GERI G. MURREY

***** ********* *****

Boise, ID *3709

ac2ea2@r.postjobfree.com

During my most recent experience with the Idaho Department of Labor as their Human Resource Officer/Director, I successfully implemented a new Performance Management System; trained supervisors and managers; re-calibrated the Performance Standards for the Evaluation System; applied my extensive Human Resources experience meeting their needs and expectations with employee relation concerns, performance management, work relationships, recruitment and retention, leadership development and investigations; and developed strategic goals for Human Resources and Training Department for the agency.

Throughout my experience in Human Resources I have completed responsibilities related to employee relations, investigations, problem solving, strategic management, development and implementation of policies and procedures, training & development courses, analyzing jobs, managing and evaluating performance, coaching, advising, legal compliance, financial management, benefits administration and negotiation and recruitment. My skills have been utilized in a variety of industries such as: healthcare, heavy equipment, entertainment, hospitality, higher education and government. I have participated in an employee’s employment experience from hire to termination.

I have conducted numerous investigations which range from employee complaints regarding inconsistencies and inequities to sexual harassment claims and threats in the workplace. With each investigation, I was responsible for the thorough questioning of all parties involved, documenting the progress in extreme detail and communicating with the department manager, director and executive member regarding the findings of each situation. My responsibility continued by making recommendations and decisions for a remedy to the situation which was within the guidelines of the company’s policies and procedures and applicable laws and regulations. Upon completion of an investigation, I would follow up with the complainant to assure them the issue had been addressed and to continue to follow up with me if they so desired.

While at Boise State, I worked with other HR team members to create a training series for supervisors which provided valuable skills in the areas of documentation, performance management and employee development. That training initiative continued at the Department of Labor.

Throughout my Human Resources experience I have created and conducted new hire orientations; managed several programs involving new hires, work place safety, wellness, benefit packages ranging from medical, dental, 401(k)/403(b), pension plans and paid time off. I have had the responsibility of coaching and consulting supervisors, managers, and directors on how to document employee issues, use progressive discipline, while considering internal policies, state laws and regulations. I also had the task of facilitating and creating supervisor training courses for interviewing, company culture, giving and receiving feedback, documentation, and handling employee relation issues. I have worked extensively with state and federal rules and laws such as FMLA, ADA, and EEOC.

Please accept my interest for the position you are currently wishing to fill. Considering my experience and education, I know I qualify for the position. If I can be of any further assistance, please do not hesitate to call 208-***-****.

Sincerely,

Geri Murrey

Geri Murrey

208-***-**** ac2ea2@r.postjobfree.com

OBJECTIVE To obtain a leadership position within a Human Resources function that will challenge my ability to research and analyze, create solutions and be a strategic partner.

EXPERIENCE Human Resource Officer, Idaho Department of Labor, Boise, ID

April 2014 to September 2017: coached and consulted management and staff of over 500 personnel regarding employee relations, performance management and development; planned, developed, and implemented department human resource systems, policies and procedures related to recruitment and selection, salary administration, promotions, performance evaluations, and grievances; ensured department compliance with state rules and federal laws; managed FMLA and ADA cases; initiated and participated in classification studies; analyzed and recommended appropriate position classifications; evaluated jobs; hired and trained staff and evaluated performance; conducted training in human resource management and other areas; compiled human resource program budgets and human resource costs for budgeting for $29 million payroll.

Employee Relations Senior Specialist, Boise State University, Boise, ID

January 2012 to April 2014: for over 3000 employees, counselled managers and employees on problem solving, dispute resolution & regulatory compliance; completed and documented all investigations; reviewed and recommended employee relations remedies; created and facilitated supervisory training; created, implemented and interpreted HR policies and procedures; provided outplacement counseling; consulted with management regarding performance evaluations and improvement plans; built & maintained positive internal & external relationships.

Human Resources Manager, Legacy Home Health & Hospice, Meridian, ID

November 2007 to January 2012: for over 80 employees; created, implemented, and interpreted HR policies and procedures; completed and documented all investigations; reviewed and recommend employee relations remedies; created recruitment strategies; recruited and retained talented personnel; completed new hire orientation and other required training; created and facilitated supervisory training; maintained budget requirements; maintained consistency with compensation policy and practices, administered and managed benefit program.

Employee Relations/HR Manager, Mercy Medical Center & MedNow, Inc., Nampa, ID

December 2002 to November 2007: completed and documented all investigations and recommended remedies; created, implemented, recommended, interpreted and administered HR policies; created recruitment, budget & other HR strategies; managed benefit program; assisted and worked with vendors to introduce new programs to employees; consistently applied compensation policy; conducted salary survey for local and out of area markets; completed transition over to updated HR IT system; completed other Human Resource Manager responsibilities as well as other generalist duties; traveled among seven locations for 850 employees.

Employee Relations Manager, Boomtown Hotel – Casino, Reno, NV

January 2000 to April 2002: approx. 1300 employees; implemented, recommended, interpreted, and administered Human Resources policies and procedures while ensuring consistent application; thoroughly completed and documented all investigations and recommended remedies of sexual harassment claims, work place violence and/or threats and other employee issues; reviewed and approved records of counseling and terminations of employment; coached and guided managers and directors with personnel issues; approved recommendations for personnel salary transactions while staying within the guidelines of the classification and compensation system and ensured consistency within the department and company; assisted with the preparation of annual budget and reviewed budget monthly; oversaw company benefit program; managed a group of Human Resources professionals.

Benefits/Compensation Manager, Boomtown Hotel - Casino

April 1998 to January 2000: managed and administrated health insurance and retirement programs; solved group health claim issues; investigated problems with 401(k) transactions; worked daily with ERISA, COBRA, FMLA, ADA and other related laws; conducted and analyzed wage and benefit surveys; directed Board of Review hearings for employee grievances; provided extensive documentation with all issues solved and with each Board of Review.

EDUCATION University of West Florida, School of Business Administration

BS Degree Major: Business Management – Human Resources

Pensacola Junior College, School of Business

AA Degree Major: Business Administration

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