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Human Resources Employee Relations

Location:
North Richland Hills, Texas, United States
Posted:
April 28, 2018

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Resume:

REGINA JONES

Cell: 817-***-**** email: ac4932@r.postjobfree.com

MISSION: To obtain a position within a corporate team in which my human resources skills will be fully utilized in a growth oriented environment.

Experience in: EEOC (Affirmative Action) Workers Compensation, Unemployment claims, ADA, FMLA, FLSA, ADEA, OSHA

EDUCATION:

Currently pursuing Masters Degree in Human Resources Management at Dallas Baptist University

Dallas Baptist University, Bachelor degree in Business Studies, major Management

Completed OSHA 10 hour training class in general industries. SHRM Member

CAREER ACCOMPLISHMENTS:

YRC Freight- (8/16-present)

Regional HR Manager (promoted 4/17-present)

Human Recourse Manages the execution, administration and coordination of various human resources policies, procedures and programs such as employment, affirmative action, compensation, benefits, employee development, performance management, and employee communication for a defined client group. Direct implementation of targeted HR plans and/or programs to ensure the most effective utilization of human resources to support client group objectives. Provide leadership and direction to local management team. Partner with the local leadership and participate as an active member of the local leadership team to provide advice, counsel, and interpretation to management. Provide leadership and guidance on all human resources initiatives, policies, procedures and practices that impact company performance and improve employee satisfaction. Coordinate efforts with appropriate corporate HR team members. Implement sourcing, recruiting and staffing process for internal employees and external applicants being cognizant of required good faith efforts. Partner with Compensation to determine appropriate wage quotes within guidelines and maintain internal compensation equity. Manage the merit increase process as well as the individual component of Corporate Pay for Performance plan. Ensure compliance with all applicable legislation including FMLA, ADA and FLSA. Facilitate the ongoing performance & talent management processes and provide guidance on disciplinary actions. Lead human resource initiatives and projects within the designated client group. Manage HR communications within the designated client group and assist in keeping employees informed of all policy, procedure and program changes.

HR Representative (Generalist) (8/16-3-17) Supported 3 HR Managers covering half of the US

Human Recourse Coordinate human resources functions and administer policies and procedures related to the employment process, employee relations, EEO/Affirmative Action, employee development and career planning and compensation for assigned departments and field locations. Assist business units with human resources issues, coordinating efforts with technical HR experts as needed. Assist with the implementation of human resources policies, practices and programs. Coordinate human resource activities, such as employment, recruiting, labor/employee relations, payroll, training, safety, workers compensation for an assigned department or region. Investigate and resolve day-to-day employee relations problems, with some assistance from Higher-level management. Provide guidance to employees and management on employee relations issues (i.e., staffing reductions, performance problems, etc.).Assist with the execution of compliance with all applicable legislation including FMLA, ADA and FLSA. Partner with Legal Department. Participate in OFCCP audits and on-site visits as directed. Assist with communication and follow-up of employee development process. Meet with management and staff on program objectives, procedures and practices. Collect and analyze basic HR data, and then provide analysis to management. Facilitate the processing of employee status changes, ensuring accurate and timely input. Assist with attainment of EEO and Affirmative Action goals. Assist with recruitment efforts. Interview internal and external candidates for meeting staffing requirements. Assist with the screening of applicants when appropriate. Coordinate and participate in on-site recruitment activities. Coordinate and manage the job offer process as well as the on-boarding process.

HMS Host – Field HR Generalist (1/16- 3/16)

Reason for leaving company re-organization

Human Resources: Ensures that all federal, state, local laws, collective bargaining agreements and corporate HR-related compliance matters are proactively managed, including but not limited to, A.D.A.,E.E.O.,Affirmative Action Planning, FMLA, Customer Guarantee of Fair Treatment and FAACoordinates and manages the administration and confidential investigation of all Workers' Compensation unemployment issues, Affirmative Action, EEO, Sexual Harassment, Guarantee of Fair Treatment, FAA and other employee relations issues.

Meets with management to understand current and future staffing levels needed to proactively recruit candidates to satisfy business needs; understands and acts upon specific operational data such as turnover rates, wage rates, staffing levels, diversity, and sales data.Performs general administrative functions including but not limited to employee file maintenance, preparation of legal compliance logs, and PeopleSoft systems data entry and maintenance.Performs all recruiting duties within the guidelines of company policy and government regulations such as EEOC compliance and Affirmative Action PlansMaintains company posting requirements and systems

AEROTEK INC. On Premise Manager II (H.R Business Partner) (5/12-6/15)

Reason for leaving layoff position eliminated

(Clients assigned to Express Scripts/Medco, Ecova, Safety- Clean, Flextronics, GM Financial)

Human Resources: Resolve any human resources issues with current contract employees during contract assignment at client site, such as resolving employee relations investigations, paycheck and timecard discrepancies, 401k availability, workers compensation issues, performance issues, and attendance issues. Complete new hire orientation and paperwork as needed including background checks/drug testing. Give and evaluate reviews with contract employees and their direct supervisors. Update and keep performance reviews, and training records at client site. Process transition paperwork as needed, i.e. released or transition to full time status. Conducted unemployment documentation and calls. FMLA documentation. Employment law policies and processes.

Training/Self Development: Counsel and advise contractors on their performance evaluations, attendance, and training. Monitor and evaluate on positions that require specific skill sets. Conduct new hire orientation on safety and OSHA regulation. Develop creative recruiting resources and networking activities such as career fairs to attract qualified employees. Recruit on open positions. Wrote SOP’s for multiple locations. Developed Process improvement processes.

Management: Meet with managers to ensure contract employees performance, attendance, and training.

Insure any discrepancies and overall satisfaction.

COAST PERSONNEL AT SANMINA-SCI, On-Site Program Manager (HR Generalist) (6/11-5/12)

Reason for leaving layoff position eliminated

Human Resources: Coaching, counseling and development of temporary staffing employees relative to attendance, productivity and overall job performance. Development of recognition and retention strategies to reduce turnover. Maintain effective communications with the customer and temporary employees. Measurement and reporting of key metrics used to evaluate the performance of the site

Resolve any human resources issues with current contract employees during contract assignment at client site, such as resolving employee relations investigations, paycheck and timecard discrepancies, workers compensation issues, monitored vacation and personal time accrued, and attendance issues. Complete new hire orientation and paperwork as needed including E-Verify background screening. Give and evaluate reviews with contract employees and their direct supervisors. Update and keep performance reviews, and training records at client site. Provide all necessary documentation for unemployment claims.

Training/Self Development: Develop creative recruiting resources and networking activities such as career fairs to attract qualified employees.

Management: Meet with managers to ensure contract employees performance, attendance, and training. Insure any discrepancies and overall satisfaction. Supervise/Managed up to 100 employees at one Client location.

VARIOUS CONTRACT ASSIGNMENTS (8/10- 6/11)

Reason for leaving layoff

HR Generalist/ Sr. Recruiter: Full life cycle recruiting, qualified candidates for open positions; arrange interviews appointment between interviewers and applicants. Enter background checks into background system,follow up on background check and any issues. Generated offer letters, putting together new hire packets. Kept up with status of candidates through the hiring process, and all necessary on boarding procedures required prior to start date. Created jobs on internal/external web-site, coordinating interviews with candidates and managers, coordinating candidate travel through corporate travel system.

Human Resources: Resolve any human resources issues with current contract employees during contract assignment at client site, such as resolving paycheck and timecard discrepancies, workers compensation issues, process unemployment claims, monitored vacation and personal time accrued, and attendance issues. Complete new hire orientation and paperwork as needed. Give and evaluate reviews with contract employees and their direct supervisors. Update and keep performance reviews, and training records at client site.

WILLIAMSON – DICKIE MFG CO. HR Generalist (6/09-7/10)

Reason for leaving layoff reduction in department

Human Resources: Process unemployment claims, update all State and Federal posters for compliance, review and approve invoices, process new hire orientations on boarding for new associates. Conduct Employee Relations investigations including harassment and discrimination. FMLA documentation and availability. Workers Comp documentations. Processed background and drug test, administer and explain employee benefits, exit interviews, leave of abstances, terminations, and transfers.

Full life cycle recruiting process, qualified candidates for open positions, arrange interview appointments between interviewers and applicants, work with employment agencies and local Universities and other recruiting resources, verify and obtain references, work history information on candidates, prepare and post job openings internally and externally, EE01 Reporting; Affirmative Action Reporting, Benchmark wages (salary structure) job documentation and job evaluations, coordinate special projects (United Way)

Employee Relations/ Management: Directly supervised one employee in the Human Resource Department. Reward and disciplining employees; addressing complaints and resolving problems.

AEROTEK INC. On Premise Manager (HR Business Partner) (5/00 – 2/09)

Reason for leaving layoff position eliminated

(Clients assigned to Siemens, Bell Helicopter, TRS, Dillard’s Distribution.)

Human Resources: Resolve any human resources issues with current contract employees during contract assignment at client site, such as resolving employee relations investigations, paycheck and timecard discrepancies, 401k availability, workers compensation issues, monitored vacation and personal time accrued, and attendance issues. Complete new hire orientation and paperwork as needed. Give and evaluate reviews with contract employees and their direct supervisors. Update and keep performance reviews, and training records at client site. Recruit on open positions. Process transition paperwork as needed, i.e. released or transition to full time status.

Training/Self Development: Counsel and advise contractors on their performance evaluations, attendance, and training. Monitor and evaluate on positions that require specific skill sets. Conduct new hire orientation on safety and OSHA regulation. Develop creative recruiting resources and networking activities such as career fairs to attract qualified employees.

Management: Meet with managers to ensure contract employees performance, attendance, and training. Insure any discrepancies and overall satisfaction. Supervise/Managed up to 150 employees at one Client location.

SKILLS: Microsoft Word, Microsoft Excel, Internet Explorer, PeopleSoft, Oracle, E-Verify. Salesforce, HRIS



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