Experienced HR Professional Resume

Accomplished, driven and passionate Human Resources Business Partner and Trusted Advisor who builds and nurtures strong relationships, leads change management, and develops winning human capital strategies for organizational growth.

Experienced in managing talent acquisition and retention programs that bring alignment with present and future enterprise business objectives, committed to diversity, equity and inclusion initiatives.

Empowering and collaborative leader with a keen business acumen and problem-solving expertise. Genuine influencer with ability to translate vision into value-added results.

Key Accomplishments:

§  Introduced “Second Chance” policy increasing the diverse population

§  Led project to reorganize “Human Services Specialists” roles in government: Reduced from to zero (this has never been done before)

§  Built Affirmative Action Plans for diversity and inclusion targets

§  Developed compensation strategies to address workload (volume & complexity), resulting in salary increases for Case Managers

§  Developed career path brochure for Child Protective Services

§  Reduced time to fill from days to days in less than a year as part of government recruiting continuous improvement initiatives

§  Developed Internship programs

§  Promoted to Department of Economic Security as the Human Resources Administration Talent Acquisition Manager in less than a year

UNITED AVIATE ACADEMY – Goodyear                                  April – Oct   

Human Resources Manager / Business Partner

§  Coached business leaders on HR policies and processes, including talent planning, learning and development, and performance management to promote engagement and a culture of continuous growth and development

§  Developed and executed a lifecycle approach to talent management focused on forecasting, staffing, onboarding, development, performance systemically, defining talent gaps and proposed HR solutions

§  Developed integrated approaches to promote diversity and inclusion in talent attraction, development and retention

§  Developed strong relationships with various employee groups

§  Assessed employee training and development needs based on business strategy in order to help close gaps between current and future skill sets

§  Developed and integrated employee relations procedures and processes

§  Investigated employee relations concerns and reported results to leadership

§  Drafted and recommended approval of policies and procedures to address huma resource needs

§  Administered benefits (new enrollments, qualified life events, and annual enrollment process)

§  Approved payroll and bonuses

AMWARE FULFILLMENT - Phoenix, AZ                       April – April

HR Manager/Talent Acquisition Management

§  Implemented new programs, policies, and procedures to achieve the challenging growth targets that delivered desired business results

§  Coached leaders and employees on HR policies and processes

§  Developed and integrated employee relations procedures and processes

§  Investigated employee relations concerns and reported results to leadership

§  Worked with Site GMs to improve the effectiveness of site’s management and supervisory staff in relations to employee issues.

§  Created roundtable format to give employees a chance to voice their concerns

§  Monitored state and local laws to ensue ongoing compliance

§  Pont of contact for the various out of state locations for (payroll, performance evaluations, employee relations issues etc.)

§  Built the recruiting department from scratch, writing standard operating procedures, introducing market best practices

§  Renegotiated national Temporary Agencies agreements bringing savings and compliance to the organization

§  Built and trained in new orientation program

§  Developed policy for compensation strategy for all new vacancies while updating all job descriptions

§  Use Predictive Index as talent optimization, develop job targets and matching the right candidate to the right role for longer tenure and performance

§  Administered benefits (new enrollments, qualified life events, and annual enrollment process

§  Assessed employee training and development needs based on business strategy in order to help close gaps between current and future skill sets

STATE OF ARIZONA – Phoenix, AZ                                              Nov – Nov

Human Resources Manager

• Responsible for managing Human Resources operations (e.g., recruitment, retention, employee relations, diversity and EEO, employee benefits, classification and compensation, training/development, performance management)
• Consulted with various agency, department and division leadership regarding human resource issues, state policies and applicable laws
• Monitored state and local laws to ensure ongoing compliance
• Interpreted policies, procedures rules, guidelines, and laws relevant to HR
• Provided consultation and advice on HR issues and concerns; develop and implement HR strategies and plans within agency
• Prepared employees for assignments by establishing and conducting orientation and training programs
• Designed, implemented and trained in FMLA process
• Developed and implemented effective training programs for managers and employees
• Coached managers on how to develop their employees
• Rewrote Recruitment portion of HRIS manual and trained state Recruiters on new methods
• Updated various state policies before they were sent to the legislature for approval
• Ensured legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records; representing the organization at hearings
• Utilized Lean Tools (value stream mapping, Kaizens) to improve various HR Processes (Recruiting, FMLA, Employee Relations)
• Designed, implemented and trained in appropriate employee relations process
• Developed new hire orientation program
• Manage and conduct thorough investigations of alleged workplace violence, theft, harassment, or other potentially serious violations of policies or law.
•  Multitask and prioritize caseload with administrative and coaching aspects
• Assumed control of high-stress, sensitive situations
• Ensured all investigations/inquiries were completely objective and brought to a logical conclusion.

§  Established and maintained good rapport with community organizations and other State agencies aiming to build collaborative environment with all involved

§  Developed strategic recruitment strategies for high level and hard to fill positions.

§  Implemented strategy to make working at the state more attractive

• Managed and executed full life cycle recruitment strategies training to the Administration leaders, improving their skills and making better decisions on hiring
• Partnered with the Executive Leadership to drive first-class strategies to reduce time to fill and drive change on continuous improvement initiatives
• Key team member of the Statewide Mile Deep Recruiting Project achieving reduction of time to fill to days and saving of $K monthly.

ESI (EARTH SOLUTIONS INC) – Atlanta, GA                                 Jan - Dec

Human Resources Administrative Assistant

• Set up Human Resources Department
• Recruited, hired and trained HR Staff
• Established and negotiated contracts with temporary agencies/permanent placement consulting firms
• Conducted orientations, placed ads online and in newspapers

SCI (SANE CHURCH INTERNATIONAL) – Atlanta, GA               Sept - Dec

Executive Assistant

• Provided administrative support to include a variety of complex, confidential and critical administrative and organizational tasks. Processed payroll for employees
• Reviewed proposals and negotiated costs.

THE NETWORK – Norcross, GA                                                     Oct - Sept

Operations Supervisor

• Selected locations for hiring fairs
• Interviewed, checked references and extended job offers
• Administered company benefits to include medical, dental, COBRA, FSA, k and other available benefits and coverage
• Wrote and updated company policies and procedures manual, employee handbook, and IS addendum.
• Trained new employees on call center procedures
• Identified training needs and submitted feedback to trainer when necessary.
• Supervised interviewers on staff
• Gathered sensitive data from callers to formulate confidential compliance reports

EARLIER CAREER

BRANDON SYSTEMS CORPORATION – Atlanta, GA                Aug – Aug

Senior Recruiting Supervisor