Tim H. Brown Jr.

Cell 973-***-****

ab83we@r.postjobfree.com

[pic] CORE

COMPETENCIES [pic]

HR Policies & Procedures Labor/Employee Relations

Benefits Administration

Full Cycle Recruitment Alternative Dispute Resolution (ADR)

EEO Investigations

Orientation & On-Boarding Performance/Project Management

Union/Non-Union

Client Relations Management Mediation & Advocacy

Applicant Tracking System

Work Human Resources Manager, Gray Line / Twin America LLC (New York

Sightseeing)

Experience New York, New York, 6/2012 - Present

Report to the Vice President and General Manager. Direct supervision of

staff of 2. Developed and established performance management, progressive

discipline and recruitment policy guidelines for hourly and salaried

employees. Developed hiring and interview training plans to ensure

compliance with state and federal regulations. Update and create policies

and procedures.

> Manage overall Human Resource services, policies and programs

for over entire company (1000 employees)

> Resolve TWU and AFL-CIO Union member issues through

grievance, first step hearings, appeal, and mediation

process. Interpret Union Handbook policies and procedures

> Administrator Workers Compensation, short-term disability,

FMLA, open enrollment, health, dental, 401k and life benefits

> OSHA compliance/recordkeeping - Yearly 300 log, employee

incident records, C-11/C240/C3/EC-2 forms and medical

information

> Conduct EEO investigations, terminations and exit interviews

> Lead performance management process, initiate action plans

for low performers

> Attain 100% win rate in unemployment claims

> Change Agent - drive continuous new staff processes for

interviewing and hiring procedures reducing turnover costs

> Advise managers on organizational policy matters and

recommend needed changes

> Maintain records and reports concerning personnel-related

data such as hires, transfers, and absenteeism rates

> Developed and implemented a SOP model to clarify authority

and responsibilities

Human Resource Recruiter/Generalist, Diagnostica Stago, Inc

(Global Medical Device Company)

Parsippany, New Jersey, 11/2011 - 3/2012 (CONTRACT)

Primary duties are recruiting, building meaningful collaborative

relationships with hiring managers, understanding the needs of the hiring

managers and presenting the best candidates for open positions,

interviewing, working with US and Canadian recruiters, new-hire orientation

and Affirmative Action Flow Chart reporting.

> Manage full life cycle recruiting, (Field Service Engineers,

Technical Support Specialist, Account Managers, Sales Support

Specialist, Global Systems Manager, Hemostasis Systems

Specialist, etc for all permanent and temp requisitions.

> Collaborate with divisional managers to Identify and screen

suitable candidates

> Liaise with US and Canada recruiters to identify/clarify

hiring specifications and competences

> Liaise with background check team on discrepancies and on-

boarding updates

> Provide critical feedback on candidates and skill sets

against job requirements

> Manage interview scheduling and negotiate salary packages

> Keep records of personnel data such as job offers and new

hires

> Responsible for compliance with the Affirmative Action Plan

and maintaining flow charts

> Preparing training material/New hire orientation

> Assist with reporting, on-boarding metrics and related

administrative work

Human Resource Manager, CASES (Center for Alternative Sentencing

and Employment Services New York, New York, 05/2008 - 07/2011

Primary duties are recruiting, applicant flow tracking, benefits and

records administration, EEOC reporting, employee counseling, coaching

management on employee related issues, conflict resolution and conduct exit

interviews.

> Sole Human Resources representative for organization with

over 120 employees

> Report to CFO - Reduce benefits costs through meticulous

recordkeeping

> Evaluate legal issues with CFO, General Counsel and

management to track and follow-up on terminations, policies,

corrective actions, unemployment, workers compensation and

disability

> Manage all HR activities across the operation involving

employee relation issues, investigations, counseling, making

recommendations to Directors regarding organizational

initiatives, recruiting, open benefit enrollments, etc...

> Work closely with Directors to prepare vacancy announcements

to save the company money on recruiting cost by reducing

reliance on employment agencies. Brought the majority of

formerly outsourced recruiting positions in-house to reduce

billable hours

> Rework new-hire orientation program to include HR information

and company resources

> Coordinate health fairs to promote employee wellness

> Oversee the administration of the organization performance

appraisals and annual increases

> Stay abreast of issues pertaining to Human Resources by

participating in seminars/webinars

Human Resource Administrator/Recruiter, Toyota Logistics

Services, Incorporated

Newark, New Jersey, 1/2007 - 7/2007

Played a key role in employee relations (unionized environment), talent

acquisition, compliance (OSHA, EEOC, Affirmative Action, etc policy

interpretation, enforced policies and procedures and deliver new hire

orientation training program.

> Maintained all statistical data associated with the

recruitment of open positions

> Conducted the interview and selection process, partnering

with the hiring managers and other interviewers to define

interview strategy and frame offer packages

> Successfully administered the attendance policies for over

230 union/non-union employees

> Managed grievances and participated in organizational

arbitrations

> Brought FMLA usage in full compliance by requiring

Certifications in advance of leave which resulted in fewer

claims

> Assisted with preparation of paperwork for Dispute

Resolution(s)

> Secured and maintained personnel and medical files for

employees in accordance with all regulations and compliance

standards

> Monitored Workers' Compensation claims and coordinate work

between employees and the insurance carrier as well as track

reported accidents to reduce worker's compensation cost

Human Resource Manager, Rotenberg Meril Solomon Bertiger &

Guttilla, Accounting Firm

Saddle Brook, New Jersey, 3/2006 - 9/2006 (CONTRACT POSITION)

Primary duties focused on overseeing office operations, assisting with

performance management and provided advice to staff (mentor meetings),

generated detailed reports for evaluation by senior management and liaison

between outside vendors, suppliers and consultants.

> Administered company benefit programs, and employee health,

life, disability, FMLA, STD and Cobra

> Revised job descriptions across all levels, anticipated

future departmental needs, maintained a diverse hiring pool,

interviewed employees, new hire orientations and made

recommendations on hiring decisions and starting salaries;

and oversaw all termination activities.

> Administered employee relations including employee

counseling, EEO/AA, employee recreational activities and

travel

> Managed the overall provision of Human Resources services,

policies, personnel files and programs for the entire company

Human Resource Specialist/Recruiter, ~Industaff

Minneapolis, Minnesota, 2/2003 - 3/2005 (I RELOCATED TO NEW

JERSEY)

Brought on-board to help open new company branch in Minneapolis, guiding

the startup and management of a full spectrum of HR operations. Worked with

senior management to create HR policies and procedures; create group

benefits databases; and develop orientation, training and incentive

programs. Manage personnel records; administer benefits enrollment and

programs; administer HR budget; and handle HR generalist workplace issues.

> Reduced employee turnover rates by establishing clear policy

/ procedure guidelines and providing effective conflict

management

> Coordinated and maintained job requisition process;

maintained the applicant tracking database (ProSearch) to

utilize low cost and no cost recruiting methods to source,

qualify and assess Exempt, Non-Exempt, Clerical Light

Industrial candidates for contract and At-will positions

throughout the North Central Region

> Successfully investigated complaints and allegations within

expectations and guidelines developed by the HR and legal

team ensuring sensitivity, consistency and legal compliance

> Provided salary recommendation for potential hires and extend

employment offers

Education: Bachelor of Arts Degree (Communications Major)

Concordia University, Saint Paul, Minnesota

May 1998

Skills: Microsoft office (Word, Excel, Outlook, PeopleSoft,

LinkedIn, Ceridian and ADP)

Memberships: Society for Human Resources Management (SHRM)

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