Human Resources Management

Kelly R. Miller, SPHR C:

614-***-**** ? **********@***.***

P.O. Box 174? Marysville, Ohio 43040

Professional Profile HR

Management Consultant

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Experience & Achievements

COLHOC - Columbus Blue Jackets, Columbus, Ohio

Director of Human Resources ? July 2010 to October 2010

Supervised a department of 4; Payroll Manager, Human Resources Assistant

and 2 Receptionists with responsibility for all immigration,

administration, payroll and recruiting functions for the company.

. Directly responsible for all player, coaches, executive and staff

immigration.

. Managed all phases of worker's compensation program for both self

funded and state funded plans for both player and staff.

. Developed a staffing guide for management as a support tool in the

hiring and onboarding process.

. Enhanced the handbook along with updates to the company policies and

procedures.

. Enhanced the internship program with better selection, interviewing

techniques, exit interviews and improved program design.

. Implemented new training programs with roll out to managers and

directors directly related to training needs.

. Directly responsible for all recruiting, interviewing and hiring of

exempt and non-exempt positions.

. Managed, counseled and conducted employee relations counseling.

. Designed and implemented a new background screening tool.

. Provided budget accountability for the HR Department.

. Designed and implemented HR scorecard to benchmark and provide metrics

on worker's compensation claims, headcount, turnover, time to fill and

overtime accountability.

. Managed the vendor relationships and all contracts associated with

vendors.

Columbus Prescription Pharmacies, Inc, Columbus, Ohio

Human Resources/Compliance Director (part time) ? April 2010 to July 2010

Member of the Senior Executive team; responsible for the overall

administration, coordination and evaluation of the Human Resources and

Compliance functions for the company.

. Directly responsible for recruiting, interviewing and hiring exempt

and non-exempt positions.

. Responsible for organizational development, including conducting round

table sessions, performance appraisals, employee opinion surveys,

employee and department goals, and preparing all the information to

review with upper management and strategize ways to correct issues.

. Lead annual benefits and 401(k) renewal and review processes; work

with auditors to ensure plans comply with government regulations.

Administer and maintain company Section 125 health, dental and

supplemental insurance plans, including benefits enrollment,

communication and claims facilitation; act as liaison between

insurance providers and employees to resolve insurance-related

problems.

. Responsible for all issues related to STD, LTD, FMLA, ADA and Worker's

Compensation, along with all benefits and compensation issues.

. Managed and counseled management staff on employee relations,

performance management, appraisal process, disciplinary procedures,

coaching and leadership.

. All compliance related functions for JCAHO standards.

Molina Healthcare of Ohio, Columbus, Ohio

Human Resources Director ? May 2006 to October 2009

Member of the Senior Executive team; responsible for overall

administration, coordination and evaluation of the Human Resources

function. Addressed concerns in an expeditious and service-centric manner;

reviewed performance metrics on a monthly basis to identify opportunities

to improve performance. Defined annual expenses and assisted in the

development of the plan budget. Designed and facilitated training for

employees, directors, managers and supervisors.

Contributed value in such areas as:

. Talent Management; developed behavioral interviewing program with desk

reference for management staff, worked with and negotiated better

vendor rates for hard to fill positions, reduced recruitment costs by

utilizing better sourcing techniques, creation and implementation of

company's first employee referral program, worked with management

staff identifying high potential employees for retention purposes.

. Addressed all employee relations issues; working with management staff

on all write ups, creating performance improvement plans, to coaching

and counseling sessions, and resolving conflict in the workplace.

. Developed workforce planning process; to forecast talent needs for the

plan.

. Developed succession planning process; for selecting, evaluating and

promoting high potential employees.

. Reduced turnover, increasing morale and lowered overtime; through

creation of management action plans utilizing HR metrics

. Drove annual merit and performance management process; by advising

department managers and conducting training on performance management

and compensation planning

. Improved management competencies; by conducting training needs

assessment, establishing core competencies and developing and aligning

training plan to division strategies to address skill gap between

entry and senior level management

. Developed and Facilitated a plethora of training programs, carefully

assessing the development needs of the company to define a training

plan covering topics from behavior interviewing, disciplinary action,

coaching and counseling session to strategic planning and workforce

reductions.

Cendant Corporation, dba Coldwell Banker, Dublin, Ohio

Regional Human Resources Manager ? May 2005 to May 2006

Member of the Administrative Team with responsibility for the overall

administration, coordination and evaluation of the Human Resources function

for a real estate division of the Cendant Corporation; provided support and

direction to administration, management and employees across all aspects of

Human Resources.

Genuine Parts Company/NAPA Distribution, Columbus, Ohio

Regional Human Resources Manager ? January 2003 to May 2005

. Mentor new HR Managers Company wide with onsite training and

development.

. Directly responsible for recruiting, interviewing and hiring exempt,

non-exempt.

. Responsible for the implementation of highly effective employee

programs targeted for the retention of employees which resulted in

reducing turnover by over 15%. Programs developed included:

- Developed and instituted company's first new employee

orientation program for location.

- Developed position descriptions resulting in improved

recruiting requirements.

- Centralized and formalized hiring processes.

- Developed, formulated and implemented the company's first

Supervisory training programs for location.

. Created HR Metrics for the company including tracking for recruiting,

retention, compliance and development.

. Experience includes strategic planning, forecasting, and restructure

of human resources functions.

. Perform Human Resources, safety and security audits in compliance with

Sarbanes-Oxley.

. Responsible for organizational development, including conducting round

table sessions, performance appraisals, employee opinion surveys,

employee and department goals, and preparing all the information to

review with upper management and strategize ways to correct issues.

. Responsible for all issues related to STD, LTD, FMLA, ADA and Worker's

Compensation, along with all benefits and compensation issues.

. Responsible for employee recognition programs, company functions and

fun activities.

. Special projects including creating company wide orientation program,

employee satisfaction plans and interviewing guides.

. Serves as Chairman for several management, employee process and

improvement teams.

. Vendor relation's management including contingent, retained and

consultative.

Consulting 2002 - 2002, positions in the Human Resources and Legal

fields, including HR Generalist, Recruiter and Paralegal.

CheckFree Corporation

Human Resources Generalist/Immigration Paralegal ? September 1999 -

February 2002

. First point of contact for all employees in the IT and Network

technology departments.

. Reduced costs for immigration matters by 30%.

. Managed and counseled management staff on employee relations,

performance management, appraisal process, disciplinary procedures,

coaching and leadership.

. Created employee satisfaction survey with a response of 22%

participation from past employees. This information was shared with

the CEO of the company.

. Processed and managed all Immigration issues for the company,

including H-1B visas, TN visas, the Green Card process and temporary

employment authorizations.

. Planned and conducted training classes, orientation and seminars.

. Developed and maintained personnel and management manuals.

. Interpreted policies and procedures.

. Maintained EEO guidelines and compliance with Federal and State

regulations

. Tracked employee turnover to identify reasons for losing employees

and to made suggestions on ways to retain employees.

. Managed all FMLA, worker's compensation, short and long term

disability programs.

. Managed all recruiting activities.

. Managed all benefits and payroll issues.

Educational Background

Franklin University, Columbus, Ohio, Master of Business

Administration

Franklin University, Columbus, Ohio, Bachelors of Business

Administration

Certified Facilitator for Developmental Dimensions International

(DDI).

Certified Paralegal

Other Experience

Human Resources Information Systems: ADP Administrator including

ezLaborManager, Peoplesoft, Lawson, SAP, and HRizon

Software experience: Outlook, Microsoft Word, Excel, PowerPoint, and

Access, Lotus Notes, Shepard's Citation Service and other legal research

software, and Juris billing software.

Professional Associations

Charter School Board Member for the Columbus Academy of Literacy and

Mathematics

Human Resource Association of Central Ohio (HRACO)

Society for Human Resource Management (SHRM)

Certified Zumba instructor

Certified SPINNING instructor

Certified YogaFit instructor

Red Cross CPR/First Aid certification

. Highly experienced in the development of human resources infrastructures

in addition to management of all generalist functions from recruiting to

employee relations, payroll and benefits, training, employment law, and

succession planning and performance management.

. Savvy management counsel with the proven ability to assess an

organization's needs; define actionable solutions and implement new

policies, processes and systems to improve performance.

. Motivational director and coach, skilled in providing management and

staff with training that empowers and increases accountability. Foster

respect and loyalty from employees.

Core Offerings include

Performance Management

Succession Planning

Policy and Procedure Design

Ramp-up Recruiting Efforts

EEOC Claims Administration

Training and Leadership Development

Strategic Planning

Organization Development

Contact this candidate