Human Resources Management

Tricia J. Burgess, MBA *B Gibson Blvd, Valley Stream, NY 11581 516-***-**** ***************@*****.***

SENIOR HUMAN RESOURCES PROFESSIONAL

and Engaging Employees Proactively

Senior Human Resources Officer, who has shaped the successful transformational change in a fast paced, rapidly changing business environment with prolific intercommunication and robust training and developmental programs that bring about enhanced employee engagement and a strong sense of enthusiasm and dedication to a common goal. Employs current HR best practices in employee relations, compensation and benefit programs that improve the employee morale and retention having a direct effect on the company’s bottom line.

• Strategic Human Resources Planning

•Succession Planning & Development

•HR Policies/Procedures & Best Practices

•Employee & Labor Relations

•Performance Management

•Compensation Programs

•Training Development & Facilitation

•Change Management & Restructuring

•Benefits & Payroll Administration

•HRIS Technologies

•HR Start-Ups

PROFESSIONAL ACHIEVEMENTS & COMPETENCE

HIMATSINGKA AMERICA, INC NEW YORK, NY 2012 – Present

Corporate manufacturing textile firm with revenues of $300m, 7 worldwide locations and 5200 global employees.

Director, Human Resources

Directly responsible for the overall design, planning, and management of all Human Resources activities and initiatives of a diverse workforce. Accountable for the development and implementation of human resources policies, programs and services, including recruitment, selection, retention, legal compliance, employee benefits, employee relations, employee reviews including 360 reviews, employment practices and procedures, employee communications and employee events.

Key Results:

Communicate and enforce compliance of all policies, procedures, information, and directives to all employees. Provide timely policy interpretation to managers and staff; continuously review new case rulings, regulations and trends in the workplace and ensure the employee handbook is up to date with current rulings and laws. Ensure compliance of company policies and procedures by distributing information regularly through our ADP Workforce Now Intranet Portal; direct the annual performance evaluation and goal setting process, including training and coaching of managers. Directly responsible for the compliance and well-being of all staff that consists of 5200 global employees from both an operational and strategic perspective. Oversee and supervise HR support staff in the day-to-day HR operations, i.e. planning, benefits, compliance and staffing.

Manage company-wide investigations as required; resolve employee workplace relation issues in a consistent, empathetic and legally compliant manner. Educate and counsel department heads in the areas of conflict resolution and meets with management to determine appropriate action. Partner with legal counsel, department heads and supervisors to ensure consistent handling of employee relation issues while maintaining the culture of the Company. Build and maintains effective working relationships with internal and external contacts.

Responsible for the entire recruitment process and retention of qualified applicants from requisition to start dates. At the request of department heads, plan, develop, and administer recruitment needs for open positions. Review resumes, applications, conduct phone interviews, in-office interviews; ensure all documentation including, employee applications, background check screenings, offer letters and on boarding paperwork has been completed and approved.

Assess, amend and design every aspect of employees’ benefit plans to ensure programs are competitive and in compliance with all appropriate federal, state, and local laws. This includes but is not limited to medical/vision, dental, group/voluntary life insurance; short/long term disability, TransitChek, 401(k) plan, tuition reimbursement programs. Manage the leave management process for all employees, (FMLA, Personal, Military, STD/LTD, etc.). Monthly claims processing and funding; researching, resolving and responding to all benefit related issues; enrollment/termination of coverage(s). Performs all aspects of COBRA administration including, but not limited to, sending notices, posting payments, processing new enrollments and updating appropriate system(s). Create and develop all employee communication materials for plan changes, etc. Liaise between company, carriers and insurance broker for annual renewals. Manage annual government compliance reporting and filings i.e. health, supplementary insurances, 401(k) non-discrimination testing, EEO-1, 5500’s, OSHA surveys and OSHA year-end reporting. Ensure appropriate actions are taken to comply with new (and existing) government regulations. Manage entire bi-weekly payroll process ensuring compliance with FLSA standards.

Plans and develops the design, implementation, administration and legislative compliance of organization's compensation programs. Outline any unfair practices as it pertains to performance appraisals, bonuses and merit programs. Ensure through audits, legal reports and personal interactions that the organization's compensation programs are consistently administered in compliance with company policies and government regulations.

GROUNDLINK HOLDINGS, LLC NEW YORK, NY 2011 – 2012

Established luxury car service and solutions provider to the ground travel industry.

Human Resources Manager

Recruited on a temporary basis to assist with the start-up of the HR department which included organization in the areas of departmental development, training and development, benefits and compensation, and effective employee relations.

Key Results:

Developed, implemented and refined all human resource policies and organizational procedures. Regularly designed and introduced improvements that support the organization’s goals and the desired culture. Conducted a thorough and systematic review of all practices, policies and systems annually.

Prepared job descriptions, conducted job searches and interviewed potential candidates. Conducted background and reference checks, and prepared offer and rejection letters. Worked with HR department and executive management in Belgrade, Serbia and Dallas, TX to implement and enforce HR policies and procedures in their offices while maintaining accountability and consistency across the board.

Created a performance management system that included performance developmental plans (PDPs) and employee development programs; wrote all necessary education materials to managers and employees including, manuals, employee handbooks, and standardized reports at the direction of the CFO.

Conducted internal/external investigations into allegations of unfair treatment, harassment, discrimination, misconduct, and supervisory styles. Offered viable solutions to all parties involved while exercising good judgment and discretion in resolving workplace issues and maintaining positive workplace relationships.

Developed, monitored and advised managers and supervisors on a progressive discipline. Reviewed for compliance management recommendations for employment terminations; kept and maintained all employee personnel files and records.

Processed weekly and bi-weekly payrolls for 265+ employees using ADP payroll software; performed reconciliations of payroll deductions to premium statements and maintained payroll information and updated employee personnel records as necessary; assisted the CFO and controller on tax filling and submission of 1099’s. Worked with senior staff to coordinate company use of insurance brokers, insurance carriers, retirement benefit administrators, etc.

Administered health benefits to entire staff in New York and Dallas; assisted teams in NY and TX with open enrollment and benefit renewals for medical dental, and vision programs. Responded to all employee inquiries regarding health, dental, vision, transit checks, and 401k benefits. Administered paid/unpaid leaves and coordinated return to work dates.

THE APOLLO THEATER FOUNDATION, INC NEW YORK, NY 2010 – 2011

World famous Apollo Theater in Professional Arts, Hospitality & Theater Entertainment

Sr. Human Resources Generalist

Accountable to provide concrete, timely and value-added human resource generalist services, including organizational effectiveness, employee relations, performance management, succession planning, development planning, monitoring and resolving morale, work climate & leadership effectiveness issues, that help lead to the successful achievement of business goals and employee satisfaction.

Key Results:

Regularly met with executive staff and other key functional leaders to identify organizational needs. Collaborated with Insperity HRBP to provide HR guidance and strategic business support in the form of concrete measurable actions to all employees and executive staff. Oversaw the theater’s human resources functions, while directly and indirectly managing the activities of exempt and non-exempt personnel staff. Manage the entire payroll process while ensuring compliance with FLSA standards.

Worked closely with theater operations, box office staff, event operations and security staff to cultivate an environment of mutual respect and responsibility.

Managed ATF’s recruitment and hiring activities for all exempt, non-exempt and executive positions; administered the entire on-boarding process for all new hires from back ground checks to official start dates through 90 day probationary period endings.

Participated in union grievance and arbitration hearings, monitored the tracking of employee relation issues and communicated with department heads and union representatives as required; administered and managed all benefit programs; and maintained up-to-date job descriptions for each department.

Advised, coached and counseled line management including assisting in preparation of written action plans and performance improvement plans on employee relations' issues, and formulated concrete and specific measurable actions to help them resolve issues, increase effectiveness, build relationships and achieve business goals with the primary focus on improving the overall organizational effectiveness to achieve the Company's business plan.

Promoted consistency of HR policies/practices within the organization. Maintained knowledge of all company HR policies, procedures and practices. Provided managers and employees answers to general policy and organizational questions as they arise. Recommended new approaches, policies and procedures to affect continual improvements in efficiency of the HR department and services performed.

Managed and coordinated the annual Anti-Harassment training, and Youth Protection Training to be sure organization was in full compliance; Assessed the training and development needs for employees, and developed effective written development activities in conjunction with organization and our budget. Presented findings and recommendations to executive staff.

Managed weekly and bi-weekly payrolls, reconciliations, and all journal entries for accounting efficiency.

Automatic Data Processing (ADP) MELVILLE, NY 2004-2009

Number 1 leader in human resources, payroll, and benefit administration; specialization in hotel and restaurant payroll administration

Client Services HR & Payroll Administrator

Promoted to fulfill a range of payroll and HR functions including tax and compliance, training, and administering benefits. Resolved payroll tax-related issues and kept all employers and employees up to date with The Fair Labor Standards Act and HR policies to assure company was in full compliance.

Key Results:

Acted in capacity of an HR Business Partner while answering questions from employers and employees in the areas of payroll, benefits, and HR policies; ran daily audit reports to review payroll accuracy; respond to agency employment verifications letters.

Processed multi-state payrolls for weekly, biweekly, monthly, and bimonthly for 1000+ union, 1099 and non-union employees; processed first, second, third and fourth quarter adjustments; Set up tax jurisdictions for different states; Monitored SUI rate changes and applied changes to state profiles

Assisted payroll staff and facilitated training and development of associates including design and development; took escalated calls routed to upper management to resolve payroll issues.

EDUCATION & CERTIFICATION CREDENTIALS

Keller Graduate School of Management, New York, NY – MBA

HR Designations: SPHR (Senior Professional in Human Resources Certification), in progress

PROFESSIONAL ASSOCIATIONS

SHRM, Society of Human Resources Management, Membership – Long Island Chapter

COMPUTER SKILLS

Computer Skills: MS Office Suite; Strong working knowledge of ADP Workforce Now Payroll, HRIS and Benefit Systems; Insperity; EZ Labor Manager, Paychex, time and attendance, and AS400)

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