Human Resources Manager Resume
Wanda Matthews
Experience
Human Resources Manager
Goodman Networks (Privately Held; employees; Telecommunications industry)
Nov – September
Created and initiated training and development plan and coursework to achieve business objectives. Created core competency–based evaluations. Training course delivery methods include platform, web-based and CBT (computer based training).
Created job analysis, job descriptions, core competencies, and job grades for positions, which showed a significant reduction from current practice of “title” driven system.
Developed an affordable compensation system that was internally and externally equitable, appropriate for the workforce, compatible with the business objectives and transitioned company to an annually based compensation schedule.
Hired more than employees in seven months, with many hires being project driven and time critical. Reduced the on-boarding time by as much as % by partnering with field managers/key contacts for remote hires.
Led HR implementation of Oracle as the primary HRIS. Responsible for training staff on Ceridian. HR representative on Executive Team for ISO recertification. Created and implemented Emergency Evacuation Plan.
Provided HR generalist support to employees and managers for Dallas, Texas headquarters, employing full time employees; and field offices employing - contract and temporary employees located across the United States.
Direct supervision for records retention coordinator, benefits administrator and indirect supervision for HRIS specialist. Managed on boarding, terminations, employee disputes, investigations, and downsizing activities.
HR Manager II
Armstrong Industries
/ – /
Created Affirmative Action Plan, Lead for Safety Implementation Team,
Performed all aspects of employee relations and recruiting for Customer Service, Call Center, Transportation, IT, Finance, Engineering, Sales, Installers, and Warehouse personnel at the Dallas Headquarters and in field offices located across the South Central and South East United States. Assisted in preparation for contract negotiations.
Advised management with regard to employee hiring, evaluation, discipline, and termination decisions. Mediated conflict resolution between employees at various levels. Worked closely with management to ensure compliance with Local, State, and Federal employment laws ensuring consistent application of company policies. Responded to and acted as company representative in unemployment and EEOC hearings and mediations. Performed exit interviews as needed. Investigated all employee grievances, including violations of harassment and discrimination policies. Conducted FLSA audits and suggested corrective action. Updated Employee Handbook and HR policy as needed. Administered ADA and FMLA programs.
Coordinated all health benefits to active hourly, salary and retiree plans. Various functions include claims processing, orientation to new hires and retirees on medical benefits and processing of disability claims.
Conduct applicant interviews and work with agencies for temporary and regular full-time hires. Responsible for College and Management recruiting and new hire orientation program. Create and update job descriptions. Update Employee Handbook and HR policy as needed. Act as first contact for benefits and work with parent company benefits team and outsourced administrator to address employees’ concerns.
HR Manager II
Raytheon, Space and Airborne Systems
–
Partnered with SG&A executives on the proper alignment of talent and resulting organizational structure in support of company spin-off and created and led the HR team that supported the business unit. Business generated sales in excess of $M annually and was comprised of Engineering, Finance, R & D, IT, Contracts, Transportation, Manufacturing, Safety and Environmental Services and Facilities Fulfillment. My team and I provided direct HR support for this -employee manufacturing and engineering organization. Additionally, I provided Indirect oversight for an additional California based business unit with more than local employees.
Led and participated in the implementation of salary, stock & bonus planning, critical retentions as well as co-design and implementation of special incentive programs to award the achievement of desired gross margin improvements or other desired financial or technology milestone outcomes. Responsible for salary administration and administration of pension plans.
Created and led a compensation team to address the compensation issues, some of which were; process improvements, budget alignment and tracking, and pay differentiation. As a key contributor of Regional Work Place Violence Committee, developed a system for addressing work place violence issues. HR lead for the McKinney Site Evacuation Team and with the team created disaster plans to include building evacuation, community notification, employee relocation, and business unit recovery.
Partnered with Engineering business units to streamline recruiting processes as well as create new branding concepts; reduced recruitment cycle from days to .
Managed HR cost center budget and business unit salary budget. Additionally, managed business training budget and employee recognition and reward budget for the business. Coordinated and oversaw several company reductions resulting in % R&D & % SG&A expense reductions.
Created Succession plan for Leadership team. In support of functional groups and business units, utilized the Diversity Diamond to identify gaps as well as assist the Program Managers in creating a Diversity Roadmap for their respective organizations which resulted in goal attainment of % increase in diversity representation on Leadership Team and in key contributor placements.
Conducted investigation of high employee turnover, suggested and won approval for staffing solution that helped reduce manufacturing turnover to an extremely low %. Through innovative employee relations and reward programs, reduced absenteeism % and turnover by %, and % positive improvement in employee attitude survey
Conducted new hire orientations and HR related trainings for Executives and Senior Managers.
Provided direction to a staff of geographically dispersed HR Managers and generalists resulting in the delivery of common HR solutions and tools. Managed key retained searches. Successfully partnered with Corporate HR Programs Organizations to ensure design and delivery of strategic services in staffing, compensation, benefits, HR systems, and training.
Human Resources Director
HR and HRIS Supervisor
Richmont Holding Company
–
Human Resources Director at Marketing Specialists Sales Company
(Privately Held; -, employees; Consumer Goods industry)
Directed all corporate and field Human Resources duties for field employee population of , in Branch Offices and a corporate employee population of , in a central office. Revised and converted Human Resources policies and practices for alignment with the new organization. Established proactive HR presence in the Headquarters and the South Central United States. Provided coaching and assistance to managers in disciplinary and employee relations’ issues. Responded to and represented company at EEOC arbitration hearings and DFH (Cal).
Performed due diligence and integration processes for several acquisitions of varying sizes in order to capture key talent and internal processes, which completed or complemented product portfolio.
Developed and facilitated multiple employee and management training programs. Designed and implemented a company wide Performance Management System including research for appropriate measurements, development of forms, introduction of goal alignment, design and presentation of field training and authorship of User’s Guide.
Provided day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions). Worked closely with leaders and employees to improve work relationships, build morale, and increase productivity and retention.
As Change Agent supported business expansion from HR capacity during the merger/acquisition of more than companies which resulted in employee population growth from to , within years. During the assimilation process, ensured implementation and communication of the new practices & processes.
Successfully lead major conversions, including: nonexempt conversion for retail job classifications, vacation policy change, benefits and employment agreements. Managed merit increase planning, transfer and promotion process. Designed and implemented Drug Testing Program, Relocation Program, and Internal Job Posting Process.
Recruitment and selection for non-exempt through top level management positions. Worked with employment and education agencies to develop process/program for project driven work assignment.
Managed outsourcing and responded to employee concerns and issues with ultimate shut down of company.
Richmont Holding Corporation, Continued
Human Resources Supervisor, Records & HRIS
Mary Kay Corporate
Supervised four Human Resource professionals who maintained employee records and Family and Medical Leave records for employees.
Responsible for New Hire Orientation program, Policy and Procedure documentation and updates. From an HR prospective provided oversight to ensure accuracy and appropriateness of employee newsletter that was produced on monthly basis.
Initiate and maintain all security accesses, maintenance, and interface of Human Resource Information System.
Legal Custodian of Records for Company ensuring legal compliance and adherence of all records to include, I, FMLA, HIPPA, OSHA, etc. Responsible for legal compliance and EEOC reporting.
Prepared/analyzed reports on employee forecasting, turnover, etc.
Sr. Internal Organizational and Employee Development Consultant
Texas Instruments
Provided HR leadership to the Manufacturing and Engineering business units. Collaborated with key decision-makers, created high-performance workforce that optimized business unit capabilities, translated business strategies and objectives into HR initiatives handled due diligence during merger and acquisition proceedings and maintained effective communications across all business functions. Oversaw HR operations including plant operations ramp up, workforce recruitment and training, employee retention, organization and management development, dispute and conflict resolution, and functions associated with subsequent plant shutdown.
Managed training budget allocation. Created and conducted training assessments, needs, and job aids. Made make/buy decisions regarding training. Created training effectiveness measures and training roadmap. Created skills and training grids for critical positions. Created database and methodology to log and track training. Managed large-scale change initiatives as R&D program moved into production and ultimately sold-off with local shutdown.
Created and obtained Leadership buy-in for Re-engineering effort which moved the Solar group to self-directed work teams. Hosted the University of North Texas’ Center for Study of Work Teams in which the work teams had the opportunity to show how their job had transitioned, how they were able to contribute more, expand their skill set, and gain better job satisfaction while improving quality and through-put.
Managed current activities for employees, management, and executive teams to best align needs and talent while keeping a high level focus on future trends and needs. Conducted feedbacks and coached leaders on feedback and recommendations for improvement. Facilitated Strategic Planning, Performance Improvement, and Six Sigma projects.
Supervision of first shifts Solar Cell manufacturing processes that included: chemical etching, metal cladding, electrical testing, and assembly. Provided coaching, leadership, and indirect supervision to third shift self-directed work team.
Personally selected by Executive Vice President of North Texas Facilities Fulfillment to support the NT Facilities Fulfillment Business Organization which was comprised of the following departments: transportation, shipping and receiving, site security, information security, Environmental Health and Safety, HVAC, Chemical, Engineering, Equipment, Technicians, Neighborhood Relations, and Volunteerism/Community Involvement. These groups were responsible for full range of facilities fulfillment to include such things as electricity, chemical supplies, water supplies, transportation, and emergency readiness and evacuation.
Act as an internal consultant to Senior Management and department leaders on people and organizational issues including design and implementation of environmental assessments, organizational transformation change forums, organizational design, goal setting, behaviorally anchored rating systems, employee surveys, technical process mapping, and process facilitation. Understood and owned the Organizational Development implications of business goals. Served as a thought partner for the leaders of the business groups. Understood client group business fully in order to align organizational/employee development strategy to business objectives. Maintained effective level of business literacy about the business units’ financial position, its mid range plans, its culture and its competition.
Developed and managed the department’s signature events and programming, charitable campaign objectives and serve as community resource liaison for adjoining neighborhood. Attended and contributed to monthly community meetings.
Developed and coordinated new programs and events involving the community such as; providing low/no cost health screening, neighborhood newspaper, town-council meetings with TI Executives and neighboring home owners, breast screening, educational seminars for neighboring community regarding African-American specific health issues.
Responsible for detailed administration and logistics of events, ensuring appropriate staffing and resources, generating sponsorship and staying within the allotted budget.
Additional Experience:
Invited speaker at National ASQC conference on the subject of creating and developing High Performing Work Teams.
Multiple presentations at the International Work Team Conference sponsored by the University of North Texas.
Guest speaker for Mobil Oil at Total Quality Management kick-off. Created and Presented training classes at ASTD conferences and within other companies outside of work.
Facilitated Strategic Planning Sessions for the President and Board of Grayson County Community Junior College, the International Cooperative for Ozone Layer Protection and multiple leadership groups at Texas Instruments.
Software:
Windows, Microsoft Office, Ceridian, PeopleSoft, SAP, Oracle, Word, Excel, Access, Quiz, Project, Visual Basic.
Equally proficient on PC and Mac.
Education:
BS Human Relations and Business
Amberton University
Dallas Texas
Member of Golden Key National Honor Society at UTD before transferring to Amberton to better accommodate full time work schedule and travel.
Member: Organizational Development Network, ASTD, SHRM, Scheduled to sit for certification in December .
Additional Training:
DDI certification through Texas Instruments, Six Sigma specialist recognition through Raytheon, Re-engineering, Conflict Resolution, Managing Change, Diversity, multiple Quality and OSHA courses through Texas Instruments and Raytheon. On going participation in training and learning facilitated by employer as well as self initiated.
