Manager Human Resource
Resume:
*** ****** ***** 205-***-****,
Way 205-***-****
Fultondale, AL pmadigan8187@chart
Patti Madigan
Objective To continue to apply my education, training, and
experience in human resource management in a
professional business environment.
Experience January 2007-Present Lowe's
Fultondale, AL
Human Resource Manager
Human Resource Manager for 180 associates and six
salaried managers.
Recruitment. Ensure a talented and diverse
workforce by advertising online, attending jobs
fairs and participation in community projects.
Staffing. View applications, schedule and conduct
interviews. Order background checks and conduct
on site drug testing.
Maintain employee information in personnel, medical
and training files.
Employee Relations. Encourage the use of Open Door
Process to handle employee complaints and concerns.
Ensure compliance for governmental and company
policies and procedures. Create an inclusive and
an employee centered environment.
Investigations. Conduct thorough investigations in
a timely manner and implement resolution
objectively and promptly.
Training. Conduct orientations, implement new
training programs, and maintain ongoing training
storewide at 100%.
Benefits and Worker Compensation. Help employees
with annual enrollment and answer questions.
Complete workers compensation paperwork, post
accident drug testing, claims reporting and point
of contact with insurance and medical
representative.
January 2002-January 2007 The Home Depot
Birmingham, AL
Human Resource Manager
Human Resource Manager for 150 associates and four
salaried managers.
Complex investigations involving EEOC and Title VII
issues Take complaints from associates
concerning violations of any employment laws,
conduct a thorough investigation, determine the
appropriate course of action and administer any
counseling or disciplinary action if necessary.
Union avoidance for managers and supervisors
Conduct annual training for all salaried managers
and departments supervisors.
Staffing
Screen applications, schedule interviews and
conduct first interview. Schedule second interview
with Store Manager. Recommend the appropriate
salary based on qualifications and experience
ensuring equitable compensation. Order drug test
and background check for selected candidates. Help
new hires to complete all paper work. Enter the
new hire information in the system. Orchestrate
hiring forums in cooperation with sister stores and
the One Stop Career Center.
Employee Files
Create a personnel file, medical file and training
file for all associates. Make sure all required
paperwork is completed and put in the proper file.
Recruiting, training and retaining a diverse,
high-performing workforce Attend jobs fairs,
participate in Retail Management Assessments and
network with external Human Resource Managers.
Conduct Orientation for new associates and insure
all associates complete their 12 month training and
curriculum on schedule. Teach classes to
supervisors and salaried managers as needed.
Conduct town halls monthly and get feed back from
associates about any issues on the floor, measure
the morale of the associates and then work with the
associates to resolve issues in a manner amendable
to all. Conduct exit interviews to determine ways
to reduce the turnover rate.
Administer Performance Management storewide for
annual and semiannual reviews. Instrumental in
administering and interpreting results for 360
feedback surveys for Store Management.
Charged with action planning for Employer of Choice
survey and subsequent action planning.
Making decisions involving counseling, discipline
and terminations of associates
Refer to the SOP, Code of Conduct and Ethics Code
to determine what rule has violated. Make sure all
associates are given due process prior to any
decision being made or any disciplinary action is
taken. Once it is determined discipline is
necessary recommend the proper action to the Store
Manager. Make certain discipline is administered
respectfully, timely and consistently. Confirm
that the associate knows their rights if they feel
the action are unfair.
Leadership roles include serving as HR Captain for
entire ten store district during extended
transition period with out Regional Manager.
Leading various other special projects to include
week long annual community service event for Team
Depot.
Affirmative Action Plan/Office of Federal Contract
Compliance guidance
Responsible to be aware of any goals in location.
Actively seek to fill any goals. Document all good
faith efforts. Document any accommodations made.
Keep record of community activities.
April 1994 - January 2002 City of
Andalusia Andalusia, AL
Director of Human Resources and Payroll
Human Resource Director for 355 employees
Oversee payroll and balance payroll accounts to
the General Ledger
Complex investigations involving EEOC and Title VII
issues
Make all decisions involving hiring, discipline,
and termination
Develop and implement all personnel policies and
procedures
Job analysis and job description composition
Coordinate training programs
Salary survey and revise compensation structure
annually
Negotiate contract and administer all benefits
Responsible for workers compensation reporting &
claim management
Education Auburn University Auburn,
Alabama
Alabama Public Personnel Administrator Certification
Associations Society for Human Resource Management, BSHRM
Accomplishments Served as HR Captain for Home Depot for the
Birmingham District. Duties include serving as a
resource for 9 Human Resource Managers
Chosen to be the Leadership Trainer for Home Depot
for the Birmingham District. Duties include
training newly hired/promoted managers in
leadership development.
Selected to be the Team Depot Captain for Home
Depot for the Birmingham District. Duties include
selecting community project for district,
soliciting volunteers, assigning tasks to teams and
managing the budget. Work closely with Hands On
Birmingham on a large project in bi annually.
Contact this candidate