Human Resources Management

JE N N E F E R R I VERA

**** ******** ****** * Philadelphia, PA 19124 * 267-***-**** * *************@*****.***

HU M A N RESO U R C ES RI S K CO N T R O L SU P E R V I S O R

AND

• Certified Professional in Human Resources (PHR)

• Extensive background in HR generalist affairs, including experience in employee recruitment

and retention, staff development, conflict resolution, benefits and compensation, HR records

management, HR policies development and legal compliance (7 years of experience).

• Demonstrated success in negotiating win-win comp case investigations developing

teambuilding programs, personnel policies and procedure manuals, corporate policies, job

descriptions and management reports.

H R SK I L LS

HR Department Startup Staff Recruitment & Retention Orientation & On-Boarding

Employment Law Employee Relations Training & Development P lans

FM LA / ADA D / E EO Alternative Dispute Resolution (ADR) Performance Management

Mediation & Advocacy Benefits Administration Organizational Development

HRIS Technologies HR Program /Project Management HR Policies & Procedures

P ROFESSIONAL E XPER I E NCE

TJX COMPAN I ES (MARSHAL LS DC D I V ISON) - P hiladelphia, Pa

HR Generalist/ Interim Associate Relations Manager- November 2011-July 2013

Guiding the startup and management of a full spectrum of HR operations, systems and programs.

Worked with senior management to create HR policies and procedures; recruit employees; create group

benefits databases; and develop orientation, training and incentive programs. Manage leave-of-absence

p rograms and personnel records; administer benefits enrollment and programs; administer HR budget;

and handle HR generalist workplace issues. Promote and fulfill a broad range of HR functions, including

recruiting and training employees, administering benefits, overseeing disciplinary action and managing

H R records. Co-chaired annual flex-enrollment meetings, resolved conflicts between employees and

i nsurance carriers, coordinated health fairs to promote employee wellness and performed exit interviews.

Key Results:

• Payroll system audits using- Kronos, Oracle self services

• Federal and Retails Theft background checks using Lexis Nexus

• Trainings for all staff on safety procedures, company policies, new software etc.

• Structure and implement 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. Personal efforts were cited as the driving force behind employee-retention rate of

89% within an industry where high turnover is the norm.

• Negotiated approximately 50 salary offers and dozens of sign-on bonuses/relocation packages

annually at both the exempt and non-exempt level.

P H I LA DE L P H IA CHEESESTEAK COMPANY P hiladelphia, Pa

H R Supervisor, - A ugust 2006 to April 2011

Guiding the startup and management of a full spectrum of HR operations, systems and programs.

Worked with senior management to create HR policies and procedures; recruit employees; create group

benefits databases; and develop orientation, training and incentive programs. Manage leave-of-absence

p rograms and personnel records; administer benefits enrollment and programs; administer HR budget;

and handle HR generalist workplace issues. Promote and fulfill a broad range of HR functions, including

recruiting and training employees, administering benefits, overseeing disciplinary action and managing

H R records. Co-chaired annual flex-enrollment meetings, resolved conflicts between employees and

i nsurance carriers, coordinated health fairs to promote employee wellness and performed exit interviews.

Key Results:

• Structure and implement 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.

Personal efforts were cited as the driving force behind employee-retention rate of 89% within an

i ndustry where high turnover is the norm.

• Negotiated approximately 50 salary offers and dozens of sign-on bonuses/relocation packages

annually at both the exempt and non-exempt level.

• Brought workers’ compensation program into full compliance. Instituted preferred providers list and

t rained managers and associates on procedures to follow in case of injury.

• Reduced benefits costs by 15% annually through meticulous recordkeeping and ensuring that

company did not pay for benefits for which employees were ineligible.

• Wrote employee manual covering issues including disciplinary procedures, code of conduct, FMLA

policy and benefits information.

• Int roduced company’s first formal performance review program, creating a flexible and well-

received tool that was later adopted company-wide.

• Trained 25-member management team on interviewing techniques and best practices, conducting

workshops and one-on-one coaching sessions that contributed to sound hiring decisions.

• Co-developed company’s first-ever standardized disciplinary procedures and tracking system that

i nsulated company from legal r isk 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.

• Reworked new-hire orientation program to include HR information and company resources.

• Saved company thousands of dollars every month by reducing reliance on employment agencies.

B rought the majority of formerly outsourced recruiting functions in-house to reduce billable hours

f rom 200+ to less than 15 per month.

C I T IZE NS BANK GROUP. P hiladelphia, PA

Business Development /Customer R elations J uly 2003-Jan 2006

Key Results:

• Determine customers' financial services needs, and prepare proposals to sell services that address these

needs.

• Contact and visit prospective customers in order to present information and explain available services. Sell

services and equipment, such as trusts, and check processing services.

• Prepare forms or agreements to complete sales. Develop prospects from current commercial customers referral

leads, and sales and trade meetings.

• Review business trends in order to advise customers regarding expected fluctuations.

ED UCAT ION & CERT I F ICAT IONS

ASHWORT H U N I V E RS I TY , PA

• BA/MA H uman Resources Management - 2015

Villanova University-- PA,

• Certificate Program Human Resources Tactical Program 2012

H R Designations:

• PHR –HRCI/ SHRM & Villanova University- (Professional in Human Resources ), 2011

World Group Financial

• Financial Investment License and certification 2013

Lockheed Ma r tin (king of Prussia Division) Externship 1998-2001

• Data system Technician

O T HE R A FF I L IA T I ONS A ND P ROFESS IONAL SOURCES

P rofessional Development:

• Complete ongoing training in the areas of compensation and benefits, employee and labor relations, leaves of

absence, workers’ compensation and workplace safety/security.

• CPR Certified 2015

Affiliations:

• Society for Human Resource Management (SHRM)

• Addis Group

• Alzheimer’s Association ( team Captain Walk Philadelphia)

• Business Chamber of Commerce Philadelphia

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