Sharon Davis

Executive Vice President, Chief Human Resources Officer at Premier Bank
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Contact Information
us****@****om
(386) 825-5501
Location
Greater Fort Wayne
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Paul Nungester CPA, CGMA, MBA

Sharon is a great leader, partner and HR expert. Her education and certifications symbolize her HR proficiency but I appreciate from first-hand experience how knowledgeable and savvy she is in that arena. I know I can go to her for anything HR-related and she will help me develop the best resolution possible. Further, Sharon leverages her HR knowledge and general professional experience to be a business partner. She does an amazing job serving as the ultimate employee advocate but she also fully understands the needs of the business and factors that in to our decision-making process. She works diligently to ensure we can succeed, ideally via win-win solutions for the company and its employees. Lastly, Sharon exemplifies leadership up, down and across the organization. She cares deeply about personal development not just for her team and partners but for everyone in the company and provides opportunities for us all to improve ourselves. She is a good servant-leader who puts the needs of the company and co-workers before herself to help us all perform to our utmost. I truly enjoy working with Sharon and greatly value her expertise, partnership and leadership.

Tonya Shoultz Hughes

Sharon is such an excellent employee and supervisor that there are not enough words. She is professional, knowledgeable, accomplished, polished and pushes herself to improve. As a supervisor, she was always so supportive and encouraged her employees to gain new knowledge as well as generally improve their skills. She provided expert advice regarding your career and a listening ear when needed. There is no challenge that Sharon cannot overcome and she does it with grace, expertise, and proficiency. Working with Sharon was a complete pleasure.

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Credentials

  • SHRM-SCP
    SHRM
  • SPHR
    HR Certification Institute - HRCI

Experience

  • Premier Bank
    • United States
    • Banking
    • 300 - 400 Employee
    • Executive Vice President, Chief Human Resources Officer
      • Feb 2020 - Present

      • Delivers HR strategy and leadership for a $7.10+ billion publicly traded financial organization with over 90 locations in 6 states. • Serves as a Trusted Business Partner to the CEO and Executive Leadership Team, in openly communicating and counseling on business goals. • Lead Culture and Human Resources Merger and Acquisition initiatives, including due diligence and merger completion activities. • Partner with Leadership team on workforce and succession planning… Show more • Delivers HR strategy and leadership for a $7.10+ billion publicly traded financial organization with over 90 locations in 6 states. • Serves as a Trusted Business Partner to the CEO and Executive Leadership Team, in openly communicating and counseling on business goals. • Lead Culture and Human Resources Merger and Acquisition initiatives, including due diligence and merger completion activities. • Partner with Leadership team on workforce and succession planning deliverables. • Strategically lead a team of HR Professionals, including Learning and Development, HR Business Partners, Benefits and HRIS Managers and Talent Acquisition. • Drives Employee Engagement resulting in 60+ Employee Net Promoter Score, while leading a team of diverse individuals on the “Employer of Choice Committee.” • Works with all levels of Leadership Team on oversight and understand the importance of retention, resulting in turnover of less than 14%. • Effectively guides Talent Acquisition Team in recruitment efforts, leading to a 28 day time to fill metric. • Responsible for Leading and Executing all Human Resource functions including Benefits, Compensation, Talent Management, Employee Relations, Onboarding, Diversity and Inclusion, and Culture initiatives. • Ensures HR strategy is in alignment with Business strategy and objectives and serves as member on Strategic Planning Committee. • Works closely with the Board Compensation Committee in development and review of Executive level compensation practices. • Manage strategic direction of HR technology services, including enhancements of recruitment, onboarding, open enrollment, succession planning, performance management, salary administration, and time and attendance in our HRIS system. • Led a team to the development of a new company Mission, Vision, and Values. Show less • Delivers HR strategy and leadership for a $7.10+ billion publicly traded financial organization with over 90 locations in 6 states. • Serves as a Trusted Business Partner to the CEO and Executive Leadership Team, in openly communicating and counseling on business goals. • Lead Culture and Human Resources Merger and Acquisition initiatives, including due diligence and merger completion activities. • Partner with Leadership team on workforce and succession planning… Show more • Delivers HR strategy and leadership for a $7.10+ billion publicly traded financial organization with over 90 locations in 6 states. • Serves as a Trusted Business Partner to the CEO and Executive Leadership Team, in openly communicating and counseling on business goals. • Lead Culture and Human Resources Merger and Acquisition initiatives, including due diligence and merger completion activities. • Partner with Leadership team on workforce and succession planning deliverables. • Strategically lead a team of HR Professionals, including Learning and Development, HR Business Partners, Benefits and HRIS Managers and Talent Acquisition. • Drives Employee Engagement resulting in 60+ Employee Net Promoter Score, while leading a team of diverse individuals on the “Employer of Choice Committee.” • Works with all levels of Leadership Team on oversight and understand the importance of retention, resulting in turnover of less than 14%. • Effectively guides Talent Acquisition Team in recruitment efforts, leading to a 28 day time to fill metric. • Responsible for Leading and Executing all Human Resource functions including Benefits, Compensation, Talent Management, Employee Relations, Onboarding, Diversity and Inclusion, and Culture initiatives. • Ensures HR strategy is in alignment with Business strategy and objectives and serves as member on Strategic Planning Committee. • Works closely with the Board Compensation Committee in development and review of Executive level compensation practices. • Manage strategic direction of HR technology services, including enhancements of recruitment, onboarding, open enrollment, succession planning, performance management, salary administration, and time and attendance in our HRIS system. • Led a team to the development of a new company Mission, Vision, and Values. Show less

  • First Federal Bank of the Midwest
    • United States
    • Banking
    • 100 - 200 Employee
    • Executive Vice President, Director of Human Resources
      • Nov 2015 - Feb 2020

      • Serves as Key member of the Executive Team in strategically leading the HR function, while developing and implementing Corporate Strategy including Strategic Planning. • Directs the overall strategy and administration of the Bank’s compensation, short and long-term incentive, 401(k) and ESPP, while working with the Compensation Committee. • Oversee and manage the overall Human Resources Budget, managing the benefits program, while consistently looking for cost saves and efficiencies.… Show more • Serves as Key member of the Executive Team in strategically leading the HR function, while developing and implementing Corporate Strategy including Strategic Planning. • Directs the overall strategy and administration of the Bank’s compensation, short and long-term incentive, 401(k) and ESPP, while working with the Compensation Committee. • Oversee and manage the overall Human Resources Budget, managing the benefits program, while consistently looking for cost saves and efficiencies. • Oversee the development and implementation of Human Resource policies, programs, and services including recruitment, selection, training, retention, and performance management. • Serves as an integral player in design and directing of merger and acquisition opportunities. • Oversee the design, development and implementation of all phases of the Bank’s diversity and inclusion strategy and Affirmative Action Plan. • Directs the development and operations of the Bank’s Human Resources Information Systems. • Oversee the Succession Planning process for the Bank. • Effectively manage the Bank’s turnover and retention, reducing turnover from 23% to 10% over 3 years. • Lead employee engagement, while effectively increasing completion rate from 55% to 99%. • Oversees talent acquisition, implementing more social media presence and the drive for the team to focus on direct sourcing and exceeding a time to fill of 30 days, which is currently at 24 days. • Manages the design, implementation, and administration of the Bank’s performance management system, including improving annual completion from 72% to 97%. • Lead the Communication Initiative, improving use of internal website from 35% to 82%, while encouraging more open communication from the Executive team. • Effectively progressive on industry trends and oversees the compliance of all employment laws and regulations, while managing employment claims resulting in 95% + track record in winning unemployment claims. Show less • Serves as Key member of the Executive Team in strategically leading the HR function, while developing and implementing Corporate Strategy including Strategic Planning. • Directs the overall strategy and administration of the Bank’s compensation, short and long-term incentive, 401(k) and ESPP, while working with the Compensation Committee. • Oversee and manage the overall Human Resources Budget, managing the benefits program, while consistently looking for cost saves and efficiencies.… Show more • Serves as Key member of the Executive Team in strategically leading the HR function, while developing and implementing Corporate Strategy including Strategic Planning. • Directs the overall strategy and administration of the Bank’s compensation, short and long-term incentive, 401(k) and ESPP, while working with the Compensation Committee. • Oversee and manage the overall Human Resources Budget, managing the benefits program, while consistently looking for cost saves and efficiencies. • Oversee the development and implementation of Human Resource policies, programs, and services including recruitment, selection, training, retention, and performance management. • Serves as an integral player in design and directing of merger and acquisition opportunities. • Oversee the design, development and implementation of all phases of the Bank’s diversity and inclusion strategy and Affirmative Action Plan. • Directs the development and operations of the Bank’s Human Resources Information Systems. • Oversee the Succession Planning process for the Bank. • Effectively manage the Bank’s turnover and retention, reducing turnover from 23% to 10% over 3 years. • Lead employee engagement, while effectively increasing completion rate from 55% to 99%. • Oversees talent acquisition, implementing more social media presence and the drive for the team to focus on direct sourcing and exceeding a time to fill of 30 days, which is currently at 24 days. • Manages the design, implementation, and administration of the Bank’s performance management system, including improving annual completion from 72% to 97%. • Lead the Communication Initiative, improving use of internal website from 35% to 82%, while encouraging more open communication from the Executive team. • Effectively progressive on industry trends and oversees the compliance of all employment laws and regulations, while managing employment claims resulting in 95% + track record in winning unemployment claims. Show less

  • First Community Bank - Alabama
    • United States
    • Banking
    • 1 - 100 Employee
    • Senior Vice President, Human Resources Director
      • Oct 2007 - Nov 2015

      •Serve as a direct report to the CEO, while being responsible for the supervision and management of the entire organization’s human resources functions. •Successfully developed and executed succession planning process, which led to identifying and development of employees who have the capability to move into key roles (i.e. CEO, CFO, COO, CCO). •Work directly with the Board of Directors and the Compensation Committee in structuring and implementing compensation strategies, benefit… Show more •Serve as a direct report to the CEO, while being responsible for the supervision and management of the entire organization’s human resources functions. •Successfully developed and executed succession planning process, which led to identifying and development of employees who have the capability to move into key roles (i.e. CEO, CFO, COO, CCO). •Work directly with the Board of Directors and the Compensation Committee in structuring and implementing compensation strategies, benefit programs, and retention plans. •Responsible for all recruitment for 10 remote locations, including Executive level management. •Effectively work with senior management in creating workforce planning efforts within the organization and identifying current and future talent needed (staffing needs), based on key business drivers. •Effectively developed a performance management process, which entailed a plan for writing new performance appraisals and setting outlines and procedures in place to adhere to the program. •Managed and analyze the HR budget, the company’s largest expense, continuously focusing on strategies to manage personnel expenditures, including salary expense, benefits, and training. •Minimized cost of employee benefits by 30% through aggressively negotiating new contracts and reducing fees through brokers. •Reduced overall turnover by 8% through developing a retention plan, researching industry trends and implementing a competitive total compensation package. •Work with Executive Management team in review of potential mergers and acquisitions and perform cost benefit analysis to determine the impact on the potential transition. •Oversee all training for the organization, including developing and presenting training programs for all business lines, including the Board of Directors. •Created and administered employee surveys to assess potential issues and concerns in order to identify changes needed to increase work morale and performance. Show less •Serve as a direct report to the CEO, while being responsible for the supervision and management of the entire organization’s human resources functions. •Successfully developed and executed succession planning process, which led to identifying and development of employees who have the capability to move into key roles (i.e. CEO, CFO, COO, CCO). •Work directly with the Board of Directors and the Compensation Committee in structuring and implementing compensation strategies, benefit… Show more •Serve as a direct report to the CEO, while being responsible for the supervision and management of the entire organization’s human resources functions. •Successfully developed and executed succession planning process, which led to identifying and development of employees who have the capability to move into key roles (i.e. CEO, CFO, COO, CCO). •Work directly with the Board of Directors and the Compensation Committee in structuring and implementing compensation strategies, benefit programs, and retention plans. •Responsible for all recruitment for 10 remote locations, including Executive level management. •Effectively work with senior management in creating workforce planning efforts within the organization and identifying current and future talent needed (staffing needs), based on key business drivers. •Effectively developed a performance management process, which entailed a plan for writing new performance appraisals and setting outlines and procedures in place to adhere to the program. •Managed and analyze the HR budget, the company’s largest expense, continuously focusing on strategies to manage personnel expenditures, including salary expense, benefits, and training. •Minimized cost of employee benefits by 30% through aggressively negotiating new contracts and reducing fees through brokers. •Reduced overall turnover by 8% through developing a retention plan, researching industry trends and implementing a competitive total compensation package. •Work with Executive Management team in review of potential mergers and acquisitions and perform cost benefit analysis to determine the impact on the potential transition. •Oversee all training for the organization, including developing and presenting training programs for all business lines, including the Board of Directors. •Created and administered employee surveys to assess potential issues and concerns in order to identify changes needed to increase work morale and performance. Show less

  • BBVA Compass
    • Assistant Vice President, Sr. HR Business Partner
      • Oct 2005 - Oct 2007

      •Responsible for employee relations, salary administration, performance management, turnover, workers compensation, and training and development for all divisions in South East Alabama. •Consulted and advised senior management and city presidents on key critical roles within the organization and developed a pipeline of talent for filling these positions. •Administered and analyzed employee surveys to use as a tool to improve work performance and identifying the state of the… Show more •Responsible for employee relations, salary administration, performance management, turnover, workers compensation, and training and development for all divisions in South East Alabama. •Consulted and advised senior management and city presidents on key critical roles within the organization and developed a pipeline of talent for filling these positions. •Administered and analyzed employee surveys to use as a tool to improve work performance and identifying the state of the culture. •Created and implemented highly effective recruiting strategies to efficiently support current and future hiring needs, which resulted in lower time to fill positions. •Analyzed and supported AAP Goals and committed to research and development of plans of action to ensure future goals were met. •Managed and reviewed turnover, analyzed trends and with supporting documentation made recommendations on best practices to reduce turnover. Show less •Responsible for employee relations, salary administration, performance management, turnover, workers compensation, and training and development for all divisions in South East Alabama. •Consulted and advised senior management and city presidents on key critical roles within the organization and developed a pipeline of talent for filling these positions. •Administered and analyzed employee surveys to use as a tool to improve work performance and identifying the state of the… Show more •Responsible for employee relations, salary administration, performance management, turnover, workers compensation, and training and development for all divisions in South East Alabama. •Consulted and advised senior management and city presidents on key critical roles within the organization and developed a pipeline of talent for filling these positions. •Administered and analyzed employee surveys to use as a tool to improve work performance and identifying the state of the culture. •Created and implemented highly effective recruiting strategies to efficiently support current and future hiring needs, which resulted in lower time to fill positions. •Analyzed and supported AAP Goals and committed to research and development of plans of action to ensure future goals were met. •Managed and reviewed turnover, analyzed trends and with supporting documentation made recommendations on best practices to reduce turnover. Show less

  • Cintas
    • United States
    • Facilities Services
    • 700 & Above Employee
    • Human Resources Manager
      • Jun 2002 - Oct 2005

      •Oversaw all aspects of the human resources function in the manufacturing environment. •Ensured 100% audit compliance within the HR function for 3 plants, which included managing hiring practices, salary administration, training compliance, and safety. •Served on the South Region Audit Team as HR Auditor and audited 16 plants to prepare and ensure compliance of HR audit items. •Directed and oversaw college recruitment initiatives for a 4 state market. •Served as Safety Coordinator… Show more •Oversaw all aspects of the human resources function in the manufacturing environment. •Ensured 100% audit compliance within the HR function for 3 plants, which included managing hiring practices, salary administration, training compliance, and safety. •Served on the South Region Audit Team as HR Auditor and audited 16 plants to prepare and ensure compliance of HR audit items. •Directed and oversaw college recruitment initiatives for a 4 state market. •Served as Safety Coordinator for 3 plants, ensuring safety and OSHA compliance and analysis of safety issues and development of action plans to correct deficiencies. •Provided coaching and development to key talent, interns and management trainees in the South Region to develop skills and abilities to prepare for career progression. •Handled all training for 3 plants around job training, OSHA recordable, safety, and compliance. •Led performance management process to ensure consistent training, timely feedback, goal-setting, improvement plans, and administration of performance reviews. •Reduced turnover at the Overall plant by 21.10% in less than a year, through analyzing trends and reasons for turnover and setting new processes in place. •Monitored and enforced the plant’s compliance to federal, state and local laws as they relate to employers and employees. •Continuously communicated and supported union free initiatives. •Facilitated and created Safety Program Plan that brought awareness to employees and effectively reduced worker’s compensation claims from 21 to 6. •Served as Chair on the Best Practices Committee to observe and research current HR initiatives in a manufacturing environment. Show less •Oversaw all aspects of the human resources function in the manufacturing environment. •Ensured 100% audit compliance within the HR function for 3 plants, which included managing hiring practices, salary administration, training compliance, and safety. •Served on the South Region Audit Team as HR Auditor and audited 16 plants to prepare and ensure compliance of HR audit items. •Directed and oversaw college recruitment initiatives for a 4 state market. •Served as Safety Coordinator… Show more •Oversaw all aspects of the human resources function in the manufacturing environment. •Ensured 100% audit compliance within the HR function for 3 plants, which included managing hiring practices, salary administration, training compliance, and safety. •Served on the South Region Audit Team as HR Auditor and audited 16 plants to prepare and ensure compliance of HR audit items. •Directed and oversaw college recruitment initiatives for a 4 state market. •Served as Safety Coordinator for 3 plants, ensuring safety and OSHA compliance and analysis of safety issues and development of action plans to correct deficiencies. •Provided coaching and development to key talent, interns and management trainees in the South Region to develop skills and abilities to prepare for career progression. •Handled all training for 3 plants around job training, OSHA recordable, safety, and compliance. •Led performance management process to ensure consistent training, timely feedback, goal-setting, improvement plans, and administration of performance reviews. •Reduced turnover at the Overall plant by 21.10% in less than a year, through analyzing trends and reasons for turnover and setting new processes in place. •Monitored and enforced the plant’s compliance to federal, state and local laws as they relate to employers and employees. •Continuously communicated and supported union free initiatives. •Facilitated and created Safety Program Plan that brought awareness to employees and effectively reduced worker’s compensation claims from 21 to 6. •Served as Chair on the Best Practices Committee to observe and research current HR initiatives in a manufacturing environment. Show less

Education

  • University of South Alabama
    Masters, Business Administration
    1999 - 2007
  • Leadership Mobile
    Community Based Leadership Project
    2014 - 2015
  • University of South Alabama
    Bachelor of Science, Business Administration
    1999 - 2002

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