Floyd Alford – floydalfordhr.com

**** ****** ****** *******, ** 07666 201-***-**** ac6n3j@r.postjobfree.com

High-Impact Human Resources Executive

Labor Relations/Union Compliance • Multi-site Management • Training • Employment Law • Employee Relations •

• Benefits • Compensation • Recruiting • Dispute Resolution • Safety/OSHA/Workman’s Comp

HIGHLIGHTS OF QUALIFICATIONS

Fifteen years HR background provides for an adept ability to apply knowledge in the areas of research, analytical skills, and reviews, writing of policies and procedures, and client relations that are applied to human resources knowledge of state and federal employment law, industry practices, standards and protocols, and regulatory compliance with consistent integrity to confidential and sensitive information.

Ten years of management experience and more than ten years of success in planning, deploying, and organizing a consistently fundamental process of day-to-day functions to enhance and/or revise the productivity and efficiency of business units.

Has presided over human resources operations at the one-site local level, directed personnel operations at the multi-site and multi-state levels, and consulted for acquired mergers, including full cycle HR development and management.

Highly knowledgeable, results-oriented in human resources administration, recruitment, staff training/retention and development, policy and procedural development, new-hire processing and orientation, benefits administration, safety management, regulatory compliance, records maintenance, employee relations, performance management, training and implementation of human resources systems, union contract negotiations and handling grievances.

PROFESSIONAL EXPERIENCE

(2012 - 2018) Regional Human Resources Manager ABM Industries Newark, NJ

Designed high-performing strategies and executable solutions to support organizational design, performance management, recruitment, compensation, leadership development and employee engagement.

Key Accomplishments:

Devise staffing and human resources practices that allowed ABM to achieve an average of 9% revenue growth since 2012 with 15% less employees, yielding improved revenues per location/employee.

Improve employee workflow productivity by 24% by creating a successful cross training assimilations and developing an effective organization design, change management and recruitment strategies.

Responsible for investigating, interviewing and making recommendations on reported policy violations.

Investigated and resolved more than 1000 cases involving a variety of employee relations issues.

Served as a liaison and subject matter expert on grievance issues between Union Locals, Management, Labor, and HR for multiple locations for 1000 + bargained employees. Facilitate grievance meetings and apply negotiation skills to resolve complex issues.

Successfully partner with outside counsel to defend against employee relations in multiple locations.

(2010 - 2012) Human Resources Manager ABM Industries Newark, NJ

Built strong partnership with the executive staff to ensue managers and employees worked collaboratively to achieve business goals across three sites. Conducted extensive analysis of existing HR organization and developed a business plan to update all policies, procedures, services, programs, and options. Developed a standardized organizational model to clarify authority and responsibilities.

Key Accomplishments:

Streamlined grievance process for multiple locations resulting in a decrease in 40% of formal grievances filed

Initiated an on-going cross training program.

Develop, extract, maintain and updated key HR metrics, and other workforce management data.

Generalist duties included local DOL correspondences, progressive discipline program facilitation, employee relations, and grievance handling.

Performed conflict resolution and team building exercises to ensure company moral remained high.

(2009 - 2010) Human Resources Consultant APM Hexseal Englewood, NJ

Responsible for planning, assigning, and coordinating programs and activities to enhance relationships between management and employees. Provided direction and expertise in the area of employee and labor relations. Facilitated investigations, employee movement, developmental needs, and performance management.

Performed conflict resolution and team building exercises to ensure company moral remained high.

Arbitration hearings reduced by 50% over a four years period

Team building, relationships developments and conflict resolution reduced the grievance and NLRB charges by 75%

(2005 - 2008) Human Resources Manager HMS Host Newark, NJ

Responsible for the day to day human resources functions including employment law, employee relations, performance management, policy and procedures, compensation and benefits administration, recruitment, and training and development. Responsible for all of the union interaction, including contract negotiations and handling employee grievances.

Key Accomplishments:

Introduced and directed a centralized employment function reducing cost and streamlining recruitment in a competitive environment. Reduced turnover by 75%, while managing the cost per hire to below 65% for exempt hires.

Successfully boosted net revenue by $5K each quarter by implementing the Work Opportunity Tax Credit (WOTC) program.

Oversight of all aspects of labor/employee relations including, progressive discipline, alternative dispute resolution, and grievance procedures in adherence to CBA administration, interpretation, and compliance in accordance with state and federal laws.

Introduced a new performance compensation program, which included structure development, management guides, and training that created accountability and a distribution curve, improving morale and performance by 35%.

Orchestrated company acceptance of competency-based performance appraisals affecting compensation analysis and organized a leadership building program and 360 assessments.

(2004 - 2005) Human Resources Manager Parisi’s Performance Zone Wyckoff, NJ

Served as the subject matter expert on all major HR initiatives and organizational requests. Drove programs in continuous improvement and organizational effectiveness in a fast-paced and highly competitive environment, resulting in improved efficiencies and management excellence. Built HR department from the ground up to implement HR standards and compliance.

Key Accomplishments:

Developed and implemented all aspects of a Human Resources department from inception by conducting comprehensive compliance audits resulting in and executing a 12-month action plan.

Advised all management levels on administering and executing a process for FMLA compliance relating to exempt vs. non-exempt status and subsequent job descriptions of all staff reducing any monetary and legal risk.

Developed initial Employee Handbook that was consistent with state and federal mandated regulations. Revised and wrote supplemental policies and procedures as needed.

(2001 – 2004) Employee Relations Specialist Jardon & Howard Technologies (DSSA) Linthicum, MD

Entered a company undergoing rapid expansion, lacking organizational effectiveness with no established HR practices. Advised management on all employee relations issues including adverse actions, EEO concerns, and sexual harassment allegations. Provided recommendations and implemented solutions based on issues investigation processes.

Key Accomplishments:

Revised record keeping of corporate governance and deployed a new policy and procedure to ensure integrity of database and recordkeeping.

Conducted needs assessments, developed training programs, conducted orientation programs, and other training sessions on various HR topics and related issues as needed.

Significantly lowered the amount of employee relations issues through the establishment of an employee satisfaction survey, professional development program, and regular meetings.

Performed demand analyses of current and future employee skills and needs of the organization and developed strategies and plans to meet those needs.

Changed existing Personnel Department into a streamlined HR Department with bottom-line accountability.

EDUCATION

Masters of Science (MS), Negotiations & Conflict Management

University of Baltimore, Baltimore, Maryland

Bachelors of Science/Arts (BS/BA), Political Science & Philosophy

University of Michigan, Ann Arbor, Michigan

Certified in Conducting Internal Investigations

PROFESSIONAL AFFILIATIONS

Society of Human Resources Management (SHRM)

TECHNICAL SKILLS

HARDWARE: Windows 7/ Vista, Windows NT, and Macintosh.

TOOLS & SOFTWARE: Word, Excel, PowerPoint, Outlook, MS Office Project, Word Perfect, Adobe Acrobat, Labor Pro, Performance Evaluation Software, PeopleSoft/Financials, QuickBooks Pro, Lexus/Nexus, ProSystem fx, Timeslips, Epay, Talent Management Suite, Blueforce Mgmt and Sharepoint.

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