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Human Resources Manager

Wake Forest, North Carolina, 27587, United States
February 23, 2018

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Loretta T. Moye, PHR, **** Overglen Ave, Wake Forest, NC 27587,,



I am a trusted, respected, admired and credible Human Resources professional with more than 25 years of progressive experience in Human Resources. I am skilled at recruitment and selection, benefits administration, classification and compensation, risk management, training and development, performance and productivity, strategic planning, regulatory compliance, employee relations and Human Resources Technology. I have more than 20 years demonstrated experience with individual coaching and consultation. My goal is to increase revenue, reduce turnover, increase production and performance while remaining compliant with federal, state and local labor laws and regulations. Excellent stakeholder management experience, internally and externally.


BBA, North Carolina Central University, Durham, NC 1987

Certificate in Human Resource Management, Duke University, April 2006

Professional In Human Resources (PHR), HRCI, June 2006


TigerSwan, Inc.

Human Resources Director

Apex, NC, May 2013 - Present


Responsible for directing TigerSwan’s human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff performance; maintaining compensation; resolving problems and implementing change and compliance. Ensure the knowledge, skills and abilities of the staff meet the human resources requirements for government and commercial contracts. This includes adhering to pre deployment, deployment and post deployment requirements for staff deployed outside continental United States. Ensure the Human Resources costing components are accurate when submitting proposals and responding to solicitations. Skilled at Global Human Resources functions including Visas and passports, Labor Laws and Regulations, Compensation and Benefits. Analyze and evaluate jobs to determine job grade, Monitor pay increases, conduct salary audits and market analysis for base pay programs. Evaluate effectiveness of corporate compensation programs. Evaluate, develop, organize, implement and direct the global human resource functions for employees in Afghanistan, Iraq and other high threat areas.

Human Resources Manager, Optimum Outcomes

Formerly Absolute Collection Service, Patient Financial Services

Raleigh, NC. April 2004 – May 2013


Guide and manage the overall provision of Human Resources services, policies, and programs in a call center environment. Major areas of responsibility are recruiting and staffing, organizational departmental planning, performance management, compliance, employee onboarding, development, needs assessment and learning, policy development, employee relations, compensation and benefits administration.

Responsible for the implementation and administration of compensation programs within the organization. In addition to serving as key compensation contact and advisor to management. Implement and administer incentive programs and policies. Actively participate in annual focal compensation review and conduct regular benchmarking and market pricing analyses. Evaluate compensation programs in light of legislation, trends, advances and/or new technology and make recommendations for changes and improvements. Assist with executive compensation matters.

Responsible for the implementation and delivery of group benefit programs including retirement, health, dental, vision, short and long-term disability, worker’s compensation, life insurance and AD&D. Seeks continual improvement in the benefits offered. Supervises and monitors administration as well as design employee benefit plans.

Develop and execute recruiting plans; network through industry contacts, association memberships, employees; coordinate and implement college recruiting initiatives; work with hiring managers on recruiting planning and meetings, lead the creation of a recruiting and interviewing plan for each open position, efficiently and effectively fill open positions, conduct regular follow-up with managers to determine the effectiveness of recruiting plans and implementation, develop a pool of qualified candidates in advance of need, research and recommend new sources for active and passive candidate recruiting, build networks to find qualified active and passive candidates, assess resumes of job applicants and interview candidates of interest.

Ensure the skills, knowledge, abilities and performances of the staff meet current and future organizational and individual needs through developing, implementing activities and programs addressing employee learning and performance management. Analyze training needs and develop course specifications for entry level and advanced level associates. Develop course outlines and modules, interactions and feedback; gain approval from subject matter experts and course sponsors. Pilot and evaluate course and materials against learning objectives.

Serve as a coach to managers to ensure that training programs are tailored in skill areas where there is an impact. Help managers make behavioral changes needed for growth. Form a partnership with the coached manager that results in good choices for the organization and personal growth for the manager.

Resolve employee issues and problems by upholding company values and culture; reduce company liability and ultimately improve the employee experience; enforce core values of respect, excellence, accountability, communication, honesty and integrity; act as liaison with operations in response to crisis situations (i.e. EAP, benefits, employee safety, total quality, public relations, etc.); investigate and prepare documentation relating to administrative charges and attorney demand letters, etc.; manage the employee experience by providing proactive insight through monitoring and evaluating trends and operational issues; research, interpret, advise, and ensure adherence to state, federal, and local employment laws, including FLSA, FMLA, ADA, Workers' Compensation, Title VII, ADEA, coach managers and employees on policies and procedures, facilitate open door discussions and prepare company representatives for proceedings, demonstrate through words and actions: team orientation, flexibility and a desire to positively contribute to the success of the team, ensure accuracy and consistency in all administrative duties such coordination of termination package details and accurate and timely processing of all paperwork associated with providing great brand support. Possess excellent interpersonal and negotiation skills.


Super Administrator for Ultipro HR and Payroll System, end to end recruitment, onboarding and people management system

Independently created the Human Resources department serving three companies resulting in decreased turnover, fair and consistent treatment of staff, standardized evaluations and an efficient and effective performance management system

Increased company profitability by reducing turnover rate while increasing retention

100% involuntary separations are deemed non-charging by the Employment Security Commission

High Volume Recruiting with the ability to recruit highly qualified candidates effectively and efficiently while meeting service level requirements

Personnel Technician III (Employee Relations), Department of Juvenile Justice and Delinquency Prevention, Raleigh, NC

February 2003 – April 2004


Analyze client issues and provide interpretation of policies and applicable state and federal laws. Counsel staff on various employee relations’ issues including disciplinary and grievance process, employee complaints, employee discipline, performance management, terminations, discrimination, harassment, workplace violence, salary inequities, denial of promotion and other employee related concerns.


90% of employee grievances were resolved at the first level

Created a disciplinary action tracking system that allowed authorized managers and supervisors access to the disciplinary history of each employee

Personnel Technician II (Salary Administration), Department of Juvenile Justice and Delinquency Prevention, Raleigh, NC

September 2000 – February 2003


Provide coaching, consultation and training to Human Resources field staff and management on salary administration issues; Perform and provide equity analyses to management ensuring fair and equitable decisions.


Conducted an equity study of Counselor Technicians and reduced new hire processing timeline by 50%

Personnel Technician II (Generalist), Dorothea Dix Hospital, Raleigh, NC

November 1999 – September 2000


Manage the functional operations of Dorothea Dix Hospital Human Resources Office, providing consultation and technical assistance for management setting, fair, equitable and competitive salaries, manage special pay issues.


Reduced pre-employment screening timeline by 30%

Personnel Assistant V, Division of Services For the Blind, Governor’s Morehead School, Raleigh, NC

December 1998 – November 1999

Provide administrative support to the Director of Personnel; screening applications and salary administration and equity analysis on administrative and clerical classifications.

Classification and Compensation Clerk, North Carolina State University, Raleigh, NC

October 1996 – December 1998

Prepare and respond to classification and compensation surveys, track classification and reclassification requests, perform salary administration on selected classifications.

Administrative Secretary, Duke University Employment Office, Durham, NC

February 1983 – September 1995

Supports human resources department by screening and interviewing applicants; on boarding new employees.

Call Center Supervisor, Absolute Collection Service, Patient Financial Services, Raleigh, NC

June 1998 to April 2004

Manage 50 call center employees; direct the day to day operations of Customer Service Representatives in a call center environment. Ensure staff is deployed effectively to manage incoming and outgoing calls. Develop, implement, and monitor quality reviews, and productivity standards to achieve or exceed performance expectations.

References Available Upon Request

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