Human Resources Management
Resume:
Shae verDoorn
*******@*****.***
PROFESSIONAL SUMMARY
A dedicated, results-oriented senior strategic human resources generalist with solid working understanding of human resources processes and business operations within various industries, both private and public. Presents a proven track record demonstrating the ability to independently manage HR operations, communicate effectively with all levels of personnel, plan strategically with management to align HR competencies to organizational goals, and act as champion for employees. Possess the ability to adapt quickly to changing environments and priorities, accept challenging situations and be self-motivated toward the achievement of team success.
HR SKILL EXPERTISE
Talent Acquisition/Recruiting
Orientation/On-boarding
Workforce Planning
Performance Management
Training and Development
Competency Models/Job Design
Employee Relations
Labor Law Compliance
Policy & Procedure Design
Grievance and Investigations
Leadership Coaching/Consultation
Employee Engagement
Organization Design
Change Management
Compensation Planning/Payroll
Benefits Administration
WC/UI Claims Management
HRIS/HR Report Analysis
WORK HISTORY
Human Resources Manager, APG - Signal Hill, CA 03/2003 - present
Provide leadership in developing, implementing and administering policies, procedures, and programs that cohesively support each business group and corporate objectives. As a part of the executive management team, this is the central position for all human resources processes and services, partnering with leadership to provide guidance on HR issues and drive corporate initiatives. Facilitate change management and all HR functions related to acquisition integration management for this multi-location business in a rapid growth phase. This is the most senior HR position in the company reporting directly to the President/owner and directs a team of administrative employees.
Develop and administer staffing processes, workforce forecasting, job design, and full-cycle recruiting that includes candidate sourcing, interviewing, reference/employment verification, selection, offer, and on-boarding.
Manage employee transitions and operation modifications during business acquisition/merger mode.
Develop multi-tiered competency models to evaluate talent strengths, identify skills gaps, establish training needs, implement educational programs and map organizational succession plan.
Design and manage annual performance management program and continuing employee development plans.
Set employee disciplinary standards and work with supervisors on discipline actions that include counseling, documenting, performance improvement plans, training recommendations, terminations and exit interviews.
Conduct market research to develop and implement a competitive company compensation structure as well as incentive plans for field sales and site managers.
Wrote company policy and procedure manual and update as needed to ensure labor law compliance.
Created an Excel analysis report to track recruiting metrics.
Establish, implement and monitor KPIs for safety, service level, quality, cost, and productivity.
Ensure safety policies and procedures are implemented, followed and facility housekeeping is best in class.
Management of multi-location payroll, employee leaves, benefits, WC and UI claims processing.
Negotiated new health and workers’ compensation insurance plans.
Create and recommend a budget to support all resource requirements including capital expenditures, manpower, facility and equipment requirements.
Senior Human Resources Specialist, Electronic Data Systems (EDS) - El Segundo, CA 07/2000 - 11/2002
In a global Fortune 500 organization of approximately 200,000 employees, was a US Western region resource for HR advice and guidance, providing leadership, fostering collaborative activities with peers and coaching leaders across organizations. Partnered primarily with 33 account managers, 3 executive managers and supported a total employee count of approximately 1300 employees in 3 western states.
Oversaw the corporate Performance Management Process for leaders in the region, leading managers on the process and facilitating large forced ranking sessions with senior leaders.
Delivered leadership training on issues directly relating to HR with topics ranging from Workplace Harassment to Documenting Problem Performances and FMLA & ADA Management.
Utilizing the corporate goals stated in the company business plan, created and facilitated a workshop teaching managers to write SMART goals for themselves that impact the business goals; Plus, to write goals and objectives for their employees to use as standards in performance evaluations.
Compiled comparative data on employee performance evaluation results, compensation rates, and training participation, to create a methodical resource for the creation of annual employee development plans, highlighting key employees to continue to retain, advance, and invest in.
Provided leadership guidance on employee relations’ matters, i.e., conflicts, poor performance, terminations, and employment law issues.
Investigated a harassment claim and resolved issue.
Developed and delivered a presentation to communicate to Administrative Assistants across the region new corporate paid time off policies and procedures and explain their role in the new initiative.
Working with managers and recruiters, analyzed long-term open positions, updating job descriptions and requirements, evaluated internal and external candidates in HRIS and ATS to expedite the hiring process.
Conducted new hire on-boarding meetings and coordinated mandatory layoffs.
Participated in post acquisition sessions, transitioning newly obtained employees to EDS.
Assisted employees in resolving issues with company sponsored benefits.
Collaborated with peers to plan and deliver an annual employee flexible benefit fair with the participation of multiple carrier representatives.
HR-Office Manager, Gordon, Edelstein, Krepack, LLP - Los Angeles, CA 09/1997 - 06/2000
Managed all HR and administrative operations for this well-established, mid-size law firm;
Wrote the Firm’s first policies & procedures manual and continued to monitor corporate behavior.
Reduced the costs of recruiting by taking on the responsibility of full-cycle recruiting in-house.
Redesigned job descriptions and payroll classifications to positively impact payroll expenses and leave benefit costs.
Managed a $10+ million payroll and benefits program.
Implemented formal employee grievance procedures, reducing firm liability on preventable claims.
As a part of the technical committee, provided input to select and roll out a new legal case management system and implemented employee training.
Incorporated employee leave tracking system to integrate leave combinations, accruing and checking actual time off.
Conducted an internal ergonomic audit of employee workstations, made necessary upgrades, wrote and implemented an Illness & Injury Prevention plan to reduced absences and the workers compensation claims by more than 50%.
Oversaw space planning and office renovations in an expansion build out that doubled facility space.
Managed Support Staff and had 9 direct administrative reports.
EDUCATION
B.S. in Business Administration – Human Resources Management, California State University, Long Beach
Certification in Human Resources Management – California State University, Long Beach
Continuing Professional Education through SHRM membership and various other HR groups
COMPUTER SKILLS
MS Office (Excel, PowerPoint, Word, Access, Outlook), ADP, Kronos, Paylocity, PeopleSoft, SAP, QuickBooks, plus other various HRIS, ATS & Payroll programs, and social media & internet resources.
https://www.linkedin.com/in/shae-verdoorn-4a684740
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