Human Resources Manager

DIANNE MOSLEY, SPHR

*** ***** **** ***** **** * Madison, WI 53717 * 608-***-**** * Email: abrn0n@r.postjobfree.com

Attn: Vice President, Human Resources

As a human resources professional, I have advocated for changes in human resources methods and services

that better match organization and customer needs. Encouraged innovation and exploration of nontraditional

ideas. Continually searched for and made recommendations for streamlining processes and eliminating non-

value-added tasks. An evaluation of my resume will further acquaint you with my background and

qualifications for this position.

Handled employees’ issues with conflicting points of view, function well under pressure, and demonstrated

discretion, integrity, and fair-mindedness. Effectively resolved business challenges by partnering with staff and

management on HR concerns. Oriented and trained staff members in human resource and safety techniques

and methods, labor relations as well as policies, procedures, regulations, and laws. Develop in-house training

program resulting in approximately $300,000 cost savings. Responsible for managing HR department budget

and consistently coming under budget by developing creative cost-savings for the organization.

I look forward to a personal interview to discuss in detail how my skills and qualifications can add value to

your human resources department. I can be reached at 608-***-****.

Sincerely,

Dianne Mosley, SPHR

Attachment

DIANNE MOSLEY, SPHR

508 North High Point Road * Madison, WI 53717 * 608-***-**** * Email: abrn0n@r.postjobfree.com

EXECUTIVE SUMMARY

Proven human resource management professional with extensive experience positively impacting

organizational performance through business operations, systems management, and business transformation.

Leading strategist with expertise in business processes, organizational structures, technology, and system

architecture.

CORE SKILLS & SPECIALITIES:

HR Department Start-up Staff Recruitment & Retention Orientation & On-Boarding

Employment Law Employee Relations Training & Development

FMLA/ADA/EEO/WC Alternative Dispute Resolution (ADR) Performance Management

Mediation & Advocacy Benefits Administration Organization Development

HRIS Technologies HR Program/Project Management HR Policies & Procedures

Diversity Training Union Relations Conflict Resolution

Recruitment and Staffing, Compensation and Benefits, Training and development,

Career Development

Developed standardized organizational model to clarify authority and responsibilities, which lead to the

transformation of HR functions into a shared and value-added service

Reduced overall company benefit costs by 15% after researching and implementing plan and tier changes.

Expanded benefits plan to include Domestic Partner benefits and also expanded Employee Assistance Program

to include dependents of domestic partners

Facilitated recruiting efforts for multiple locations through the creation of an interview guide and applicant

guide. Streamlined the process and saved 30% in recruiting costs; decreased time-to-fill from 47 days to 20

days

Conducted hundreds of interviews in a telephony environment with the responsibility for the placement of over

175 employees

Entered a company undergoing rapid expansion as the first ever HR Director; built HR department from the

ground up and implemented HR standards and compliance, revamped employee handbook, policies and

procedures, job descriptions and introduced a performance management system

Introduced 360 Degree Performance Evaluation to management for a more comprehensive understanding of

the performance of employees and to improve the credibility of the performance appraisal

Achieved 30% cost savings by writing corporate Affirmative Action Plans and preparing EEO and EEO-1

Develop in-house employee climate survey to study employees’ perceptions and perspectives of the

organization resulting in approximately 40% cost savings and an 84% participation rate

Develop Knowledge Management Manual to retain intellectual knowledge and for ready-to-use knowledge

base, so organization can adjust more quickly after an employee leaves

Reduced employee-retention rate of 89% within an industry where high turnover is the norm

Excellent recruiter, appointed by the Mayor of Des Moines, Iowa to the City’s ’Recruitment Task Force

Committee to recruit minorities and women

2 DIANNE MOSLEY, SPHR

Freelance 6/2010 – Present

MOSLEY DIVERSITY & HUMAN RESOURCS CONSULTANTS (Freelance), Madison, WI

Subject Matter Expert in Diversity. Trained and presented business case for diversity sessions for colleges,

government entities, healthcare organizations, etc. Consistently achieved training evaluation scores of 3.4

or higher on a 1-4 scale.

Responsible for identifying and recommending diversity best practices; promoting, implementing and

participating in the development of internal diversity programming. Build and sustain partnerships across

the organization to introduce and reinforce the premise that diversity as a business imperative.

Assisted in establishing departmental measurements that support the accomplishment of the company's

strategic goals.

Director of Human Resources/Union Negotiator/Safety Manager 10/07 – 05/2010

WORLD COUNCIL OF CREDIT UNIONS (Finance/Global), Madison, WI

Developed, implemented, and managed the human resource functions with primary emphasis in areas of

policy development, wage and salary administration, and performance appraisal programs. Performed

annual review preparation and administration of wage and salary program.

Supported organization initiatives to include wages and economic forecasting and trending, analysis and

development proposals.

Managed the development, implementation and administration of human resources policies, procedures and

programs for various locations. Responsible for Human Resources Information Systems (HRIS).

Launched new hire orientation program spanning medical and dental benefits, short/long term disability life

insurance, and leave of absence process.

Developed full cycle recruitment plan. Conducted extensive recruiting as sole recruiter accountable for

filing 20 project managers (national/international), technical and professional positions in 2 years.

Responsible for VISA processing, J-1 and H1-B

Analyzed team dynamics and made recommendations that maximize effectiveness. Provided appropriate

advice, feedback, and development resources to improve the effectiveness of individuals and teams.

Assisted managers in creating, communicating and consistently applied performance development best

practices, including progressive discipline.

Worked in collaboration with recruitment staff to regularly monitor recruitment statistics/trends for

effectiveness and recommended improvement activities.

Recommended and coordinated the development and implementation of special rewards (pay/incentive)

programs focusing efforts on strategic positions.

Engaged assigned management team members in problem solving approaches that encouraged their

development in examining available options and arrived at a collaborative solution that balances the needs

of involved parties and the organization.

Demonstrated the ability to master and apply new information technology tools to Human Resources work.

Conducted execution of Fair Labor Standards Act, Family Medical Leave Act; Americans with Disabilities

Act; the National Labor Relations Act, State Labor and Employment Legislation, and other regulatory

agencies. Ensured compliance with Equal Employment Opportunity, Affirmative Action as required, Sexual

Harassment.

Effectively addressed employees with questions regarding employee issues and developed feedback to

ensure a high performance employee environment.

Closely monitored service line/department satisfaction and changing needs, and updated approaches based

on feedback. Developed in-house employee climate survey to study employees’ perceptions and

perspectives of the organization resulting in approximately 40% cost savings and an 84% participation rate.

Labor Relations Specialist – 07/07 – 10/07

CITY OF MADISON (Municipality), Madison, WI

Negotiated 12 union labor contracts for 3300+ employees including transportation; administered and

evaluated grievances and dispute resolutions and implemented policies and procedures. Represented the

City in collective bargaining activities and the administration of labor contracts to ensure ongoing services

and positive labor relations.

Developed and presented training programs to address areas of deficiency, to maintain compliance, and to

achieve a more efficient labor force. Participated as needed in union contract negotiations, attended pre-job

and other client meetings, and ensured job site rules were established, communicated and followed.

3 DIANNE MOSLEY, SPHR

Human Resources Manager/Union Negotiator 11/03 – 05/07

OAKWOOD VILLAGE RETIREMENT COMMUNITIES (Healthcare), Madison, WI

Developed recruitment process that streamlined hiring process resulting in 30% savings in recruitment

costs. Point person for health care employees' issues and inquiries.

Prepared company for Joint Commission Healthcare Organizations review to ensure in compliance

with the current standards; never cited for any violations.

Built a positive employee relations climate through activities, initiatives, and communication.

Investigated and led resolution of employee relations issues.

Implemented labor relations policies and practices resulting in reduction of employee turnover from

30% to 9%.

Provided strategic Key Product Indicators (KPI’s) for all divisions to enhance profitability,

productivity and efficiency throughout safety, conducted recruitment, interviews, personnel records

management and training.

Human Resources Manager 11/01 – 07/03

SITEL CORPORATION (Call Center), Madison, WI

Monitored, verified, and authorized routine human resources actions and requests pertaining to existing

employees and new hires, in accordance with established policies, procedures, and guidelines.

Established wage and salary structure, pay policies, performance appraisal programs, employee benefit

programs (health insurance, 401K) and services, and company safety and health programs. Monitored for

effectiveness and cost containments.

Administered performance management by diagnosing improvement opportunities, provided effective

feedback, coached, trained, professional development, and corrective action plans.

Developed a system and call scripts to facilitate the efficient management of call volume. Provided

customer service excellence and technical support on telephony systems.

Conducted hundreds of interviews with responsibility for the placement of over 175 employees.

Prior Work Experience:

Sears Direct Response – Human Resources Manager, Des Moines, IA

Mercy Hospital Medical Center – Employee Relations Manager, Des Moines, IA

John Deere & Company – Accountant, Waterloo, IA

Academic Qualifications:

Bachelor of Science Degree: Public Administration - Upper Iowa University Madison, Wisconsin

Associated of Arts Degree: Business/Human Resources Management - Upper Iowa University Madison,

Wisconsin

Professional Development:

Senior Professional in Human Resources Certification – SPHR - Society of Human Resources

Management

Human Resources Management Certification – HRMC - Upper Iowa University

Computer Skills:

Operating Systems: Windows XP, Windows 7

HRIS Applications: UltiPro, PeopleSoft, ABRA, ADP

MS Office: Word, Excel, PowerPoint, Access, Outlook

Contact this candidate