Human Resources Management
Resume:
Sara E. Clough
Andover, MN ****4
***********@*******.***
EDUCATION
**** **. ***** ***** **********, St. Cloud, MN
Bachelor of Science, Business Management
Concentration: Human Resources & Legal Environment
EXPERIENCE
Camilia Rose Care Center, LLC, Coon Rapids, MN
A Long Term Care Skilled Nursing Facility 8/2008-9/2017
Human Resources Director and Therapy Director
Solely responsible for the human resources department; including policy and procedure updates, streamlining payroll processing (cutting down from 14 day processing schedule to 2 day processing schedule); updating HRIS database to include benefit notifications, health check notifications and training notifications.
Ensure the accuracy and completion of payroll for 200 employee’s bi-weekly. Completes payroll reports each pay period for direct management approval. Create and maintain payroll related spreadsheets for easy access.
Responsible for the benefit administration process ~ from meeting with brokers annually to ensuring all that are eligible are completely informed of our benefits packages.
Continuous support for the administration team with respect to coaching and counseling their employees ~ when to coach and when to start the counseling process. Serves as the sounding board for management frustration with their teams.
One of the lead participates in the strategic planning for the company’s future plans ~ to keep growing or remain the same size.
Supervise the receptionists and all of their responsibilities including admissions participation, discharge participation, HR Assistant responsibilities.
Has served as the Safety Captain for the company. Ensure the organization is having at least quarterly meetings to cover safety around the building. Create a mind-set of employee safety at all times; keeping in mind the jobs that are happening around the building at all times.
Responsible for recruiting all nursing staff, Therapeutic Recreation staff, Day Program Staff. Using all creative ways to find resumes (online, internal postings, social media) to keep within recruiting budgets.
Redesigned the New Employee Orientation Process for all new hires; changing how all new employees are on-boarded. Changing the mind-set of the management staff to get buy-in from the entire group to reduce turnover and increase productivity.
In 2012, took on the Therapy / Rehab Team as part of my supervisory responsibilities; learning a whole new skill set within the organization.
Increased revenue from our therapy department with increased RUG levels; giving our therapists an increased level of understanding about Med B, Med A, private insurance payments and how their therapy sessions directly influence the rate at which the company is getting paid.
The CCP, Inc., St. Paul, MN 11/2001-8/2008
A Social Service Company providing services to people with developmental disabilities
Human Resources Administrator / Support Services Director 7/2007-8/2008
Assist in the transition of the company from separate entities/groups to a more centralized organization; which includes standardization of best practices across the company.
The lead participant in strategic planning with the CCP Administration Team in deciding what the best practices should be for each department within the organization including coordinating and implementing companywide systems for: tracking payroll assist is spent in real time, management’s spending of company funds, consumer funds, budget controls across 4 of the 6 CCP Companies, HR practices throughout 4 of the 6 CCP Companies, and how to foster good communication throughout the company.
Participate in strategic planning with the CCP Administration Team.
Providing support to the management teams within CCP to ensure all the changes make sense for the organization and that they occur as smoothly as possible. Suggest any deviations from the changes that have been proposed by the Administration Team to ensure morale and team work environment continue to be stable within each team.
Continued.
PAGE 2 SARA CLOUGH
Provide leadership and support in the supervision of an HR Team consisting of 2 Recruiters, 2 HR Generalists, and 2 HR assistants.
Facilitate CCP HR’s Network Team’s bi-weekly meetings; instituting best practices for the HR Managers to be consistent across all companies.
Supervise the Maintenance Team which includes 1 Maintenance Manager and 3 Maintenance personnel. Oversee the Property Management Company and its P & L to ensure all maintenance is being prioritized appropriately to best serve the clients for whom we are responsible.
Played a key role in the implementation of a new payroll system – bringing payroll ‘in-house’ from and outside vendor. Providing knowledge of the HR structure, Rules and Regulations and ensuring the new system makes sense for the HR and Payroll Teams.
Human Resources Director
CCP-CONSUMER DIRECTED SUPPORTS, St. Paul, MN 12/2006-7/2008
CCP – BEACON COMMUNITIY SERIVCES, St. Paul, MN 12/2006-7/2007
CCP – CONTRACTED CASE MANAGEMENT, St. Paul, MN 12/2006-7/2007
Accepted all Human Resources responsibility for 3 additional entities of CCP, Inc.
CCP-COMMUNITY SERVICES 11/2001 – 7/2007
Human Resources Director
Wholly reorganized the human resources department, writing new procedures and streamlining existing procedures, establishing standards, controls and systems. Additionally performs across-the-board director accountabilities: staffing, training, corrective action, benefits administration, ADP payroll, worker’s compensation, unemployment and employee record management.
Aggressively redefined the hiring process, reducing openings across both residential and hoe sites from over 102 to an average of less than 8. Expanded the new employee orientation process to include history of CCP, the field of social services, expectations, client services, emergency procedures, documentation and other pertinent issues, all geared to facilitate the new employee’s success and long-term retention.
Established policies, procedures and standards regarding wage and salary administration, corrective action, off schedule, enhancing the PTO Policy to better suit employees’ needs and wants.
Streamlined and improved benefits administration process to ensure all eligible employees received appropriate benefits packages. Recovered in excess of $8,000.00 that had been lost due to employees remaining on company insurance policy after their termination.
Completely updated Great Plains and ADP databases to provide accurate, concise and detailed information regarding employees and their current role within the company.
Ensures the accuracy and completion of payroll for over 175 employee’s bi-weekly as well as reporting all payroll issues to the appropriate people. Completes payroll reports each pay period for direct management approval. Created and consistently maintain payroll related spreadsheets for easy access to budgetary constraints; to ensure no excessive over spending of payroll dollars and to track overspending of payroll dollars.
Oversee the company’s maintenance and lawn services ensuring all work orders are processed according to the standards of the company, and completed in a timely manner. Consistently give direction to vendors on prioritizing importance of each location’s needs. Responsible for giving feedback, both positive and negative, to vendors.
Currently serves as the Chair for the company’s HR team. Responsible for initiating, creating, and following up on all objectives for this team. Created a system for all CCP Companies to have the access of all applicants, streamlined recruiting efforts for all CCP Companies thus reducing recruitment costs, as well as streamlined the New Employee Orientation Process.
Have served as the company’s Safety Captain. Ensured compliance with internal guidelines of safety by facilitating quarterly meetings, ensuring quarterly inspections are completed in a timely manner. Responsible for reporting all safety information to the company’s Senior Management Team/Board of Directors.
Responsible for curtailing company risk by following all company policy and procedure, State and Federal laws, and common sense practices; and reporting any company risk to the CEO.
Responsible for ensuring all program staff are in compliance with rules and regulations for training and background checks. Created and continuously maintain spreadsheets to ensure compliance in these areas.
Supervise the HR Recruiter and Trainer.
Continued.
PAGE 3 SARA CLOUGH
The GAP, Inc, Mall of America, Bloomington, MN 2000 – 2001
District Human Resources Generalist / Store Manager
Responsible for establishing hiring goals and timelines to expand Gap store of general size into a $31 million, greater-volume-and-selection Flagship store (one of only five in the U.S). Evaluated detailed staffing needs and developed a 250-employee payroll budget to prepare store for target opening date.
Advertised for employees by traffic-generating banners in prominent locations throughout the Mall of America and smaller store signage. Interviewed, hired, administered benefits, and provided orientation for employees in policies, procedures, and legal issues.
Instrumental in promoting a unified personnel approach in the Gap locations, such as holding blended meetings and engaging employees in trading duties among stores (Men’s, Women’s and Babies) to get a better idea of each store’s similarities and differences.
TARGET CORPORATION 1995 - 2000
Human Resources Generalist (1997 – 2000), Forest Lake, New Ulm, and Owatonna, MN
Opened Forest Lake store in March, 2000 and New Ulm in July 1999. Hired key positions initially; recruited actively for remainder through job fairs and advertising. Totals hired as each store opened were up to 30 area managers and 200 team members. Partnered with other Target stores on available employees to serve as team trainers. Worked with clinics to run applicant drug screenings.
Responsible for Human Resources administration for over 300 team members, including 30 exempt Executive Managers, for stores with volumes from $27 - $30 million each. Performed benefits administration, payroll, Workers’ Compensation claim administration, and policies/procedures/legal issues/orientation; prepared complex team member schedules; recruited for new employees as needs arose. Orchestrated transition involving over 400 team members to a centralized benefit center in Target corporate headquarters, and served as a district resource to other HR Generalists for queries about and problems using the system.
Designed a Peer Training Program in which a specific training path was followed: interview, drug test, orientation, computerized training course, then following an established peer team member’s schedule for a members’ roadmaps after 30 days with Target.
Answered charge to rebuild flagging morale at the Owatonna store, resulting in a 9% decrease in employee turnover over one year. Devised employee incentives and other ways to promote a sense of team spirit and camaraderie, including trivia contests, picnics, holiday parties, United Way drive events (at which giving increased), white elephant exchanges, and ‘dunk an executive’ tanks.
Wrote and implemented action plans to address areas of dissatisfaction among employees. Collaborated on preparation of opinion surveys and focus groups; analyzed feedback; scheduled meetings with each team to discuss concerns. Wrote action plans for each area of complaint, which ran the spectrum from salaries and benefits to management to lighting.
Prepared a wage survey of competitive businesses and industrial companies in the Owatonna area; provided the results, along with newspaper employment ads and unemployment rate statistics, to Target Headquarters. Proposed an hourly wage increase, overnight shift differentials, and salary increases for team leads. Two of three requests were implemented.
Served as HR resource to the HR Generalists opening stores in Austin, Mankato, and Maple Grove, MN
Benefits Administrator (March – December 1997), Minneapolis, MN
Instrumental in moving in-store benefits administration (for 840 stores) to centralized headquarters location. Assisted in-store HR Generalists in adopting changes.
Provided assistance on any benefits matter for over 160,000 employees nationwide. Researched, resolved, and explained issues to individuals; provided status updates to HR Generalists.
Keyed in terminations and leaves of absence; verified employment to other companies; assisted employees with their leave of absence and COBRA questions. Responsible for precise record keeping for more than 160,000 employees.
Executive Management Intern (1995-1997), Plymouth, MN
Spent 3 months shadowing individual executives, 2-3 weeks at a time, to learn everything about Target’s operations, including soft lines (clothing), hard lines, Human Resources, merchandising, planning, etc., per Target’s initiative of training all executives in hands-on management.
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