Human Resource Manager

It is with great pleasure to initiate my interest for the Human Resources opportunity you are looking to fill. With a consistent reputation of success in achieving a broad range of goals throughout my career, I believe I can offer exemplary leadership skills that would benefit your company. With this experience I am confident that I can contribute continued success and would love the opportunity to grow with your company. A summary of values that makes me a great fit for this role, as well as an enhancement to the endeavors of your HR Department include:

Talent Acquisition & Development: Experience in full cycle recruiting, partnering with staffing agencies, hiring managers and supporting HRBPs to match world-class talent in many industries, including manufacturing, transportation, health care, retail and aeronautics. Successfully developed strategies and direction through multiple system implementations.

Employee & Labor Relations: Served as representative on ELR teams to ensure compliance with collective bargaining agreements and employment policies. Collective bargaining and union negotiation experience in transportation industry and understanding of contract management rights to ensure legality and following policies for future negotiating opportunities. Served as representative for unemployment hearings. Accustomed to multi-state laws, rules and regulations.

Talent & Performance Management: Expertise of beginning to end process of sourcing, to onboarding then new hire orientation. In abundance to being the primary contact for performance management, creating and revising job descriptions and other day to day HR necessities, I showed leadership and progression with restructuring FMLA Guidelines in a health care setting and building a program to support Disciplinary Actions and Performance Improvement Plan.

Strategy Execution & Management: Served as Strategic Project Manager to implement and develop training courses and executed change in leadership demands. Managed reward and recognition programs to attract talent, motivate a positive work environment, and retain hard workers.

Overall, I utilize a hands-on supportive approach that leads to problem solving and improved performance.

Strong work ethic and team development skills, including change and safety management, system implementations, learning and development.

High level of integrity and confidentiality practices commensurate my ability to be very diverse and driven to working in any atmosphere.

Self-starter with superb verbal and written communication skills; I follow through, and pay close attention to detail.

I have attached my resume with further detail and I would welcome the opportunity for an interview to discuss your expectations as well as the top priority needs and performance you can expect from me.

Sincerely,

Ashley R. Bester

SKILLS

Restructured and managed the organization’s Family and Medical Leave of Absence (FMLA) Program and Guidelines resulting in a more streamlined process.

Restructured the New Hire training resulting in a more engaged employee population.

Established the identity & culture of an organization, resulting in more positive and professional work environment

Produced an Internal Communication tool that highlighted the works of the company, addressed the concerns of the employees and in turn provided union avoidance.

Effectively strategized, analyzed and addressed the people side of the business that yielded the organization’s Reduction in Force.

Developed payroll processes that reduced labor costs and resulted in fewer discrepancies.

Created Progressive Discipline Procedures that allowed for proper recovery for the associates and protected the organization.

Developed online training sessions and on the job training positions which enhanced employee’s interest in advancement and decreased turnover

Developed Performance Improvement Plans (PIP) to maximize work ethics and expectations.

Redesigned recognition programs that better aligned with the size and drive of the environment as well as employee engagement

ABILITIES

Identify areas where the behaviors of the associates do not mirror the mission of the organization.

Vet top talent for applicant pool by using comprehensive interviewing techniques.

Structure trainings and recognition programs to yield engaged, knowledgeable, and empowered team members.

Limit liability of separation meetings by fact finding, forcing the documentation process on managers and eliminate variances.

Effective presentation of the benefits and features of corporate initiatives.

ELEVATIONS OF EXPERIENCES

HR Talent Acquisition Partner Atlanta, GA

Serta Simmons Bedding, LLC 2014 - present

Develop and implement TA plans, programs, and processes; plan and execute acceptable turn-around times.

Coordinate drug screens and background investigations for new hires; Manage completion and collection of pre-hire paperwork and documentation; Prepare for hire in system; Create and process Personnel Action Forms.

Identify process improvements, and system enhancements needed to support the successful design.

Research, identify and review associate relations issues/concerns with HR Manager; Advise management of possible action steps to resolve associate relations issues.

Point of contact for Hiring Managers, Interviewers and Staffing Agencies regarding candidate interview schedules and rescheduling of interview approvals.

Collaborate with recruiters, HR Partners, hiring managers and team members in resolving process, issues and handoffs.

Work with managers to develop and execute recruitment plans, and provides advice on the posting, interviewing and selection processes; Manage reports in system related to open positions and recruitment data; delegate to other recruiters.

Source applicants, phone screen, first line interviewer for sales and accounting roles.

Create interview specific documents, collect and compile Applicant Feedback Forms, and coordinate debrief sessions.

Reconcile monthly vendor bills

First level escalation point to troubleshoot issues involving candidate travel, logistics, onboarding, etc.

Manage applicant tracking requirements and related documentation to ensure compliance with company policies.

Staffing Analyst Atlanta, GA

The Home Depot HR Service Center Seasonal

Interviewed potential candidates for employment.

Ensured qualified applicants are selected for management review per skill, experience and service.

Scheduled interviews and sent interview materials to leadership, address candidate inquiries.

Managed special project of returning applicants to qualified pool in staffing system.

Adhered to company metrics, performance expectations and workforce compliance.

HR Generalist Atlanta, GA

Allied Automotive Group 2013 - 2014

Full Cycle Recruiting (i.e., source, screen, interview, select, reference/background checks, drug screen request, extend/negotiate, offer bonuses/relocation, on-boarding) of bargaining and non-bargaining employees; Managed drug testing programs for union and non-union employees.

Coached and counseled managers and employees for both employee relations and compliance.

Conducted new-employee orientations face to face and via conference call; Responsible for E-Verification and I-9 Compliance of all employees; Researched, prepared and administered wage/salary program.

Created and established policies, procedures, acknowledgement/counseling forms, job postings, and job descriptions ensuring they met all local, state and/or federal guidelines.

Guided managers and supervisors to meet the hiring needs and to establish recruiting strategies throughout the US and Canada.

Monitored, tracked, and reported monthly and annual turnover rates to HR Director; Updated and tracked personnel information via internal database and PeopleSoft.

Handled unemployment claims, and hearings both with the individual states and through ADP.

Sr. HR Generalist Gulfport, MS

Memorial Hospital at Gulfport 2010 - 2013

Maintained day-day HR Administration, leave management, and employment verifications; Delegated and administered reports

Managed performance process and counseled managers concerning employee performance issues, including advising on employee coaching, performance improvement plans, corrective actions, employment terminations, and minimizing the risk of adverse action.

Successfully initiated and executed Performance Improvement Plan (PIP) for organization in reflection to disciplinary policy.

Developed management training programs, including but not limited to Performance Management, Employee Awareness Trainings, and Supervisory Skills, as well as delivering such training.

Liaison between manager and employees for conflict resolution and/or coordination purposes.

Maintained and managed 90 day and annual performance/salary review process; Created, reviewed and updated job descriptions as necessary; exit interviews and exit surveys.

Reviewed and prepared documentation (i.e. salary surveys) analyzing content and scope for salary recommendations.

Conducted new-employee orientations; Conducted recruitment effort and monitored career-pathing (Intern) program.

Developed and implemented recruitment and selection strategies for exempt, non-exempt and temporary positions.

Maintained compliance with federal and state regulations concerning employment laws.

HR Associate, Professional Stennis Space Center, MS

NASA Shared Services Center 2008 – 2010

Provided service delivery and support in recruitment and employment, new business, employee reassignment, personnel records, employee and/or labor relations, job evaluation, compensation management, benefits administration, organization development, training, Affirmative Action/Equal Opportunity Employment, and special projects to fully leverage human capital.

Managed the development, recommendation, implementation and/or administration of human resource policies, procedures and programs in compliance with the organization's strategic plan and applicable corporate and legal requirements

Resolved employee inquiries regarding new hires, benefits processing, employment inquiry, drug testing, and personnel action processing via phone and email.

Managed employee information via HRIS system and ensured accuracy of employee documentation.

Developed human resource projects to support specialized HR functions

Managed training and system access to deliver training courses and ensure completion

Cross-trained to support and resolve Finance and Procurement inquiries.

Support Center Analyst (HDI) Certified.

EDUCATION

University of Southern Mississippi Bachelor’s Degree

Major: Human Resource Management 2007

Human Resources Certification Institute SPHR- In Process

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