Melanie B.

Recruiter

Charleston, South Carolina, United States15 yrs 7 mos experience

Highly Stable

Key Highlights

15 years of strategic HR leadership experience.
Expert in navigating complex organizational changes.
Proven track record in improving employee engagement.

Stackforce AI infers this person is a strategic HR leader in the Healthcare and Aviation sectors.

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Skills

Core Skills

Strategic Human Resources LeadershipChange ManagementTalent ManagementEmployee Relations

Other Skills

Employee EngagementHR PoliciesBusiness StrategyGlobal Human Resources ManagementDiversity & InclusionTraining and Development (HR)Employee Benefits DesignEmployee Learning & DevelopmentLabor RelationsNew Hire OrientationsOnboardingEqual Employment Opportunity (EEO)Performance AppraisalFull Life Cycle RecruitingApplicant Tracking Systems

About

I’m a strategic HR leader with 15 years of experience helping organizations navigate growth, change, and the challenges that come with managing people in complex environments. My background spans healthcare, aviation, and high-growth sectors—supporting both operational and corporate teams through mergers, reorganizations, and moments of transformation. What I bring to the table is a grounded, practical approach to HR that balances people-first leadership with business priorities. I’ve led employee relations functions, built high-performing HR teams, and served as a trusted partner to senior leadership. Whether advising on a sensitive employee issue, supporting an acquisition, or helping a new leader get up to speed, I aim to bring clarity, consistency, and sound judgment. I care deeply about building cultures where people feel respected, supported, and able to grow. I’m known for being calm under pressure, fair in tough conversations, and highly collaborative across all levels of the organization. My focus now is continuing to lead in spaces where HR is not just a function—but a key driver of organizational resilience, performance, and culture.

Experience

15 yrs 7 mos

Total Experience

6 yrs 11 mos

Average Tenure

1 yr 9 mos

Current Experience

Musc health

Human Resources Business Partner

Sep 2024 – Present · 1 yr 9 mos · Charleston, South Carolina, United States · Hybrid

Human Resources Business Partner
MUSC Health | Charleston, SC
September 2024 – Present
At MUSC Health, I serve as a strategic HR partner to senior leaders across clinical and non-clinical teams, especially during high-impact transitions like acquisitions and integrations. I focus on building strong leadership alignment, improving team performance, and helping departments navigate change in a way that retains talent and strengthens culture.
Lead post-acquisition integration efforts for newly acquired practices, aligning org structures, policies, and people systems across the enterprise
Reduced early-stage turnover risk by developing targeted onboarding and retention plans for critical roles in Tier 3 departments
Advised department leaders on complex employee relations matters, guiding fair, compliant, and timely resolutions
Partnered with Ambulatory senior leadership to assess workforce gaps, succession needs, and future talent strategies
Leveraged workforce data and engagement feedback to shape performance strategies tied to patient care and operational outcomes
I’m passionate about building bridges between people strategy and business goals—especially when the stakes are high. My work at MUSC is all about helping leaders lead better, employees feel supported, and teams perform at their best during times of change.

Employee EngagementHR PoliciesStrategic Human Resources LeadershipChange Management

Delta airlines

HR Base Manager

Jun 2020 – Aug 2024 · 4 yrs 2 mos · Atlanta, Georgia, United States · Hybrid

Human Resources Manager
Delta Air Lines | Atlanta, GA
June 2020 – August 2024
At Delta, I led a high-performing team of 30 Senior HR Business Partners supporting cross-functional operations in a fast-paced, highly regulated industry. My focus was on aligning people strategy with business priorities, navigating complex employee relations, and helping leaders lead more effectively at scale.
Directed a team of 30 HRBPs covering regional and global workforces—ensuring alignment across employee relations, performance, and compliance matters
Served as a senior advisor to executives across HR, Legal, and Operations, shaping workforce strategies during high-stakes organizational changes
Increased leadership effectiveness by embedding coaching into day-to-day interactions and scaling development plans across business units
Improved HR performance and service delivery metrics by 33% through clearer accountability models, ER protocols, and leadership support
Led enterprise initiatives to strengthen inclusion, recognition, and team culture—impacting engagement scores across multiple regions
Ensured consistency in employee relations practices across union and non-union teams, partnering closely with Legal and Labor Relations to mitigate risk
This role sharpened my ability to lead with both precision and empathy. I built a team culture rooted in trust, clear expectations, and shared success—and delivered measurable results while navigating one of the most dynamic environments in corporate HR.

Business StrategyGlobal Human Resources ManagementStrategic Human Resources LeadershipEmployee Relations

American airlines

Senior Human Resources Duty Manager

Oct 2010 – Jun 2020 · 9 yrs 8 mos · Raleigh, North Carolina, United States · On-site

Human Resources Duty Manager
American Airlines | Raleigh, NC
October 2010 – June 2020
During my time at American Airlines, I helped lead HR through some of the most pivotal moments in the company’s history—including bankruptcy proceedings and the merger with US Airways. Supporting both front- line teams and corporate departments, I worked directly with senior leadership to stabilize workforce morale, navigate complex labor issues, and maintain operational continuity through years of disruption and change.
Led HR support for multiple business units during the American–US Airways merger, ensuring workforce transitions were compliant, timely, and grounded in clear communication
Partnered with labor relations and legal teams throughout bankruptcy proceedings to manage employee relations risks and maintain trust across unionized teams
Supported department leaders through organizational restructuring, including workforce reductions, redeployment's, and leadership realignment
Improved retention by 22% by redesigning hiring strategies and strengthening leader accountability through coaching and development
Designed and implemented onboarding and engagement programs that supported cultural integration and improved early tenure retention
Served as a trusted advisor to senior leadership on high-risk people decisions, policy alignment, and long-term workforce planning during a volatile period of transformation
This role challenged and refined my leadership approach. I learned to lead with steadiness under pressure, to communicate with clarity in times of uncertainty, and to be a strategic partner in both survival and growth.