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Douglas Parks
Strategic Advisor and Consultant
Douglas Parks is a C-suite leader with a diverse background in developing shared services strategy, policies, and programs by utilizing analytics to drive business outcomes. With expertise as a Human Resource Generalist, he excels in overseeing the complete HR spectrum including performance management, talent acquisition, culture development, employee relations, and total rewards. Parks also boasts extensive experience in Organization Development and Strategy, where he has crafted strategies for both enterprise and business units, implementing organizational development techniques to enhance revenue and profitability for Fortune 25 companies and non-profits.
His proficiency in Talent Management shines through his ability to analyze organizational capability needs, construct talent management strategies, and align them with workforce planning, critical competencies, leadership development, and succession planning. Additionally, Parks has a wealth of experience in Program and Transformation Management, guiding senior executives in defining strategies and executing enterprise-wide transformations to drive strategic revenue and profit growth.
Parks holds a Master's degree in Learning and Organizational Change from Northwestern University and a Bachelor's degree in Organizational Leadership from Purdue University Northwest. His career spans across various notable organizations such as Fanatics, Azamara, HealthNow New York Inc., EmblemHealth, Mercer, and more, where he has held key positions including Senior Vice President of Global Human Resources, Chief Administrative Officer, Chief Human Resources Officer, Global HR Leader, and various other strategic roles. Stemming from a strong foundation in strategic planning, organization development, talent management, and human resources, Parks's expertise also extends to sales force transformation, project management, and workforce transformation.
Throughout his career, he has demonstrated a knack for driving impactful change within organizations, leading to enhanced performance and profitability. Parks has also ventured into consultancy with his firm Parks Management Consulting and gained valuable experience in business development and account management roles across illustrious companies like IBM, Corporate Express, FedEx Services, and Dawson and Associates.
Highlights
I am thrilled to announce the launch of Shareworks, our new equity administration tool, improving the way we management our equity plans. Shareworks provides a seamless, intuitive experience for administering our equity plans, from granting options and restricted stock units to managing vesting schedules and generating reports. From our legacy business to our well-incubated startups, Shareworks simplifies our equity management, increases efficiency, and enables compliance. This launch comes on the heels of our recently announced Oracle HRIS implementation and is a continuation of our digital transformation. The tool will allow us to better connect the work employees do with the value delivered and the rewards it brings. Empowering our teams with cutting edge tools is key to fostering growth and innovation, and ultimately fulfilling our commitment to relentlessly enhance the employee experience. The shape phase of our HR transformation journey continues.
Over the course of my career, I have sought out opportunities where I can create meaningful and lasting impact with employees around the world. Thus far, I have had the privilege of doing this within the luxury cruise industry (Azamara), the healthcare industry (HealthNow New York, EmblemHealth, Mercer, Exelis), and business development (FedEx). Now, I am excited to share, that for the past year and a half, I have been working to do the same within the sports industry by serving as SVP, HR for global digital sports platform Fanatics. I quietly joined the organization in December, and since then have been digging in across our total rewards, shared services, and HR operations with the goal of creating increased efficiency and scale for our more than 22,000 employees around the globe. To reach our business goals, we need strong systems, processes, and procedures in place to both support and reward our employees. I follow a four-phased approach to transformation and after a period of stabilization, we initiated the shape-phase – programming, processes, people and systems. We just recently completed a significant digital systems transformation by moving our four lines of business (Fanatics Holdings, Commerce, Collectibles, and Betting & Gaming) onto a common HR platform. Our core HR services, onboarding, payroll, compensation, recruiting, manager and employee self-service modules, and related functionality can now be accessed via Oracle. By utilizing one, best-in-class unified digital system across all of Fanatics, we are better able to enhance the employee journey and experience, streamline our HR programming and processes, improve workforce management, elevate our overall efficiency, and strategically partner with the business. This was a tremendous effort across the team and broader HR organization, but this was only the first step. Getting where we need to be as a global organization requires an ongoing commitment to changing the ways in which we operate – new systems are only as good as the information going into them. It’s important to remember, however, that launching a new system is only the first part of the journey. It is going to take a concentrated, ongoing effort to ensure we get the most out of our investment. As digital transformations go, I am proud of the teams’ efforts, efficiency, and innovation. Being nominated for an Oracle Excellence award was icing on the cake and a tremendous accomplishment and testament to the relentless efforts to deliver for employees and our fans.
