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Human Resources, Training and Organizational Development, Recruitment

Location:
Port Jefferson, New York, United States
Posted:
August 14, 2018

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Resume:

JAMES D. COLLIER

** ******** **** *****

Port Jefferson, N.Y. 11777

631-***-**** ac6n4g@r.postjobfree.com

https://www.linkedin.com/in/james-collier-38b9643a SUMMARY

Results-oriented, experienced, Human Resources and Learning & Development professional, is seeking an opportunity to apply a unique background of organizational development, human resources, and training, to an innovative and forward thinking organization.

EXPERIENCE

12/2017 to 7/2018

6/2017 to 12/2017

1/2016 to 6/2017

Director of Recruitment and Employee Development, Interim HealthCare of New York, d/b/a Community Care Companions, Inc.

• Managed a team of 5 recruiters located in Rochester, Buffalo, Nanuet, White Plains and Long Island NY.

• Transitioned recruitment strategy from a low volume single location Home Care agency with 235 employees, to a multiple location franchise with 1900 employees.

• Developed and implemented all recruitment tools and processes, including but not limited to the application process, paperwork retention, policy adherence, onboarding, and orientation.

• Created a training module system that enabled the ownership group the ability to build an operating system that was supported by a training initiative.

• Streamlined the application process by reengineering all documents and formatting these documents so that they may be utilized on a digital platform with seamless integration with HHA Exchange software.

• Analyzed payroll data to uncover gaps in coverage that resulted in excess overtime.

• Focused recruitment efforts based on an overtime reduction strategy therefore reducing overtime by funneling resources to the areas that had a need.

• Developed and implemented an interactive orientation presentation that fulfilled all Department of Health regulations while engaging the participants.

• Initiated and developed off site job fairs to grow the labor force by making the application and onboarding process easily assessible and requiring no excess travel for the applicant. Senior Talent Acquisition Specialist, AHRC Nassau / Citizens Options Unlimited, Inc.

• Work directly with the Assistant Director of Human Resources and Senior Director of Citizens Options Unlimited, Inc. to support change, recruit talent, and develop retention strategies for 21 Residences, and two Day Habilitation Centers.

• Designed and implemented an interactive interview process that has reduced vacancies by 50% since June.

• Improved retention rate within first 90 days of employment by 28% through revising the onboarding process.

• Provide statistical analysis to Director of Human Resources weekly to drive results and improve current processes by streamlining workload and developing new systems. Staffing and Human Resources Specialist, Family Residences and Essential Enterprises, Inc. (F.R.E.E)

• Assist the VP of Human Resources in accomplishing the strategic goals of the Human Resource department (i.e. training, recruiting, turnover and retention).

• Proactively establish relationships with directors and supervisors to help support their business and change initiatives within their organizations. Collier, James D.

10/2008-1/2016

• Manage all facets of the staff functions, including training, staffing/ scheduling, supervision, recruitment, onboarding and retention of Per Diem Staff of 125 Direct Support Professionals.

• Provide statistical analysis to VP of HR and Program Directors to ensure compliance with Affordable Care Act.

• Design and implement learning modules that focus on realigning culture, develop structure and initiate change.

• Maintain current information on staff training needs and requirements for areas utilizing seasonal/relief staff and maintain compliance with the Office for People with Developmental Disabilities (OPWDD) regulations.

• Create strong teams and partnerships with field supervisors while educating them on coaching and performance improvement initiatives.

• Mentor and educate Human Resource Team Members on a consistent basis.

• Ensure that seasonal/relief per diem staff receives all mandatory training, including timely re-certification

• Created workforce management model designed to decrease overtime and contract agency usage.

• Developed and implemented Internship, Mentor and Volunteer programs company-wide. Including an Orientation Tool Kit, and modules of learning, to support the program.

• Revised New Hire and Benefits orientation.

• Proactively develop weekly staffing schedule while monitoring Profit and Loss based on overtime reduction and temp service utilization.

• Re-designed the policies and procedures of the staffing function to increase efficiency while implementing a highly successful staffing model.

• Partner with Recruiting Operations to streamline the recruitment process by mentoring the managers while increasing productivity by implementing a group interview process to screen applicants.

• Helped spearhead Human Resource Manager Team meetings, department projects and initiatives.

• Responsible for all team member’s corrective and disciplinary issues up to, and including termination of employment.

Human Resource / Operations Manager/District Trainer, Bath and Body Works

• Coached, counseled, and managed 100 employees; planned, monitored, and appraised job results, using Limited Brands core values in all actions and planning.

• Use of my management, training, and human resource skillset resulted in my store’s consistent performance in the company’s top 2% for 2009, 2010, 2012, 2013 and 2014. Achieved top 1% of stores for 2011 out of 1,800, and awarded with Field Leadership Conference (FLC) ranking. Grew store sales volume for six years consistently from an initial

$1.3 million to $3.2 million.

• Supervised district in absence of district manager, and managed multiple stores when store manager roles were vacant.

• Retained and developed management staff. Promoted nine managers to lead roles within the district through mentoring and succession planning.

• On boarded / educated all incoming part-time and full-time managers for a 14-store district on basic and high level function of running a retail operation up to and including role clarity, performance management, merchandise flow, coaching, recruiting, hiring, retention, scheduling, business analysis, loss prevention, workforce management, and payroll flexing.

• Leveraged career growth by sourcing internal and external talent and cross training them to develop bench for management, retention strategies, and succession planning.

• Achieved financial objectives by reviewing an annual budget; analyzing variances; and initiating corrective actions where necessary.

• Identify current and future customer requirements by establishing rapport with potential and current clientele. Manage contracts and maintain inventory levels.

• Determine visual presentations by reviewing current trend and financial results. 6/2007 – 10/2008 Human Resource / Operations Manager, Gymboree

• Handled all operations for a $2 million children’s clothing store: hiring, scheduling, product placement, training, performance management, and visual merchandising. Collier, James D.

• Responsible for hiring and retention of sales team three managers and 15 associates, flexing to 30 in peak periods.

10/2006 – 6/2007 Human Resource Manager, A.J. Wright

• Responsible for sourcing, recruiting, onboarding, and retaining eight managers and 65 sales associates, with peak hiring of an additional 60 seasonal hires.

• Handled payroll and scheduling, ensuring all zones were properly staffed. Ensured all training programs were completed, with proper follow up to ensure compliance. 10/1999 –

10/2006

Human Resource Manager, Multi-unit Old Navy

• Managed all HR operations, including recruitment, benefits enrollment, training and development, policy management, performance management, employee relations, and time

/ attendance for a flagship retail store with responsibility for nine other locations.

• Responsible for performance management for 10 locations on eastern Long Island, with 250 employees flexing to 1,000 in high-volume seasons, including low, medium, and high risk investigations.

• Performed instructional design of all training materials on a regional level, including communication and engagement, union avoidance, policy design and administration, and benefits enrollment.

• Responsible for talent acquisition for 65+ management positions in 10 locations. Had sole responsibility for recruiting all employees in flagship location, with a base staff of 200 employees flexing to 375.

• Handled succession planning for 10 locations to ensure seamless management presence and potential internal candidates, as well as sourcing external candidates and maintaining a talent network.

• Responsible for change leadership, with a strong focus on managing all levels of change implementation for policy and corporate structure.

• Provided executive leadership development and coaching. Had strong partnership with district manager and corporate HR to ensure compliance and build relations. EDUCATION

State University of New York Empire State College – Bachelor’s Degree in Business- June 2016

SUNY Stony Brook University – Master’s in Human Resources in process- June 2018 PROFESSIONAL AFFILIATIONS

Association for Talent Development (ATD- Long Island Chapter) formerly known as ASTD

Society for Human Resource Management (SHRM, SHRM-Long Island Chapter) TECHNICAL SKILLS

• Microsoft Office including Excel, Word, Power Point

• iCIMs (Applicant Tracking System)

• Empower (time management)

• PeopleSoft (HCM)

• Optimum (HCM)

• HHA Exchange / Riversoft

• Familiar with both Windows and Mac Operating Systems Collier, James D.



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