Human Resources

RYAN WEBB, PHR

** ****** ****** • Acworth, GA ***01

cell: 646-***-**** email: ac1utb@r.postjobfree.com

LinkedIn: http://www.linkedin.com/pub/ryan-webb/7/b88/796

SEEKING A POSITION AS A HUMAN RESOURCES DIRECTOR

Employee Recruitment & Selection • HR Development & Retention • Performance Management

Benefits Administration • Employee Relations • Compensation • Policies & Procedures • Payroll

PROFILE

A motivated and experienced professional with a career background in roles as a Director of Human Resources, Controller / Director of Finance and Recruiter that required heavy directives for presiding over all human resources functions. Seeking to leverage the cumulative human resources skills and knowledge I have acquired within each of these capacities in a Human Resources Director position for the benefit of a world-class, high-integrity organization.

SUMMARY OF QUALIFICATIONS

Over 9 years of cumulative experience in human resource management and leadership functions, effectively planning, designing, developing and evaluating human resource-related initiatives that support organizational strategic goals

Served as a strategic partner and employee advocate, aiding in organizational strategy and development by planning goals for the organization while partnering with employees in order to garner input and buy-in to policies and objectives

Strong familiarity with and understanding of federal labor laws including FLSA, OSHA, FMLA, PPACA, ERISA, Title VII, ADA, EEOC Uniform Guidelines on Employee Selection Procedures, Immigration Reform and Control Act, and USERRA

Solid experience in benefits administration in programs including health, life, dental and disability insurances, retirement plans, vacation, sick leave, leave of absence, and employee assistance, short term disability, long term disability, flex spending, 401(k), 403 (b), FMLA, workers’ compensation and unemployment claims

Executes measures of human resource development through needs assessments, policy and procedures development, employee development programs, and providing coaching to managers and executives in order to effectively manage organizational talent

Manages employee and labor relations by regularly assessing the organizational climate, introducing employee relations programs to promote a positive organizational culture, and clearly outlining grievance/dispute and employee complaints process

Addressed and combatted areas of risk management by adhering strictly to OSHA, Drug-Free Workplace Act, ADA, HIPAA, and the Sarbanes-Oxley Act (among others) and addressing return to work procedures, workplace safety and violence, security and substance abuse, and business continuity and disaster recovery plans

Previous experience in performance management, creating annual employee performance evaluations and working directly with managers to carry out such; assisted in the resolution of employee performance issues in need of disciplinary action and performance improvement by coaching supervisors through the process of drafting corrective action (performance warnings) language, auditing written performance reviews, and providing training for staff in this area

Keeps abreast of salary/compensation trends and benchmarks within respective job categories in the industry in order to advise upper management and stay competitive in terms of monetary packages offered to candidates

Sound experience developing and implementing compensation structures, bonuses, merit raises and incentives

Acts as a change agent to improve upon the effectiveness in productivity, revenue, market competitiveness and internal alignment; measures the results of human resources programs, making informed business decisions based on data and statistics

Expertise in workforce planning and recruiting, with over eight years of experience in employee recruitment and retention; conducts thorough candidate assessments and interviews in-person, over the phone and via Skype

Adroit at building candidate pipelines, sourcing through means of networking, social media, job boards, relationship building; conducts initial screenings, thorough candidate assessments and interviews, and offer management

Experienced and knowledgeable in applicant tracking systems and mandated info including EEOC laws as well as current immigration laws, visa types, I-9 employment eligibility forms

Assisted in the development and implementation of onboarding and training programs in prior roles

Versed in succession planning, identifying internal employees to develop skills and knowledge to prepare for advancement or promotion

Administered and presided over payroll activities with entities including ADP and Paychex

Proactive leader with refined business acumen and exemplary people skills, and the ability to adjust to various audiences and communicate across all organizational levels

Facilitates a team approach and positive attitudes to achieve organizational objectives, increase productivity and enhance employee morale

Exceptional leadership, organizational, oral/written communication, presentation, interpersonal, analytical and problem resolution skills; thrives in both independent and collaborative work environments

PROFESSIONAL HUMAN RESOURCES RELATED EXPERIENCE

CONTRACT RECRUITER Mar 2016 to Present

Federal Working Group, Arlington, VA (remote position; based in Atlanta)

Direct recruits employees for federal agencies that include the Department of Homeland Security, U.S. Census Bureau, Office of the Comptroller of the Currency, NTIA and FEMA (among others) in fulfilling the directive of developing and implementing a broad range of mission-oriented IT project management solutions as well as management approaches that aid these organizations in achieving measurable progress towards critical objectives

Heads all recruiting efforts including sourcing and screening resumes, qualifying (vetting) prospective candidates, and coordinating onsite interviews with federal client organizations, all while ensuring candidates meet strict clearance and experience parameters

Coordinates hiring endeavors with federal agencies to ensure all required background and clearance checks are executed

Spearheads offer management and measures related to follow up with candidates at the close of the recruiting process

Utilizes LinkedIn Recruiter, networking and job boards to source passive candidates; targets additional prospects through outreach efforts with colleges, alumni groups, professional organizations, and via referrals

Alexis June Weddings, New York, NY Dec 2015 to Mar 2016

*Traveled to Norway, UK and Germany to promote and build business opportunities in these key European countries for Alexis June Weddings, LLC (co-owner of the business with wife from June 2013 to present)

DIRECTOR OF HUMAN RESOURCES Jul 2014 to Dec 2015

The New York Conservatory for Dramatic Arts, New York, NY

Partnered as a strategic ally with executive leadership and departments within the organization to carve out and redefine aspects of the organization’s strategic planning process (short- and long-term goals); specific contributions in this regard included workforce planning, keeping a pulse on the legal and regulatory environments as well as economic environment, cost/benefit analyses of new programs, and enterprise risk management to mitigate risks

Served as the point of contact for staff and faculty on a range of human resources related endeavors; strove to maintain relationships and working conditions that balanced employer/employee needs and rights in support of the organization’s goals and objectives

Led workforce planning and employment measures that included tightening criteria for hiring and selection procedures (references and background checking), workforce planning metrics, developing a succession planning process and an affirmative action plan, and instituting a record retention process for handling documents and employee files

Analyzed the labor market for trends that impacted ability to meet workforce requirements as well as externalities impacting compensation and benefits on recruitment and retention and internal factors such as employment policies, practices, and procedures

Recruited and hired for all employment vacancies, sourcing candidates through direct recruiting as well as referrals, alumni groups, professional organizations, job boards and social media

Screened resumes, assessed KSAs to qualify candidates, and conducted thorough candidate assessments during interviews

Worked in conjunction with hiring managers to properly define job needs and develop recruiting plans to fill open positions; selected qualified candidates to interview, created and utilized questions for interviews, extended offers for employment, and carried out reference and background checks

Addressed human resource development through needs assessments, employee development programs, and providing coaching to managers and executives in order to effectively manage organizational talent

Combatted areas of risk management by adhering strictly to OSHA, Drug-Free Workplace Act, ADA, HIPAA, and the Sarbanes-Oxley Act (among others) and addressing return to work procedures, workplace safety and violence, security and substance abuse, and business continuity and disaster recovery plans

Administered employee benefit programs that included health, life, dental, short term disability, long term disability as well as flex spending and the company 401(k) plans; oversaw payroll to ensure accurate processing

Evaluated compensation strategies including pay structures, performance-based pay, executive compensation, and internal and external equity; carried out all fiduciary responsibilities related to compensation and benefits

Managed FMLA and leave requests as well as vacation, sick leave, workers’ compensation and unemployment claims

Developed and coordinated annual performance evaluations for all employees

Assisted in the resolution of employee performance issues in need of disciplinary action and performance improvement by coaching supervisors through the process of drafting corrective action (performance warnings) language, auditing written performance reviews, and providing training for staff in this area

Investigated employee concerns such as harassment and discrimination claims, and recommends courses of action to resolve such issues; aided in similar investigations with students as requested and utilized legal counsel on matters outside the realm of human resources

Spearheaded all facets related to the employee exit processes, including termination proceedings (in accordance with discipline policy), exit interviews and separation agreements

Maintained a high level of confidentiality in dealing with proprietary and sensitive information in employee files containing employment data and health records; presided over and utilized electronic data stored in an HRIS database with solutions in training, payroll, HR, compliance, and recruiting

Upheld all of NYCDA's policies and procedures, and regularly updated employee guidelines (handbook) as necessitated by growth and evolution within the organization

Continuously cultivated a thorough knowledge of New York state employment and federal employment laws; adhered to laws regarding antidiscrimination policies, sexual harassment, labor relations, and privacy

Conducted compensation analyses and comparisons to ensure the company was competitive in attracting and retaining key talent; explored ways to enhance compensation and benefits packages to positively effect recruitment and retention

Focused on employee and labor relations by regularly assessing the organizational climate, introducing employee relations programs to promote a positive organizational culture, and clearly outlining grievance/dispute and employee complaints process

Key Contributions

Revamped employee job descriptions in a manner that thoroughly outlined essential jobs functions as well as knowledge, skills and abilities so as to protect against potential claims of discrimination by job applicants under ADA as well as other federal laws

Aided in revamping the organization’s core values, vision, mission, and ethical behavior expectations to better align with present day

Developed and instituted a new employee onboarding process that strove to fill prior gaps and boost retention of newly hired employees

Led a payroll and HRIS system conversion to ADP from a previously handled in-house payroll and an HRIS system that was housed in Microsoft Dynamics (Great Plains)

Replaced an expensive and far too complicated employee performance management system with a less intimidating, user-friendly module within ADP HRIS

Reconciled miscalculated premiums (underpaid and overpaid in various months for over a year) for company life insurance, LTD and STD benefits; replaced the former broker and TPA as a result of findings

Switched 401(k) plan to a provider that was more in line with the demographics of the organization as a whole

Updated all employee files for completeness and to be in compliance, an undertaking that resolved a serious issue of both missing forms and information discovered in several

Assisted on the internal investigations of two separate sexual misconduct/assault cases brought forth by students

Reworked policies pertaining to use of computers, email and social media as well as credit card and travel expense guidelines

EXECUTIVE RECRUITER 2008 to 2014

Access Group, LLC, Las Vegas, NV/Salt Lake City, UT/New York, NY

Successfully formed partnerships and alliances with businesses and organizations as part of the full cycle recruiting process at Access Group in order to facilitate career placements for qualified candidates seeking employment

Created and implemented proactive recruitment strategies in response to the changing employment environment; sources candidates via methods of direct recruiting, referrals, social media (LinkedIn, Twitter, etc.)

Effectively screened and omitted candidates for opportunities based on a thorough and detailed needs analysis derived from evaluating client organizations and departments with regard to job scope, culture and company environment

Conducted initial interviews and worked directly with hiring managers to facilitate subsequent round interviews

Aided clients in accurately defining scope of positions in order to clearly create job descriptions and market priced salaries and compensation packages

Conducted background and reference checks prior to negotiating salaries and fees, completing necessary paperwork for placement of candidates, and assisted in on-boarding as requested to make the transition as seamless as possible

Organized and executed networking events, one for over one hundred top level executives, business professionals and Notre Dame alumni in Las Vegas that featured Mr. Bill Boyd, CEO of Boyd Gaming as the keynote speaker and proved to be a tremendous success

DIVISIONAL CONTROLLER (concurrent HR duties) 2007 to 2008

Interior Specialists Inc., Las Vegas, NV

Served as the Las Vegas’ office liaison for human resource directives, contributing to the development of policies and procedures in line with the goals of the division; evaluated the impact of human resource programs by soliciting feedback from employees and implemented measures to enhance the overall working environment

Acted as the site benefits administrator for all health insurance, 401(k) and other benefits programs

Contributed in updating the employee handbook in an endeavor that precisely outlined policies and procedures

Afforded support in dealing with employee performance issues in need of disciplinary action

Worked in conjunction with the site’s safety manager to identify and remediate areas of risk within the building

Lent efforts to workforce and succession planning within the division

Assisted throughout the onboarding process for new employees

Provided feedback on compensation structures, bonuses, merit raises and incentives for employees

SENIOR ACCOUNTANT 2006 to 2007

Bally Technologies, Las Vegas, NV

Became versed in strictly adhering to all prescribed Sarbanes-Oxley procedures and protocols as part of a complete environmental transformation while working for this company with significant SOX violations, delinquency in SEC filings and facing two class action shareholder lawsuits

Executed complex payroll entries and associated related reconciliations for all employees of this $800 million company

CONTROLLER (concurrent HR duties) 2006

Christel House Academy, Indianapolis, IN

(Wife was involved in a serious car accident in Las Vegas during transition to Indianapolis)

Bid out the group’s health insurance plan at renewal that subsequently reduced costs and provided better options as a more optimal plan for the group as a whole

Administered payroll (ADP) and presided over benefits functions including 403(b), worker's compensation, health insurance, and other programs

Aided in formulating a strategy for attracting and retaining top teaching professionals in order to best serve students

Analyzed each employee’s compensation package in comparison with similar industry professionals to ensure adequate rates and aimed at retaining key employees

Strengthened employee relations by assisting in the development of programs and events that proved to build employee motivation and retention

Outlined compensation structures, bonuses, merit raises and incentives to be implemented among employees

Assisted in conducting exit interviews, providing and later maintaining separation paperwork

Managed confidential employee files and records under lock and key

DIRECTOR OF FINANCE/CONTROLLER (concurrent HR duties) 2005 to 2006

Alan Waxler Group, LLC, Las Vegas, NV

Acted in the capacity of change agent by instituting changes needed to transform a lackadaisical work environment into one that more fully helped employees reach potential by better defining roles and expectations, attracting and hiring the right people, providing better training, affording ongoing coaching and feedback, designing effective compensation structures, and offering career development opportunities

Worked in conjunction with the CEO, Vice President of Operations and a third-party human resources consultant to develop a program with the aim to better reward and retain key employees

Actively contributed during the creation of compensation structures, bonuses, merit raises and incentives as an initiative to retain key members of the management team as well as employees

Assisted in the development and implementation of an in-house on-boarding, training and drug testing program left void with the termination of a contract with a PEO which formerly provided these outsourced services

Bid out an extremely costly health plan with the replacement resulting in saving the company tens of thousands of dollars in health insurance premiums over the course of the following year

Contributed significantly to the development of policies and procedures that were succinctly outlined in employee handbooks

Participated in highly sensitive disciplinary proceedings at AWG in addition to serving on investigations, dealing with grievances, attending worker’s compensation and other hearings, conflict resolutions, and employee evaluations

Ensured complete privacy by managing confidential employee files and records under lock and key

Coordinated and participated in termination proceedings and exit interviews, providing and later maintaining separation paperwork

Researched comparative salaries in the market with respect to job function/specialization, position level and impact of location in order to remain competitive

Administered payroll (Paychex); AWG consisted of three separate companies and required manual calculations of a number of varying pay rates and variables for drivers of the transportation company

BUSINESS CONSULTANT 2004 to 2005

Self - Employed, Salt Lake City, UT

FINANCIAL ADVISOR 2001 to 2003

AXA Advisors, Guetzkow Financial Group, Salt Lake City, UT

Gained solid experience with and exposure to all benefit programs as a fully licensed NASD Series 7 & 66 as well as state life and health certification holder licensed to sell health, life, dental and disability insurances, retirement plans, short term disability, long term disability, 401(k), 403 (b), flex spending accounts and employee assistance programs

Oversaw investment portfolios of clients that included individuals, privately held companies, governmental entities and a hospital and health network

Advised clients on selecting appropriate financial services products including stocks, mutual funds, annuities, tax-sheltered annuities, IRA’s, brokerage accounts, and variable life insurance as well as health and disability insurance plans

EDUCATION

UNIVERSITY of NOTRE DAME

Master in Business Administration - 2004

Fellowship Recipient – 3.3 GPA

UNIVERSITY of UTAH

B.S. in Business Administration - 2001

President’s Award for Scholastic Achievement – 3.7 GPA in major; 3.5 overall

Honor Roll Recipient numerous times

CERTIFICATIONS

PHR Certification (June 2015); scheduled to sit for SPHR exam in 2017.

TECHNICAL SKILLS

Strong proficiency in the use of Microsoft Office, Word, Excel, Access and PowerPoint, as well as various accounting and HRIS systems; adept at using applicant tracking systems including Bullhorn and Taleo.

COMMUNITY INVOLVEMENT

Inner City Scholarship Fund (Job Opportunities Program) • Volunteer, New York City, NY • 2013 to 2015

University of Notre Dame, Las Vegas Alumni Club • Young Alumni Coordinator, Las Vegas, NV • 2007 to 2009

University of Notre Dame • Elementary Student Mentor, South Bend, IN • August 2003 to May 2004

Huntsman Cancer Institute • Cancer Patient Volunteer, Salt Lake City, UT • June 2002 to May 2003

Christel House Academy and Christel DeHaan Family Foundation • Contributor, Indianapolis, IN

American Cancer Society • Relay for Life Participant, South Bend, IN, Las Vegas, NV

LANGUAGES

Fluent in speaking, reading and writing Norwegian; conversational in Swedish and Danish.

REFERENCES AVAILABLE UPON REQUEST

Contact this candidate