Human Resources Management
Resume:
LYDIA GILLIGAN, SPHR
Washington, DC 20024
*************@***.***
SUMMARY OF QUALIFICATIONS
Certified professional coach and leadership consultant with over 20 years
of experience in the corporate, and not for profit sectors. Proven track
record in coaching individuals to maximize work and personal performance
and in helping organizations formulate and execute internal relations
improvement strategies. Uses an appreciative approach that identifies and
builds on the client's strengths and preferences. A coaching and consulting
style designed to promote high performance and positive, measurable
results.
EXPERIENCE
February 2010 to Present Graduate School Washington,
DC
Employee Relations Specialist
Provided advice and counsel to employees on matters relating to their
employment needs, in an educational setting.
. Provided guidance and counsel to supervisors and employees on performance
and employment related issues.
. Recommended changes to and updated the organization's employee handbook
promoting consistency in practices and employee accountability.
. Designed a comprehensive on-boarding process to expedite assimilation
into the organization, and enhance productivity and retention.
. Designed and implemented a performance improvement process to enhance
employee performance and address sub-par performance.
. Designed and conducted training on key HR related topics for supervisors,
ensuring compliance and promoting best practices.
. Planned and conducted reviews of HR program areas and evaluated program's
effectiveness.
. Researched and recommended changes to compensation policy.
. Researched best practices on employee engagement surveys to identify an
approach that would best complement the organization's culture.
February 2009 - February 2010 ABM Industries, Inc.
Alexandria, VA
Human Resource Manager
Serve as key day-to-day Human Resource contact for multiple locations
consisting of 100 managers and 3000 line employees. Advise managers on a
wide range of complex conduct and performance issues. Develop and provide
training related to employee relations issues. Work in environment
comprised of union and non-union locations.
. Ensured compliance with collective bargaining agreements through accurate
interpretation and by providing sound advice to management.
. Investigated and responded to employee complaints and recommended
solutions based on findings.
. Worked closely with the legal department to resolve external employment
related charges.
. Participated in account start-ups, providing training to supervisors on
key HR policies and procedures and assisting with the on-boarding
process.
. Facilitated training for management staff on performance management,
diversity, employee engagement, fair employment practices, sexual
harassment, EEOC regulations and employee discipline.
. Ensured management staff was trained on applicable federal and state
employment laws and facilitated compliance.
. Administered benefits plans.
. Maintained communication with Union representatives ensuring that
employee issues were resolved at a local level, minimizing the number of
grievances and arbitration.
. Spearheaded I-9 compliance project, overseeing compliance with DHS.
. Facilitated completion of HR audit for three district offices and field
locations.
December 2006- September 2008 Staples Service Delivery Ops
Landover, MD
Manager, Service Delivery Operations
Responsible for providing direction to first line supervisors and hourly
employees in a unionized service delivery operation. Accountable for the
daily, weekly and monthly planning, preparation and performance of a team
of associates and supervisors ensuring attainment of customer service
levels and key performance indicators. Directly manage three supervisors
with a team of associates.
. Exceeded service level goals through efficient and effective routing and
distribution of work.
. Exceeded goals in key performance areas through effective training,
coaching and accountability of staff.
. Cut costs through attrition, reducing labor and modifying work schedules.
. Exceeded established safety goals by maintaining a safe work environment,
safe driving practices and safe work behaviors with associates.
. Exceeded cargo loss goals by auditing associate's reporting practices and
ensuring adherence to SOP.
. Monitored and addressed performance issues by taking appropriate action
in accordance with labor contract and Company policy.
. Mediated and resolved employee issues.
. Recommended changes to policy which were interfering with operational
success.
. Developed recruiting resources and staffed the operation.
. Forecasted daily performance of key performance indicators for the
facility.
. Supervised, coached and developed three shift supervisors.
. Supervised and coordinated efforts to close down the facility in August
2008.
March - October 2006 The American Red Cross Washington, DC
Client Management Associate - Employee Relations Associate III
Served as the primary point of contact for field employees in the ARC's
Service Areas. Provided advice and counsel on employee relations issues,
relevant state and federal laws, performance management and investigations.
. Managed HR activities including employee relations and performance
management.
. Trained new managers and associates on the ARC practices such as Reward
and Recognition Programs, Total Compensation, and Performance Development
Plans.
. Partnered with compensation analysts to identify appropriate job
families, compensation levels and titles for newly created positions.
Instrumental in influencing client's decision on level of positions to
ensure consistency throughout the departments.
. Facilitated year-end performance management and compensation review
sessions with employees and managers.
. Investigated company policy violations and provided recommendations to
management based on Company policy and investigation findings.
January 2000- March 2005 SEARS Product Repair Services - Sales
Gaithersburg, MD
Regional Human Resources Manager
Responsible for the execution and administration of human resources
policies and procedures for a business comprised of 200 outside sales
professionals. Major responsibilities included: employee relations,
performance and talent management, coaching and development, staffing,
employee complaint resolutions, benefits and compensation administration
and change management.
. Partnered with Regional and District managers to implement strategic
initiatives supporting regional business objectives.
. Full life-cycle recruitment of key positions in area of responsibility.
. Prepared for and participated in semi-annual talent management review
process to assess organizational capabilities.
. Responsible for completing Organizational Human Resource Planning
activities. Responsibilities included assessment of leadership
capability, succession planning, and reviewing Individual Development
Plans of top and bottom percentile performers.
. Provided management with expert and business advice on policy
interpretation and application.
. Provided advice and counsel to management regarding actions leading to
employee discipline and performance management.
. Provided training to managers and supervisors on diversity, Civil
Treatment in the workplace and other HR related topics.
. Supervised, coached and developed a staff of two - HR Manager and HR
Coordinator.
. Developed a diversified recruiting strategy to address staffing
requirements in region.
. Developed processes and oversee rollout of new company policies.
. Coached and counseled management on effective problem resolution
techniques.
. Analyzed and revised compensation structures to ensure industry
competitiveness and alignment with required knowledge, skills and
abilities.
October 1995-January 2000 FEDERAL EXPRESS
Greenbelt, MD
District Human Resources Representative
Responsible for the administration of human resources policies and
procedures for a district comprised of ten facilities and 1,000 management
and line employees. Major responsibilities included: responding to
management and employee questions regarding policy interpretation and
procedures, conflict resolution, and employee relations.
. Instrumental in exceeding annual employee attitude survey results.
. Received highest client feedback (360) score in region.
. Facilitated employee survey feedback sessions.
. Surpassed worker injury and accident goals by conducting safety
assessments and Safety Focus Days at targeted locations.
. Maintained a union free environment in area of responsibility by
facilitating training in: Collaborative Problem Resolution, Union
Avoidance and, Management Applied Personnel Skills to line managers.
. Facilitated an understanding of corporate and divisional programs and
benefits to managers and line employees by designing and distributing
information bulletins and participating in newhire orientations, etc.
. Decreased incidents of employee complaints by facilitating discussions
between line managers and employees
. Designed and conducted training modules for line managers, which
facilitated consistency in policy interpretation and application.
. Prepared statistical reports and analysis of human resources related data
for management (e.g., newhire analysis, pay analysis, turnover analysis.)
Education
Ashford University, M. A., Organizational Management.
University of Maryland, B.S., Psychology.
Center for Psychological Applications of Psychological Type. Certified
Practitioner of the MBTI Step I & II Instruments.
The Hudson Institute of Santa Barbara. Certified Organizational Coach.
Miscellaneous
Languages: Spanish and English
Computer Skills: MS Office, Excel, Power Point, Word, Outlook, PeopleSoft,
JDE 8.12, Workflow
Memberships: Society for Human Resource Management and the Human Resource
Association of the National Capital Area.
Contact this candidate