Employee Relations Human Resources

GARRY L. CHILDERS

****-**** ******, *******, ********* 53140

Phone: 262-***-**** Email: *************@*******.***

BACKGROUND SUMMARY

Human Resources Professional with 10+ years of experience in diverse service industry environments. Expertise in initiating compensation/benefits programs, policies/processes and training that has increased employee retention, reduced costs, improved safety, and enhanced management effectiveness. Functional experience in:

Benefits Administration

Unemployment Compensation

Worker’s compensation/ Safety

Talent Acquisitions

Employee Relations

Salary Administration

Policy Development

HRIS/ADP/Paycor/Paycom

EMPLOYMENT HISTORY

Interim Director of Human Resources

Ajilon Human Resources Wauwatosa, WI 2017 to 2017

Contracted for a provider of Medical, Dental and Behavioral Health Services operating three clinics totaling 160 professional employees.

Recruitment: Developed effective internet recruiting strategy to source candidates, which increased qualified applicant pool by 200%, reduced the use of temporary employees by 50% and eliminated the need for recruiting agencies for positions, savings of $125,000.00 in four months while reducing turnover by 10%.

Employee Relations: Conducted investigations of various violations of company policy resulting in disciplines and terminations. Responding to Unemployment claims and representing employer in hearings.

Policy Development: Manage Human Resources policy development and administration. Interpret and enforces Human Resources policies and monitor their effectiveness.

Implemented a more competitive compensation structure to attract and retain employees.

Consult: Advises and guide leadership on employment law and Human Resources issues.

Director of Human Resources

North Shore Healthcare, LLC. Glendale, WI 2016 to 2017

North Shore Health Care manages and operates 21 skilled nursing/assisted living facilities in three states, totaling of 1,200 employees.

Onboarded 19 skilled nursing facilities in Seven months of start up operations.

Human Resources Strategy: Develop an effective Human Resources strategy for the business to ensure team member’s behavior and performance are consistent with the organization’s mission, vision, and values.

Risk Manager: Act as a consultant and business partner to management on employee relation’s decisions by considering the overall risk / rewards to the business, customers, and the employees, suggesting the best course of action.

Employee Relations Manager: Manages and conducts the collective bargaining negations with four (4) different union organizations throughout the State of Wisconsin and Minnesota.

Policy Development: Manage Human Resources policy development and administration. Interpret and enforces Human Resources policies and monitor their effectiveness.

Consult: Advises and guide leadership on employment law and Human Resources issues.

Director of Human Resources

Rolling Hills Manor / Rolling Hills Place Zion, IL 2004 to 2016

A 115 bed skilled nursing home and a 65 bed independent /assisted living facility serving the far northern suburbs.

Reduced Employee turnover by 25% within the first two years by improved selection process and consistent application of policies.

Established the first viable safety initiative, reducing worker’s compensation claims 44%. A flat renewal with worker’s compensation carrier for three years and 7% reduction by fourth year.

Instituted post-accident and just cause drug screen policies and training, decreasing frivolous claims, and increasing patient safety.

95% to 98% success rate for unemployment claims, resulting in saving of $75,000 to $100,000 annually.

EDUCATION

Bachelor of Science, Business Management

University of Wisconsin Parkside Kenosha, WI

Double Major:

oHuman Resource Management/Administrative Management

oLabor and Industrial Relations

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