Danielle Ingui-Olson, M.A., SPHR, SHRM-SCP

• Strategically manages approximately $15 million operational budget that includes Risk Management, Employee Health, OPEB Trust, Employee Retirement plans and department operations.
• Manages fiscally sound self-funded employee and OPEB retiree insurance programs that provide benefits for nearly 1,000 participants; ensuring five years of no premium increase, a -.5% change in per FTE employee health cost, and an average of less than .5 % increase to budgeted funding over the last five… Show more

• Strategically manages approximately $15 million operational budget that includes Risk Management, Employee Health, OPEB Trust, Employee Retirement plans and department operations.
• Manages fiscally sound self-funded employee and OPEB retiree insurance programs that provide benefits for nearly 1,000 participants; ensuring five years of no premium increase, a -.5% change in per FTE employee health cost, and an average of less than .5 % increase to budgeted funding over the last five years.
• Administer Town sponsored retirement pension plan ($230M total assets) and defined contribution plans, propose and evaluate plan amendments to reduce unfunded accrued actuarial liabilities, and conduct detailed analysis of plan design.
• Collaborate with senior level leadership and serves as a consultant to department leaders regarding, but not limited to, employee relations, performance management, talent acquisition, organizational analysis, and succession planning programs.
• Serve employees as internal clients providing collaborative hands on assistance as needed, fostering a trusted relationship across business units in order to achieve desired service levels.
• Continuously evaluates existing benefits and compensation, comparing data to ensure market competitiveness and retention.
• Conducted complex workplace investigations relating to employee complaints, policy violations, workplace harassment and/or discrimination allegations. Proactively manage various types of workplace conflict, grievance hearings, and a variety of employment legal matters.
•• Negotiates with various public safety unions through certification, ratification of multiple contracts, and decertification.
Prior Roles with Town of Palm Beach:
Assistant Director of Human Resources (09/2009-2/2010)
Human Resource Analyst (10/2008-09/2009)
Show less

The School District of Palm Beach County is the largest employer in Palm Beach County, approximately 27,000 employees at over 180 school sites, and the 11th largest school district in the nation.
• Worked collaboratively with senior management to resolve a wide range of employee relation issues.
• Coached and counseled supervisors on managing performance issues in accordance with organizational policies, federal and state laws, conducting workplace investigations, developing… Show more

The School District of Palm Beach County is the largest employer in Palm Beach County, approximately 27,000 employees at over 180 school sites, and the 11th largest school district in the nation.
• Worked collaboratively with senior management to resolve a wide range of employee relation issues.
• Coached and counseled supervisors on managing performance issues in accordance with organizational policies, federal and state laws, conducting workplace investigations, developing recommendations for disciplinary action, Drug Free Workplace administration, Employee Assistance Program management, and developing policies, and initiatives in a multi-union environment.
• Developed a database for employee relations case management to include required notices per union contracts, documentation of due process, and public record request notifications.
Show less

Worked within a world-class medical center and institution of higher education dedicated to following organizational principles of purpose, worthwhile work, and making a difference.
• Planned, implemented, and administered compensation and performance development programs.
• Evaluated the fiscal impact of operating within a pay for performance environment, correlation of employee performance ratings to budget allocation and funding availability, and proactively addressed compensation… Show more

Worked within a world-class medical center and institution of higher education dedicated to following organizational principles of purpose, worthwhile work, and making a difference.
• Planned, implemented, and administered compensation and performance development programs.
• Evaluated the fiscal impact of operating within a pay for performance environment, correlation of employee performance ratings to budget allocation and funding availability, and proactively addressed compensation and performance development issues for 25,000 employees.
• Using technical expertise in database development enabled the creation of a system to evaluate the cost of implementing a new salary structure, 1,260 job codes, affecting a population of 15,000 staff.
• Performed compensation studies using regression analysis and benchmarked salary data to determine proper organizational classifications. Show less

Responsible for the areas of employee relations, performance management, classification, HRIS, training and development, and employee recognition serving a population of 1,200 full-time employees.
• Conducted workplace and EEO investigations while maintaining confidentiality and providing all parties involved with fair and ethical treatment.
• Provided consultative guidance to supervisors regarding a variety of employee relation matters.
• Managed the salary schedule to include… Show more

Responsible for the areas of employee relations, performance management, classification, HRIS, training and development, and employee recognition serving a population of 1,200 full-time employees.
• Conducted workplace and EEO investigations while maintaining confidentiality and providing all parties involved with fair and ethical treatment.
• Provided consultative guidance to supervisors regarding a variety of employee relation matters.
• Managed the salary schedule to include legal compliance, classification development, policy review, and pay grade management. Oversight of various salary surveys to include survey development, collection, and analysis.
• Identified opportunities for continuous quality improvement and developed programs such as the Employee Commendations, Counseling, and Corrective Discipline for Supervisors, exit interviews for employee retention, and the Bravo Award employee recognition program to support a respectable organizational culture, increase employee morale, and overall positive sense of affiliation with the mission of the organization.
Show less

• Manage all aspects of employee benefits at a Mobile Five Star and AAA Five Diamond luxury resort to include insurance, workers’ compensation, unemployment compensation, 401(k) retirement plan, OSHA, benefits orientation and various leaves of absence.
• Responsible for human resource information systems (HRIS) conversation to include technical installation, process evaluation and report design.
• Facilitated on-site HRIS implementation for Human Resource offices located at various… Show more

• Manage all aspects of employee benefits at a Mobile Five Star and AAA Five Diamond luxury resort to include insurance, workers’ compensation, unemployment compensation, 401(k) retirement plan, OSHA, benefits orientation and various leaves of absence.
• Responsible for human resource information systems (HRIS) conversation to include technical installation, process evaluation and report design.
• Facilitated on-site HRIS implementation for Human Resource offices located at various Four Seasons properties nation-wide.
Show less