Human Resources Manager
Resume:
RE: HR Generalist
I wish to apply for the position of HR Generalist. Please find my resume attached.
My strong, vast and diverse HR Generalist background in human resources, compensation, benefits, training,
compliance, employee relations and recruitment would make me an ideal candidate for this career opportunity. After my
most recent reduction in force, I have performed short term assignments/consultant work. My experience during that
time included a 90 day assignment serving as Plant HR Manager for a Japanese Tier 1 Automotive
manufacturing supplier (600+ Non Union employees). My strong and diverse background along with my ability to
communicate with all levels of management would add immediate value. My ability to locate areas of deficiencies and
establish countermeasures only adds to my ability to be an instant asset.
I possess a proven track record of overseeing and management of Safety (OSHA) requirements, FLSA regulations,
Business Plan (including budget), compensation/benefits, onboarding, development/succession planning, and HR
compliance. I have a 100% track record in keeping all locations Union Free. In addition, I am experience in
communicating and negotiating with outside providers of benefits in order to continue to provide the most current
benefits.
I look forward to speaking with you soon to discuss in detail my skills and experience and to learn more about this great
career opportunity.
Yours sincerely,
Randall Wormley
*******.*******@*****.***
RANDALL WORMLEY
6518 Vintage Circle McCalla, AL 35111 205-***-**** *******.*******@*****.***
HUMAN RESOURCES PROFESSIONAL
• Human Resource Professional offering a +19 year HR career distinguished by commended performance and proven
results.
• Extensive background in HR generalist affairs, including interpretation and application of HR policies and
procedures, employee recruitment, placement and retention, staff development, conflict resolution, payroll, benefits and
compensation, Internal investigation (Worker’s Comp, employee issues, etc.), HR records management, HR and safety
legal compliance.
• Demonstrated success in negotiating win win compromises, developing teambuilding programs, and writing
personnel manuals, corporate policies, job descriptions and management reports.
HR SKILLS
HR Department Startup Business Plan Budget Plans Orientation & On Boarding
Employment Law Employee Relations Training & Development
FMLA/ADA/EEO/WC/HIPPA Benefits Administration Performance Management
Internal Investigation and resolutions HR Program/Project Management Organizational Development
HRIS Technologies Union Avoidance HR Policies & Procedures
PROFESSIONAL EXPERIENCE
WASTE MANAGEMNT, INC (GULF COAST) Madison, MS
North America's leading provider of integrated environmental solutions.
Area Human Resources Manager – 2011 2012 (Market Consolidation – Reduction in Force)
Mississippi, Louisiana, Florida Panhandle, South Alabama
Direct all of the people functions (2000 employees) for four state area (MS, LA, FL Panhandle & South Alabama) of the Sales,
Marketing and Employee and Customer Engagement departments in accordance with the policies and practices of the
corporation, and conducts strategic human resource planning to provide the departments with the best people talent available.
Key Responsibilities:
• Plans, develops, implements, and directs the department’s human resource function and performance.
• Participates in the development of the corporation's plans and programs as a strategic partner but particularly from
the perspective of the impact on people. Translates the strategic and tactical business plans into HR strategic and
operational plans.
• Evaluates and advises on the impact of long range planning of new programs/strategies and regulatory action as
those items impact the attraction, motivation, development and retention of the people resources of the corporation.
• Develops staffing strategies and implementation plans and programs to identify talent within and outside the
corporation for positions of responsibility. Identifies appropriate and effective external sources for candidates for all
levels within the company. Implements human resource planning models to identify competency, knowledge and talent
gaps and develops specific programs for the filling of the gaps.
• Areas of activity include talent management through proper succession planning programs for key contributor and
management positions, training and development programs for preparing employees for more significant
responsibilities.
LOWE’S TUSCALOOSA, AL
National Home Improvement Fortune 500 Company
Human Resources Manager, 2010 to 2011 (Career Advancement)
Responsible for the implementation of policies and procedures, recruitment; group benefits; orientation, training and
incentive programs. Manage Affirmative Action Plan; Good Faith Efforts; leave of absence programs, return to work
programs, and personnel records; administer benefits enrollment and programs; administer HR budget; and handle HR
workplace issues.
Key Results:
• Maintained a daily Employee Relation (Open Door) Program that fostered communication and goal setting.
• First time achievement in receiving quarterly employee focus bonus.
• Interviewed, hired and assigned applicants to various roles and responsibilities.
• Conducted internal investigations.
• Maintained employee files for 180+ employees.
• Personal efforts were cited in the successful maintenance and reduction of employee grievances during 4th quarter.
MOUNTAIN LAKES BEHAVIORAL HEALTHCARE Guntersville, AL
Multi site Behavioral Healthcare Organization
Human Resource Director, 2009 to 2010 (Reduction in Federal Funding – Benefits)
Work with Directors and management in the creation of HR policies and procedures; recruitment (Psychiatrists, nurses,
drug and alcohol counselors, therapists, clinical social workers and support staff); establish electronic personnel
database; and develop orientation, training and incentive programs. Manage leave of absence programs, return to work
programs, and personnel records; administer benefits enrollment and programs; administer HR budget; and handle HR
workplace issues. Maintain preparedness for regulatory compliance (DMHMR, DHR, and Joint Commission)
Key Results:
• Extensive working knowledge of state/federal employment labor laws.
• Collaborate with management to achieve organizational outcomes.
• Multi site HR guidance and compliance.
• Investigation of worker’s compensation issues, safety, employee grievances and work place appropriateness issues.
• Establish ongoing training and incentive initiatives.
• Established structured employee orientation program, which included HIPPA, harassment, safety, Abuse & Neglect,
CPI, blood borne precautions, etc.)
• Mediated employee grievances and recommended obtainable solutions.
• EEOC, FMLA, HIPPA compliance officer.
CAPSTONE BUILDING CORP. Birmingham, AL
Nationwide General Contractor of multifamily housing (student housing, apartments, condominiums, hotels.)
Director of Human Resources, 2003 to 2009 (Reduction in Force)
Worked with senior management (multiple locations/states) to create HR policies and procedures; recruit employees;
create group benefits databases; and develop orientation, training and incentive programs. Manage leave of absence
programs, return to work programs, and personnel records; administer benefits enrollment and programs; administer HR
budget; and handle HR workplace issues.
Key Results:
• Structured and implemented programs and policies in the areas of training, compensation structures, benefits packages,
incentives and new employee orientation.
• Fostered a teamwork/open door environment conducive to positive dialogue across the organization.
• Negotiated salary offers and sign on bonuses/relocation packages annually at the exempt level.
• Brought workers’ compensation program into full compliance. Instituted preferred providers list and trained managers
and associates on procedures to follow in case of injury.
• Assisted President and CFO in budget reconciliation and other forecasting/planning activities.
• Developed employee manual covering issues including disciplinary procedures, code of conduct, FMLA policy and
benefits information.
• Introduced company’s formal performance review program, creating a flexible and well received tool that was later
adopted company wide.
• Revised job descriptions across all levels and 50+ categories.
• Incorporated anonymous employee grievance program.
• Personal efforts were cited in the successful maintenance and reduction of employee grievances.
• Served as Substance Abuse Professional (SAP)
• Saved company thousands of dollars by reducing reliance on employment agencies and outside recruitment services.
Brought the majority of formerly outsourced recruiting functions in house to reduce expenses.
IMDC, INC. Birmingham, AL
Leading minority engineering company.
Director of Human Resources, 1999 to 2004
Complete responsibility for all HR functions (multiple locations/states), including recruiting and training employees,
administering benefits, overseeing disciplinary action and managing HR records. Resolved conflicts between employees
and insurance carriers.
Key Results:
• Successfully handled EEOC and harassment claims.
• Created employee handbook/guide.
• Developed policy & procedure manual.
• Established Employee Assistance Program (EAP)
• Served as Substance Abuse Professional (SAP)
• Trained team on interviewing techniques and best practices, conducting workshops and one on one coaching sessions.
• Developed company’s standardized disciplinary procedures and tracking system that insulated company from legal risk
and ensured consistent and fair discipline processes.
• Devised creative and cost effective incentive and morale boosting programs (including special events and a tiered
awards structure) that increased employee satisfaction and productivity.
R & S SERVICES Birmingham, AL
Human Resource Consulting.
Consultant – Human Resources, 1999 to 2000
Consulted small business on all aspects of human resources.
Key Results:
• Assisted small business in developing employee handbooks.
• Created employee handbook/guide.
• Developed policy & procedure manual.
• Trained team on interviewing techniques and best practices, conducting workshops and one on one coaching sessions.
• Developed disciplinary procedures.
• Consulted with business owners and managers concerning personnel issues, training, and evaluations.
CVS PHARMACY (DISTRIBUTION CENTER) Bessemer, AL
Leading retail Pharmacy Company.
Human Resource Manager, 1997 to 1999
Complete responsibility for all HR functions for 300 employees, including recruiting and training employees,
administering benefits, overseeing disciplinary action and managing HR records.
Key Results:
• Successfully handled EEOC and harassment claims.
• Trained team on interviewing techniques.
• Trained managers and front line supervisors on coaching and counseling employees.
• Responsible for creating, implementing and communicating policies and procedures to management and hourly
personnel.
• Track and monitor compliance with all Federal, State, and local employment laws.
• Responsible for compensation and benefits administration including medical, dental, and 401k.
• Served as HR Manager at union distribution center during 3 month leave of absence of center Hr Manager.
EDUCATION & CERTIFICATIONS
FAULKNER UNIVERSITY Montgomery, AL
Bachelor of Arts (B.B.A.) in Human Resources (with honors), 1994
OF NOTE
Professional Development:
• Complete ongoing training in the areas of compensation and benefits, employee and labor relations, leaves of absence,
workers’ compensation and workplace safety/security.
Affiliations:
• Society for Human Resource Management (SHRM)
(SPHR exam scheduled for January 2014)
Contact this candidate