Human Resource Manager

SUMMARY

Human Resource professional with organizational, analytical, communication, and project management skills proven by 16 years of value-added achievements that include employee relations, recruiting, benefits, administration, payroll, learning and development, instructional design and compliance. HRIS Expertise: Accenture, ExponentHR & ADP.

EXPERIENCE

Valtech Solutions

National Human Resource Manager June 2015 - Present

Reports directly to the Chief Financial Officer.

Ensures compliance with all applicable federal, state and local laws and regulations relating to fair employment practices, employee safety and health, as well as company policies and procedures.

Maintains a strong partnership with executives to support business objectives, by providing leadership for people initiatives, programs and strategies for the organization.

Provides expert HR consultation in the areas of performance management, change management, compensation, organizational development, recognition programs, training, labor and employee relations and work environment issues.

Maintain up-to-date files on personnel to include application, associate handbook signature page, orientation checklist, W-4, I-9, emergency information, current position and wage, reference check data, reprimand and suspension documentation, termination information and any other forms required by federal or state law.

Determine and implement strategies and customization requirements for HR plans, programs, processes, and tools to ensure the organizations needs are met.

Create, improve and administer human resource policies and procedures.

Ability to investigate employee situations and discern fair and appropriate next steps.

Negotiate and implement benefit annual rates and plans.

Efficiently administer the benefits program with regard to all leave policies and medical/ dental / vision / life & disability insurances, 401K, vacation, sick leave, holiday pay, funeral leave, jury duty, leaves of absence, complimentary rooms, etc.

Keep management systems of salaries and wages to ensure a fair and competitive compensation to employees.

Ensure all performance reviews (hourly/salaried) are administered on a timely basis in accordance with company’s performance review policies.

Advises management generally in the area of human resources.

Manage Human Resource direct reports and department.

ExponentHR

Human Resource Manager/Consultant March 2014 – June 2015

Serve as a point of contact regarding inquiries on payroll, benefits, open enrollment, compensation, employee personnel records, workplace safety, performance management and wage & tax.

Provide Consultation regarding life events, new hires, leaves and terminations.

Stay abreast of regulations affecting human resource functions such as OSHA, EEO, LOA, FMLA, ADA, ACA and FSLA.

Facilitate training on the ExponentHR HRIS system.

Manage multiple clients in a remote relationship.

Maintain periodic communications through client meetings and correspondence.

Participate in client focus groups and market research projects.

Provide clients with periodic reports and information regarding product and service changes and enhancements.

Monitor and report on product and service trends related to the ExponentHR client base.

Understand and achieve required product knowledge for all ExponentHR offerings.

Ally Financial

Enterprise Compliance HR Manager March 2012 – March 2014

Stay abreast of HR and compliance regulations.

Communicate changes in regulations via LMS training tools.

Project Manage all assigned compliance regulation programs.

Develop and design compliance training web base courses for the enterprise.

Track compliance training completion rates and provide results to upper management.

Deploy HR compliance initiatives enterprise wide.

Work closely with subject matter experts and our in-house attorneys to ensure regulations are adhered to.

Document the HR LMS database appropriately.

Establish a solid rapport with our third party vendor, FIS, to ensure off-the-shelf compliance content meets the Ally requirements.

Learning and Development Manager/HR Liaison March 2008 – March 2012

Works closely with site HR Business Partners with on boarding of new candidates.

Assist with interviewing of candidates and career fairs.

Manages a team of corporate facilitators and instructional designers at the branch level.

Provides approval for instructor led, web based and virtual training material.

Delivers training material to business managers.

Attends leadership meetings to represent the learning and development department.

Works directly with the Director and Vice President of Learning and Development to meet organizational goals.

Designed, coordinated and implemented the Mentor Program survey.

Analyzed the data from the Mentor Program survey and presented it to the HR director and HRBP’s.

Serve on the Mentor Program committee and provide recommendations and process improvements.

Serve on the Peer-To-Peer Mentor Program to determine guidelines for implementation.

Developed and gathered data from local leadership regarding the appropriate payout for the Peer-To-Peer Mentor Program.

Partnered with Quality Assurance to determine job descriptions for positions under their leadership; the descriptions obtained will be present in the Career Progression program.

Designed the “Excessive Absenteeism and Tardiness” course which has been implemented by the HRBP’s.

Manage all HR course for Ally Servicing in the Learning Management System to track completion and session specifics.

HR courses tracked thus far included: Performance Improvement Plan, Fraud, PIP Refresher, IDP, Preparing and Submitting a Termination Request.

Attend weekly HRBP meetings as a liaison between Human Resource & Learning and Development.

Training and Compliance Manager/Human Resource Generalist March 2006 – March 2008

Conduct screening interviews with potential candidates.

Initiate new hire paper work. Manage employee relations, FMLA leaves, disability leaves and other human resource inquires as needed.

Liaison for staffing vendors.

Lead employee relations investigations.

Partner with business managers to identify hiring needs and workforce planning strategies.

Utilize recruiting resources to identify ideal candidates.

Maintain sourcing records for evaluation for strategic planning.

Conduct training sessions covering specified areas such as use of computers and software, on-the-job training, customer service, refresher training and leadership development.

Maintains and records training records for assigned training.

Manages the quality of programs and products produced for training within the budget framework.

Human Resource Administrator September 2003 – March 2006

Provide personnel assistance in identifying, evaluating, and resolving human relations and work performance opportunities.

Handle all phases of the new hire process, including processing new hire documents, conducting background checks, testing candidates, and entering information in human resource system.

Keep records of benefit plans participation, personnel transactions such as hires, promotions, transfers, performance reviews, and terminations.

Audit personnel files to ensure compliance with all federal, state and local employment laws. Respond to inquiries regarding, policies, procedures, and programs.

Prepare employee separation notices and related documentation, and conducts exit interviews.

Portfolio Analyst September 2001 – September 2003

Contact customers by telephone to collect delinquent payments on customers in excess of 48 days past due.

Confirm payment or negotiate payment arrangements & research discrepancies.

Conduct all conversations in a clear, friendly, and professional manner, verifying all personal identifying information, and making pertinent and clear notations on the account.

Use protocols to decide when special circumstances dictate an exception to the guidelines.

Maintain strict confidentiality with customer account information.

Maintain established objectives for delinquency, repossessions and net losses.

Aerotek

Corporate Recruiter January 2001 – September 2001

Utilize Aerotek’s internal database to identify potential candidates. Place job requirements on the Internet to increase available candidate pool.

Develop creative recruiting resources to attract qualified professionals interested in contract, contract to hire and direct placement employment. Identify networking activities such as attending career fairs, professional association meetings, calling on technical schools and outplacement services.

Responsible for screening candidates to ensure their qualifications meet open positions.

Conduct skill testing, office interviews, reference checks and background investigations.

Present job opportunities to qualified candidates and negotiate contract terms.

Maintain excellent documentation with Aerotek’s on line system as well as hard files within the branch office.

Prepare resumes for presentation to clients.

Coach candidates through the client interview process.

Meet contractors on the first day of their assignment at the client site.

Build relationships with contact employees through different activities including weekly lunch meetings.

Input and maintain candidate employee, time, and payroll data into the PeopleSoft HRIS system.

Education

Baylor University

BBA – Management and Marketing, May 2000

Amberton University

MBA- Human Resource Management, August 2004

References Available Upon Request

End of Document

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