1. Strategic Alignment: Collaborate with leadership teams to ensure that human capital strategies are fully aligned with business objectives. This involves understanding the company’s long-term vision and translating it into actionable workforce strategies.
    2. Workforce Planning and Talent Management: Oversee talent acquisition, development, and retention strategies to ensure the organization has the right mix of skills and competencies to meet current and future business needs. This includes succession planning and identifying key roles critical for organizational success.
    3. Performance Management: Design and implement performance management systems that not only evaluate employee performance but also foster continuous improvement and development. Ensure that these systems are in alignment with the company's strategic goals and objectives.
    4. Employee Engagement and Culture: Develop initiatives to enhance employee engagement and foster a positive work culture that reflects the organization’s values. Act as a custodian of the company culture, ensuring that initiatives and policies support a constructive and inclusive environment.

    5. Change Management: Lead and support organizational change initiatives by preparing and equipping employees to successfully adopt changes. This includes communicating the need for change, the expected benefits, and the impact on roles and responsibilities.Learning and Development: Oversee the design and delivery of training programs that support both the professional growth of employees and the strategic needs of the organization. This involves identifying skill gaps and developing targeted development plans.

    6. Diversity and Inclusion: Champion diversity and inclusion initiatives, ensuring that the workplace is respectful and inclusive for all employees. This includes developing policies and programs that promote diversity in the workforce.

    7. Compensation and Benefits: Develop competitive compensation and benefits packages that attract and retain top talent, while also ensuring alignment with the organization's financial capabilities and strategic objectives.

    8. Employee Relations: Serve as a point of contact for employee concerns and grievances, ensuring that they are addressed fairly and promptly. Foster a positive employer-employee relationship that contributes to high employee morale and satisfaction.

    9. Compliance and Risk Management: Ensure that all human capital practices comply with federal, state, and local laws and regulations. Proactively identify risks related to human capital and develop strategies to mitigate these risks.

    10. Data-Driven Decision Making: Utilize data analytics to inform human capital strategies, making evidence-based decisions that improve workforce effectiveness and contribute to the organization’s success.

    11. Advisory Role: Act as a trusted advisor to senior leadership, providing insights and recommendations on all aspects of human capital management. This involves staying abreast of trends and best practices in the field to advise on innovative strategies.

    The role of a Human Capital Enablement Partner is critical in ensuring that the organization's human capital is fully leveraged to achieve strategic success. By focusing on these responsibilities, the HCEP plays a key role in enabling the organization to navigate challenges, seize opportunities, and sustain competitive advantage through its people.

Education:

  • Keiser University - Flagship Campus

    Master's Degree – Golf Teaching and Learning

    Period: August 2023 - present

  • Murray State University

    Master of Business Administration (M.B.A.) – Human Resources Management

    Period: August 2012 - May 2015

  • Auburn University

    Bachelor's Degree – Political Science

    Period: August 1999 - May 2003

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