Human Resources Employee Relations

Lori Beth Rodrigues, SHRM- SCP

*** **** ******, ***********, ** 11757 / 631-***-****

********@***.***

https://www.linkedin.com/in/loribethrodrigues/

Professional Profile

Results driven Human Resources professional with extensive experience in Fortune 100, Fortune 500 and Fortune 1000 organizations. Collaborates with all levels of Management to provide focus and support in all operational HR activities in a multi-unit environment. Support the operations of a business as a strategic partner and promotes the growth of an organization, maximizing human talent to accomplish organizational goals. Extensive generalist experience in Strategic Management, Succession Planning, Talent Management, Employee Relations, Human Resource Development, Compensation and Benefits, Organizational Development and Labor Relations.

Professional Experience

People’s United Bank; Nassau and Suffolk County, NY 6/14- 5/16/17

Human Resources Manager

Provide HR support, coaching, guidance and partnership to 400 retail banking employees comprised of Branch Managers, Market Managers and non-exempt Bankers as well as senior leaders in the 67 Nassau and Suffolk branches throughout Long Island.

Conduct wage analysis for prospective candidates, participate in talent planning and succession planning discussions, and manage employee relations issues as well as the performance management yearly cycle and development plans.

Participate on strategic task forces and committees including Accelerated Review program, Onboarding Improvement and creating a foundation and culture in the workplace for Millennial's.

Develop strategic partnerships with our client group and Sr. Leadership team to influence buy-in and achieve organizational goals.

Performance management of underperforming non-exempt and exempt employees through the use of Performance Coaching Plans (PCP’s) and bi-weekly updates with Market Managers and Sr. Leadership.

Track and manage training compliance, performance review forms, and legal compliance issues.

Partner with Sr. Leadership to handle complex employee relations issues and bring them to resolution in an efficient manner, along with mitigating risk to the bank.

Coach, teach and guide Branch and Market Managers through difficult employee situations and bring issues to resolution.

Facilitate formal classes for my markets, such as coaching, performance management, compensation philosophy and the yearly review process.

Serve on numerous project teams to further grow and develop our business.

Partner with recruitment to review prospective candidates, conduct wage analysis and determine appropriate compensation.

Conduct compensation analysis for promotions, equity adjustments and demotions.

Handle absence management for the markets including all LOA’s: STD, LTD, FMLA, military and personal leaves with our LOA department and insurance provider.

Boston Market Corporation; Northeast 5/09-3/14

Regional Human Resources Manager

Oversee 131 Restaurants in 13 states across the Northeast, Mid- Atlantic and Central US regions from a Human Resources perspective. Consultant to 20 Area Managers, and 2 Directors of Operations. Handle all Employee Relations for over 3000 employees in the region.

Implement and conduct Succession Planning discussions, Training and Development for all area’s and levels of management.

Develop strategic partnerships with operational team to influence buy-in and achieve organizational goals.

Train and Develop Area Managers, AMIT’s and high potential GM’s to increase skill set in behavioral- based interviewing, coaching and counseling and conducting investigations.

Conduct HR Audits in restaurants to ensure 100% Federal and State Compliance.

Teach HR Compliance, Anti- Harassment and Diversity seminars to all restaurant and field level management.

Conduct and resolve all Employee Relations matters including potential Title VII issues, eliminating liability and risk to the organization.

Support all Employee Engagement initiatives; encourage all Employees to participate in Engagement Surveys and assist managers with constructing action plans to improve survey scores for the following year.

Implement and execute Succession Planning discussions; Partner with operators to create Individual Development Plans and Performance Improvement Plans for Restaurant Management.

Implement Assistant General Manager’s conversion from salaried managers to hourly managers.

CVS/Pharmacy; New York, New York 10/06-5/09

Regional Human Resources Business Partner

Provide HR field operational support to the New York region which consists of Line Managers in addition to Pharmacists as well as crew, encompassing over 4000 employees within 112 store locations with a total sales volume of 1 billion dollars in sales.

Develop strategic partnerships with operational team to influence buy-in and achieve organizational goals.

Create and implement succession planning tools for operations to assist in talent identification and assessment.

Organize and facilitate monthly classes for ready to promote candidates (Emerging Leaders) leveraging subject matter experts to enhance candidates learning to achieve the competencies for the next level.

Create and implement seminars such as Anti- Harassment, and I-9/ File Compliance.

Facilitate a regional engagement survey process and conducted workshops to assist Line Managers with analysis and action planning.

Create and implement HR Audit program.

Participate in union campaign, influencing employees to “vote no” to maintain a union free environment in the workplace.

Coach and develop two direct reports who handle recruitment and training for the region.

Wendy’s International, Inc., Farmingdale, New York 11/02-10/06

Human Resources Representative

Provide day to day field operational HR support to Line Managers, linking Human Resources strategies to achieve organizational goals.

Support a multi unit environment consisting of 1600+ employees within 42 corporate restaurants in New York and New Jersey with a total sales volume of 45 Million Dollars.

Influence and develop strategic partnerships with operations and serve as a reliable consultant and change agent.

Support business operations with manpower planning; Identify and select candidates for Succession Planning, Replacement Planning, resulting in 100% staffing by year end 2005.

Implement an effective hiring, selection process including, recruitment, interviewing, testing and background checking.

Identify and implement internal recruitment methods and retention strategies such as “Internal Career Day”, “Wendy’s Job Fairs” and “Internal Bench Development Days”, resulting in an overall 3 year trend of reduction of turnover.

Educate all operations on compliance with all Federal, State and local laws through the teaching of seminars as well as conduct HR audits resulting in reduced liability for the area.

Teach seminars on Recruiting, Interviewing, Performance Management, Labor Law and Anti-Harassment.

Design, facilitate and conduct the orientation process, including review of performance standards for new hires and transfers.

Provide counsel and direction to over 400 managers regarding performance management and the performance appraisal process.

Resolve employee complaints filed with federal, state and local agencies involving employment practices; Manage conflict resolution, mediation and crisis intervention.

Communicate and implement compensation and benefits plan and policies to all employees.

Develop and implement employee relations programs that create a positive organizational culture, activities such as “Kids Day”, and a concert to benefit the Dave Thomas Foundation for Adoption.

Champion an environment of inclusion through workforce diversity and ESL programs.

Support and consult the Franchise DMA on People Excellence/ Employer of Choice initiatives.

Recipient of the Dave Thomas MBA Award 2005 for embodying the Values of Dave’s Legacy.

Opal Financial Group, Inc., New York, New York 08/01-11/02

Human Resources Generalist

Led the Human Resources infrastructure for the company, functioning as the liaison between executive management and all employees.

Scope of responsibility include all generalist functions, with a focus on Organizational Development, Benefits Administration, Employee Relations, Employment Law, Labor Standards and Overall Compliance; Recruiting, Interviewing, and HRIS tracking.

Create and implement a Policy and Procedure Manual and facilitated production of the Employee Training Manual.

Design and administer HRIS program.

Assess, design, develop, implement, evaluate and maintain a full comprehensive benefit program including medical, dental, pension and 401k, consistent with the organization's strategic objectives.

Facilitate and administer the sponsoring of non-immigrant Employees for H1B Visas as well as for permanent residency, saving tremendous costs in legal fees for our company.

Implement the proper standards to ensure 100% Employer compliance with the various divisions of Federal and State bureaus, such as the DOL and the EEOC.

Create, implement and analyze employee surveys to facilitate organizational change.

Develop and promote a positive culture and work environment by planning company events to impact employee morale, resulting in increased productivity and retention.

Recruit and interview on a daily basis, by daily competitor research, utilizing Internet search boards, and attending and recruiting at Job and Career Fairs in the NYC area.

Counsel, mediate and facilitate all employee relations issues.

Representative of the Company for all legal matters (i.e. appearing in court, preparing documents for evidence etc.)

Northern Reflections / Northern Getaway, Bayshore, New York 11/98 – 08/01

Recruiting Manager (1/99-08/01)

Area Manager (11/98-1/99)

Education

Baker College, Flint MI: September 2005 Course work for pursuit of MBA in Human Resources Management

Syracuse University, Syracuse, NY: Bachelors of Fine Arts, May 1995. Graduated Magna cum Laude; GPA 3.6

Certifications

Society for Human Resource Management: member since 8/01.

Professional Human Resources (PHR) certified 2004.

Senior Professional Human Resources (SPHR) certified 2006; recertified 2009, recertified 2012.

Society for Human Resources Management- Senior Certified Professional- (SHRM-SCP) re-certified 2015

Special Skills

Microsoft Word, Excel, PowerPoint, Outlook; Lotus Notes; ACT!; Success Factors

HRIS Systems – Oracle/PeopleSoft, Ultipro; ADP; People Answers (ATS)

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