Mobile: 256-***-**** Cheryl.neal @hotmail.com
A human resources role within an organization in need of someone with strong background in providing customer-focused human resources support to business leaders.
Blue Ridge Healthcare
Regional Human Resources Director
Position Overview: Provide HR support, strategic planning, and advice to center and leadership of a start-up healthcare company with 800+ union and non-union employees in the Alabama Region.
•Work with company owners and officers to align human resources strategy, policies, processes, and programs with Blue Ridge Healthcare’s business strategy while supporting the company's culture and values.
•Provide advice and guidance to center leadership in matters of company policy and federal and state employment laws to prevent litigation or costly labor relations issues.
•Work with regional counterpart to develop and implement center human resources processes, procedures, and workflows for all human resource functions.
•Develop and manage regional recruiting strategy to attract top talent utilizing job boards, social media, campus job fairs, professional organizations, and community outreach programs.
•Conduct exit interviews to achieve an understanding of root causes for attrition. Made recommendations to center leadership for retaining employees.
•Evaluate and develop job descriptions, job codes and classifications.
•Evaluate current and skills training programs, recommend improvements
•Supervise the activities of six Center Human Resources Directors within the region
•Identify training and skills gaps of Center Human Resources Directors; develop and provide training to improve performance.
•Investigate and resolve external and internal charges / complaints of harassment and/or discrimination. Represent company in union grievance hearings, EEOC arbitration meetings, and unemployment hearings.
•Conduct center site audits of HR processes to ensure compliance with corporate policies and state and federal laws.
•Advise company and unit leadership on labor cost management issues.
Position Overview: Assigned to provide HR Generalist support at a non-union power-train manufacturing facility with approximately 800 employees.
Responsible for maintaining relationships with temporary agencies
Assist in talent acquisition and recruitment processes
Conduct employee onboarding
Assist Training Manager plan training & development
Provide support and advice to employees and management on various HR related topics such as benefits, leaves, compensation etc.
Assist employees and management resolve employee performance and employee relations issues and concerns
Assist in the implementation of human resources policies.
Undertake tasks in performance management
Gather and analyze data with useful HR metrics
Maintain employee files and records in electronic and paper form
Center Human Resources Manager
Position Overview: Provide Human Resources support and advice to business unit leaders and 200+ employees at a skilled nursing healthcare facility.
•Devise center recruiting strategy to build candidate pool to include developing and maintaining relationships with local colleges and universities, attending off-site career fairs, coordinating on-site job fairs, utilizing social media, and encouraging employee referrals.
•Prepare recruiting, turnover, and retention reports for business unit leaders and recommend strategies and action plans for improvement.
•Assisted in the payroll process by ensuring that all were employee time-punches, exceptions, and corrections were entered into Kronos.
•Conduct wage audits to ensure wages are competitive to attract and retain top talent.
•Create, post, and manage job requisitions in recruiting software.
•Review resumes, applications and screen nursing professionals and staff members.
•Facilitate positive candidate experiences by guiding external and internal candidates through the selection and onboarding processes.
•Onboard newly hired employees to include performing background checks, performing on-site drug screening, badging, and processing 1-9’s.
•Facilitate new hire orientation and other HR related training to management and staff members.
•Update and maintain center employee files in both electronic and hard copy form.
•Consult with and assist management on employee performance management issues.
•Advise management on policy interpretation and in matters of employee discipline.
•Coach and advise unit leaders on change management and conflict resolution strategies to effectively set and communicate performance and behavior expectations to employees.
•Provided training to staff on various HR related topics.
•Maintained staff development training records
•Respond to requests from outside agencies to include state unemployment, EEOC, DOL, OSHA, etc.
•Maintain OSHA logs and reports
•Serve as the center point of contact for Worker’s Compensation claims, benefit’s administration, and requests for leave of absences or accommodations.
Regional Director of Human Resources / Human Resources Business Partner
Position Overview: Provide HR support, strategic planning, and advice to unit business partners and 850+ union and non-union employees within an assigned region for a contract food service and facilities management company servicing colleges and universities. Assigned region included units in Florida, Georgia, Alabama, Tennessee, Mississippi, Arkansas, and Texas.
•Consulted with business partners to align human resources strategy and programs with the organization's strategy while supporting the company's mission, vision and values.
•Developed and managed recruiting strategy for region to attract top talent utilizing job boards, social media, campus job fairs, professional organizations, and community outreach programs.
•Recruited and screened candidates for open management level roles within assigned region. Identified internal candidates who have the potential for advancement.
•Conducted exit interviews to achieve an understanding of root causes for attrition. Made recommendations to unit managers for retaining employees.
•Supervised the activities of site Human Resources Managers within my region
•Evaluated and recommended improvement to staff training programs.
•Served as the regional point of contact for benefits and worker’s compensation.
•Coached and mentored unit leaders on matters such as effective communication, setting performance and behavior expectations, conflict resolution, and implementing organizational changes.
•Provided advice and guidance to unit leaders in matters of company policy and federal and state employment laws to prevent litigation or costly labor relations issues.
•Investigated and resolved external and internal charges / complaints of harassment and/or discrimination. Represented company in grievance hearings, EEOC arbitration meetings, and unemployment hearings.
•Conducted site audits of units to ensure compliance with corporate policies and state and federal laws.
•Facilitated employee engagement, rewards and retention programs for assigned units.
•Facilitated Safety Committee Meetings and safety training with assigned units.
•Developed, implemented, and facilitated employee training and development programs in conjunction with Corporate Human Resources and Operations.
•Conducted wage and salary audits to maintain competitiveness within local workforce markets.
•Advised company and unit leadership on labor cost management issues.
•Assisted in the development of company policies that support company mission and strategy.
Employee Relations Manager
Position Overview: Provided employee relations support and advice to business unit leaders and approximately 1600 employees at assigned units within a region for a major call center company representing multiple clients. Units supported included those in Alabama, Florida, and Texas.
•Provided consultation and recommendations to site supervisors, managers, and directors regarding employee disciplinary actions at multiple units across the U.S.
•Coached and mentored supervisors and unit leaders on matters such as effective communication, setting performance and behavior expectations, conflict resolution, and handling organizational changes.
•Provided HR related training to staff on a monthly basis.
•Investigated, reviewed, and resolved employee concerns regarding discrimination, harassment, and unsafe working conditions.
•Served in a risk management role by managing reductions in force and assisting employees with ADA, FMLA, Workers Compensation issues.
•Responded to agency charges to include EEOC, DOL, and OSHA; respond to unemployment claims and represent company at unemployment hearings.
•Coordinated employee charitable drives and health and wellness programs.
•Provided training on to management staff on a variety of employee relations issues to include Safety Training.
•Served on the committee that reviewed, updated, and revised West’s Corporations Employee Handbook.
Neal Williams, Inc.
HR Generalist / Manager
Position Overview: Provided HR support for a multi-unit food service management company in North Alabama with more than 200 employees.
•Lead the development and execution of the Human Resources strategic plan and short-term plans and initiatives to support the business strategies and promote a unified company culture.
•Developed, implemented, and managed the common processes and day-to-day operations of the Human Resources department company wide. Key initiatives include developing and implementing recruiting, hiring, and onboarding processes, developing and implementing initial and on-going training programs, and developing and implementing employee disciplinary and performance improvement plans.
•Recruited and screened candidates for open management positions within the company.
•Provided onboarding and orientation to newly hired salaried management team; Oversaw the training of salaried managers.
•Supervised the activities of HR staff to include a Payroll specialist, HR specialist, and staff trainers.
•Provided HR advice and counsel to executive leadership on matters of company policy as well as federal and state employment laws.
•Investigated and resolved employee grievances related to harassment and discrimination.
•Ensured compliance with federal, state, and local employment laws. Responded to, represented, and defended company in Unemployment, EEOC, and FSLA claims.
•Developed management performance bonus program to assist in overall company profitability.
•Oversaw employee benefits and worker’s compensation programs.
BA, Cum Laude, University of Alabama Huntsville
Member of SHRM
Security Clearance eligible
Computer, Business Operations, and HRIS system Proficiencies
PeopleSoft, Ultimate, Taleo, ADP Recruiting Management System, ADP Virtual Edge Recruiting Management System, Kronos, Relais, Spectrum, NICE, WebOps, Microsoft programs to include Outlook, Word, Excel, and PowerPoi