Management Human Resources

Barbara D. Miller, PHR, PRC

**** ******* **** ****, **. Las Vegas, NV 89084

TEMPORARY ADDRESS

Mobile: 847-***-****

E-mail: ********@***.***

www.linkedin.com/in/barbaradmiller1

CAREER SUMMARY

Human Capital / HR Professional - Domestic/International - providing value

added services with significant experience in all functional areas of Human

Resources: Strategic Consulting/Partnering, Employee Relations,

Relationship Management, Talent Management, Performance Management,

Mentoring/Coaching/Development, Employee Engagement, Organization

Development, Compensation/Benefits/HRIS, Talent Acquisition, Immigration &

Visa Programs, HR Operations and Services, and Problem/Conflict Resolution.

Possesses the ability to analyze situations, follow-through to completion,

and communicate at all levels of an organization.

HR Essentials Consulting

06/2008 - Present

Sr. HR Management Consultant

Provide Human Capital Consulting/HR Management Services to organizations in

the development of Human Resource solutions through the alignment of

business strategies and HR initiatives to achieve overall organizational

objectives. Adept at assessing department/company needs and taking action

beyond what is needed to achieve organizational goals. Projects include

all HR functional areas with particular emphasis in Strategic Management

Consulting/Partnering, Employee Relations

(coaching/counseling/development), Talent Management, Relationship

Building/Management, Employee Engagement & Retention, Workforce Planning,

Compensation/Benefits/HRIS, Talent Acquisition, Immigrations & VISA, HR

Operations/Services (process development), Transition Counseling/Training.

. Provide full-range of related HR Manager/Generalist/Consulting services

to clients.

. Manage Employee Relations issues preventing escalation to Legal action

including On-Boarding and Terminations. Provide Coaching, Counseling and

Development within the related Employee Relations initiatives.

. Counseled Leadership/Management on handling sensitive Employee Relations

incidents to avoid legal action.

. Develop multi-site Employee Relations reporting and processes for

consistency across company locations.

. Work with Sr. Leadership in the development of Employee

Engagement/Retention and Performance Management Initiatives.

. Develop processes for managing Immigration and Visa Program(s)

cooperatively working with Immigration Attorney(s).

. Develop, write, and revise HR Policies and Procedures. Advise employees

on updates and interpretation of Policies.

. Provide management consulting advice and direction in the area of

Benefits Management/Administration.

. Review of Health & Welfare contracts with vendors, coordination of vendor

services, review of rates, and develop/provide related HR Policies and

Materials to meet government regulations and legal requirements.

. Develop and write Health & Welfare Summary Plan Descriptions (SPD

Documents/Guides) to comply with ERISA.

. Provide advice and direction to eligible retirees of client organizations

during transition from Group Health Care Benefits to the individual

related open market.

. Proactively partner with management and external resources to

strategically source and recruit candidates.

. Manage full-cycle Talent Acquisition activities, extend offers of

employment, and manage Staff and Personnel.

Solomon Cordwell Buenz

2004 - 2008

Sr. Manager, Human Resources

Direction and execution of all HR related services, development and

programs in support of company objectives and strategic direction.

. Managed and implemented Strategic Policy and Procedures for all areas

within the organization.

. Developed, implemented and conducted Organization Development and Talent

Management initiatives to increase Employee Engagement & Retention in

support of firm's business strategies.

. Managed and Implemented Employee Relations and Performance

Management/Development Program(s), reducing cost(s) and associated

reliance on external Legal Counsel.

. Developed and managed Immigration and Visa Program procedures and

processes.

. Provided creative and practical business solutions through consultation

with leadership/management assisting the organization in achieving goals,

both strategic and tactical.

. Managed Compensation and Benefits programs including salary

administration, incentive programs, annual review process, market

analysis and all Benefit selection and vendor negotiations.

. Project Management activities for selection, development, implementation

of HRIS - Sage ABRA.

. Developed and implemented company handbook, processes and procedures to

comply with legal regulations.

. Coached, counseled and developed leadership, management and company

personnel.

. Managed Talent Acquisition initiatives for staffing of corporate

personnel.

Barbara D. Miller

Page Two

HR Consulting Firm -Sr. HR Generalist/Consultant

2001 - 2004

Provided contract consulting services to clients in need of short and/or

long term HR solutions to alleviate internal and external problem areas

within the organization and achieve overall company objectives. Various

clients.

. Planning, development and management of initiatives for start-up of HR

function for various locations nationwide.

. Implemented and managed Employee Relations and Performance Management

programs and initiatives.

. Developed / implemented effective processes for improvement and expedited

internal HR administration.

. Full-cycle Talent Acquisition of Staff & Personnel.

. Participated in Union Avoidance initiatives.

. Developed policy, procedures and employee handbook(s).

. Developed, implemented and managed Compensation and Benefits Programs.

. Developed On-Boarding Programs and worked with Law Firms on Immigration

and Visa Programs.

. Project Management activities for HRIS development and implementation.

Creation of HRIS training/user manuals.

. Automated retirement benefit programs for effectiveness and efficiency.

. Implemented alternative health care/welfare plans to meet employee needs.

Ernst & Young (EYAS)

1999 - 2001

Director, Human Resources

Strategic HR development to meet and support overall business initiatives

including development, planning and direction of management policy,

employee relations activities, and processes for start-up division. Led

the development of HR Operations.

. Developed, implemented and directed all HR activities for multi-site

locations across the firm.

. Directed multi-site HR initiatives, personnel, and payroll processes.

. Implemented and conducted Organization Development initiatives.

. Collaborated with EYAS CEO and COO to develop corporate culture and

policy in response to developing issues.

. Facilitated and developed Employee Relations, Employee Engagement &

Retention processes in collaboration with primary client(s) to provide

satisfactory resolution of client staffing needs.

. Directed multi-site Employee Relations, Performance Management Programs,

and conducted Employee Education Training programs in performance

development areas.

. Directed and managed Immigration and Visa Program procedures and

processes.

. Directed, developed and negotiated Compensation/Benefits/HRIS programs to

include incentive compensation programs, communications and vendor

relationship management.

. Directed and managed Talent Acquisition for HR and all corporate staff

positions.

RSM McGladrey, Inc.

1997 - 1999

Human Resources Consultant

Provided consulting services in the development of HR solutions for a

variety of clients by aligning human resource initiatives with business

strategies to achieve overall company objectives.

. Advised and counseled leadership and management on all areas of HR

ensuring consistent application.

. Developed/implemented across the board Benefit Programs to enhance

company image.

. Designed/implemented improved processes for effectiveness and efficiency

of operations.

. Identified Performance Management programs and methods.

. Developed/advised on Compensation Pay Practices, managed salary review

processes, performed Market Analysis of salary ranges, and recommended

Salary Range guidelines.

. Analyzed positions, and developed Position Descriptions

formats/processes.

. Participated in merger/acquisition Due Diligence process.

. Talent Acquisition for all staffing levels - full life-cycle recruiting.

Provided Training/Development in various areas.

EDUCATION

BBA, Business Management & Administration

Loyola University of Chicago, Chicago, Illinois

PHR Certification - Professional in Human Resources

Society for HR Management (SHRM)

PRC - Professional Recruiter Certification

AIRS Training & Technology - An ADP Company

SWP Certification (Strategic Workforce Planner) 2013 - Human Capital

Institute (HCI)

CCP/CBP Certification Compensation/Benefits - 2013 - World At Work

Barbara D. Miller

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TECHNICAL EXPERIENCE

Sage Abra HRMS

ADP

Ceridian

JD Edwards

MS Office Suite

MSA HR/PR System

SAP

Tesseract HR System

Open Hire ATS

Lotus Notes

PROFESSIONAL AFFLIIATIONS & MEMBERSHIPS

SHRM - Society for Human Resource Management

HCI - Human Capital Institute

IHRIM - International Assn. for HR Information Management

World at Work - International Compensation & Benefits Assn.

HRMAC - HR Management Assn. of Chicago, Chicago, IL

CCA - Chicago Compensation Assn., Chicago, IL

HRIC - HR Independent Consultants, Orange County, CA

PIHRA - Professionals in HR, Orange County, CA

SNHRA - Southern Nevada HR Assn., Las Vegas, NV

PROFESSIONAL DEVELOPMENT - SEMINARS/WORKSHOPS

Change Management - HR Strategy

Understanding Talent Management

Conducting Lawful Investigations

Understanding FSA, HRA, HSA's

Creating Winning Teams

Labor Relations "Best Practices"

Employment Law Updates

Organizational Improvement

California Employment Law

Understanding/Protecting Employee Data

Conflict Resolution

Understanding FLMA

COMMUNITY VOLUNTEER ACTIVITIES

Conduct training in Job Search, Resume & Interviewing Skills Workshops for

State sponsored Work Net / Job Centers. Educate displaced, underemployed,

and unemployed individuals on effective ways to search for positions,

develop/write resumes and cover letters, as well as interviewing tips and

practices. Coach, counsel and help develop individual attendees.

Act as Group Facilitator in the development of networking skills for

individuals in job/career transition for Community College, Career Stimulus

Programs.

Contact this candidate