Executive Summary

Dedicated Human Resources professional skilled in all facets of Human

Resources management and administration. Nine plus years of experience in

managing a full spectrum of human resources programs, services, and

functions. Strong command of employment laws, compliance issues, benefit

plans, and union avoidance. Talented in establishing and maintaining

positive and productive employee-management relationships with a keen

understanding of business priorities and ethical responsibilities.

Exceptional interpersonal capabilities, able to cultivate relationships

throughout the organization. Expert communicator - able to resolve

conflicts and negotiate win-win outcomes.

Key Proficiencies

. Employee Relations

. HR Policies/Procedures

. Team Building/Morale Building

. Employee Counseling/Coaching

. Mediation/Dispute Resolution

. Recruitment and Retention

. Job Analysis/Compensation Planning

. Employee Engagement Programs

. Employee Recognition Programs

. Training/Employee Development

. Union Avoidance

. Legal Issues and Compliance (ADA, EEO, FMLA, OSHA)

. PeopleSoft, Oracle, Kronos, HodesIQ, iCims, Yardi Voyager

. Microsoft Word, PowerPoint, Excel, Outlook, Lotus Notes

1 Employment History

Yardi Systems, Inc. Irving, Texas

April 2011 - Present

Sr. Human Resources Generalist, Central Region

Provide Sr. Generalist support for over 415 multi-state, full time, exempt

and non-exempt employees located in offices throughout the central region.

Responsibilities include recruiting for open positions, employee relations,

design and implementation of HR processes and policies for new call center

business unit, recognition and retention programs, benefits and payroll

administration, and ongoing performance management. Conduct new hire

orientations, and train employees on new benefits and open enrollment

processes. Directly managed staff of 3.

Key Achievements:

. Evaluated turnover rate of Call Center business unit and recommended

steps to reduce this number. These steps included the design and

implementation of new incentive program, the creation of career

progressions within the Call Center, the addition of a 4 day work week to

shift bids, and recognition program. Turnover reduced from 59.7% to

44.9% in the first 12 months.

. Developed and implemented Policies and Procedure Manual, revised Employee

Handbook, and coordinated the development of Regional New Employee

Orientation Program.

. Successfully managed the redesign of Call Center incentive program based

on Call Center metrics and employee dashboards. Worked closely with

Director of Call Center Operations to design and implement new plan which

addressed inconsistencies within the business unit, increased morale and

played important role in reducing turnover.

. Worked closely with Call Center Leadership and Recruitment Specialist to

redesign recruiting strategy and process. Created job descriptions,

reworked postings and created standardized interview questions and

candidate scorecards.

. Created and maintained all local HR metric reports. These included

monthly, quarterly, and annual turnover rates, growth rate, projected

growth/turnover, all local recruitment reports and headcount.

. Conducted thorough and timely investigations of employee complaints and

policy violations and responding to EEOC claims and legal requests.

. Developed and conducted annual Sexual Harassment Training for all local

managers and supervisors.

. Developed and conducted New Manager Training for all Central Region

Management Employees.

. Responsible for auditing multiple locations' postings to ensure

compliance with federal, state and company requirements.

. Responsible for directing the work of Recruiting Specialist and HR Admin

locally as well as non-local Associate Generalist.

Hertz Corporation DFW Airport, Texas

August 2010 - April 2011

Human Resources Business Partner

Carry out Generalist duties for over 750 full time, part time, and on call

employees located in Oklahoma, North and West Texas. Support of both union

and non-union employees including recruiting for open positions, employee

relations, retention programs, process management, union avoidance and

ongoing performance management.

Key Achievements:

. Evaluated current management practices and recommended steps for

improvement: training on current policies and real time application of

those policies in the field.

. Led team responsible for reviewing and rewriting Southwest Region

policies and procedures manual.

. Successfully coordinated 30 day union campaign resulting in a majority

vote for the company.

. Developed steps to begin succession planning for Branch and Area Mangers

in the region.

. Responsible for promoting and increasing participation in bi-annual Pulse

Employee Survey. Developed process for presenting results to employees

and engaging them in improving region scores.

. Conducted thorough and timely investigations of employee complaints and

policy violations and responding to EEOC claims and legal requests.

. Conducted regular Union Avoidance Training for all mangers in the region.

. Responsible for auditing all Southwest Region locations' federal, state,

and company postings to ensure compliance.

. Responsible for directing work of two HR Clerks.

Quest Diagnostics/AmeriPath, Inc. Addison, Texas

March 2007 - April 2010

Human Resources Generalist

Manage full range of HR issues in support of over 440 multi-state, full

time exempt and non-exempt employees, including recruiting for open

positions, employee relations, design and implementation of training

programs, recognition and retention programs, process management, benefits

and payroll administration, and ongoing performance management. Conduct new

hire orientations, and train employees on new benefits and open enrollment

processes. Key member of team responsible for integration of AmeriPath HR

processes, systems, culture into Quest Diagnostics following acquisition.

Key Achievements:

. Designed New Employee Orientation Program that has been implemented

throughout the company. This was a monthly program lasting one and a

half days which included training for new employees on company Policies

and Procedures, Sexual Harassment, Safety and Health, Benefit Plan

Overview, and a Laboratory Tour.

. Designed and implemented Management Training Bootcamp utilized throughout

the company. This program included training for new Supervisors and

Managers on Performance Management, Employee Relations, Payroll Policies

and Procedures, Interviewing Skills, Union Avoidance and Sexual

Harassment.

. Implemented Monthly Manager Lunch and Learn Series wherein upcoming HR

issues, initiatives, and any policy application questions were discussed

with each management team: Billing, IT, Operations and Finance

. Successfully managed key change management initiatives including

downsizing, restructuring, recruitment, and growth operations at multiple

site locations.

. Skillfully coordinated several departmental integrations of AmeriPath and

Quest Diagnostics staffs; worked with managers and program leaders to

identify areas of overlap and eliminate process duplication for mergers

within assigned region resulting in a significant cost savings.

. As part of integration into Quest Diagnostics pay structure -

Successfully managed job and compensation realignment project for all

corporate staff; responsible for analyzing each current position, working

with each manager to re write job descriptions and re title positions

under Quest standards and slot the positions into new pay structure.

. Facilitated all FMLA requests. Worked with third party vendor to closely

monitor all leaves of absence.

. Advocated and implemented use of health and wellness rooms at each local

facility.

. Conducted thorough and timely investigations of employee complaints and

policy violations and responding to EEOC claims and legal requests.

. Responsible for mentoring and directing work of Associate Generalist and

HR Coordinator.

. Recruited for positions and assisted supervisors and managers with hiring

process by creating job descriptions, reviewing resumes, screening

applicants, checking references, and posting open positions through

various sources

Odyssey One Source Euless, Texas

September 2005 - March 2007

4 Human Resources Generalist

. Answered/responded to general HR questions concerning employment laws,

processes, practices, and compliance with state and federal regulations

regarding hiring, terminations, and worker's comp issues

. Administered substance abuse and alcohol screening program and background

screening program

. Conducted sexual harassment investigations for clients and made

recommendations

. Recruited for corporate positions and assisted clients with hiring

process by creating job descriptions, reviewing resumes, screening

applicants, checking references, and posting open positions through

various sources

. Responsible for timely correspondence with local, state and federal

agencies including, but not limited to: all subpoena requests for

personnel and payroll records, FMLA notices, EEOC, and TWC responses

. Conducted on-site HR Audits for assigned clients to verify all state and

federal requirements were met for employee file maintenance as well as

verified that all state and federal postings were up to date.

. Processed new hire paperwork, verified social security numbers, and

requested missing or incomplete documentation from clients

. Completed various special projects as required by the Director of HR

Services and/or HR Supervisor

City of Keller Keller, Texas

April 2005 - September 2005

5 Intern for Human Resources Department

Educational Experience/Certification

University of North Texas Denton, Texas

Degree: BBA in HR Management/Organizational Behavior

Professional in Human Resources (PHR) Certification received 2005

Non-HR Experience

July 2003-May 2004 InfoPlace USA

Assistant Manager, Customer Service

May 2000-August 2002 Olive Garden

Lewisville and Abilene, TX

Certified Trainer

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