Human Resources

CHIQUITA K. ALLEN

*** ***** ******, **************, ** 37075• Cell: 615-***-****•*********@*****.***

SUMMARY

Dependable Human Resources Professional with over eight years of progressive experience in human resources and management.

An innovative and detail-oriented team player with military experience and partnering with clients to deliver results by

establishing rapport up and down the organizational chart. Strengths include demonstrated leadership abilities/development,

performance management, employee relations, recruiting, employee engagement, training, and interpersonal skills.

PROFESSIONAL EXPERIENCE

PGI (Formerly Fiberweb (Manufacturing), Old Hickory, Tennessee 10/2012 – 02/2014

HR Manager/Business Partner

• Maintained adequate staffing levels for 400 plus employees by partnering and coordinating with outside

recruiters/temporary staffing agencies to fill positions

• Designed and Trained 30 plus managers and supervisors on leadership skills and employee relations issues

• Conducted 1:1 coaching sessions to managers and supervisors that contributed to positive employee engagement and

leadership development

• Coached managers and supervisors to accurately assess employee performance, recognize and reward superior

performance, and proactively address performance problems at all levels in the plant

• Served as Technical Resource for HRIS System and becoming subject matter expert

• Collaborated with operations managers to update and develop accurate job descriptions by shadowing and interviewing

employees to understand the duties and skills required for each position

• Performed internal HR Audit which resulted in policy and record management updates

• Managed the day to day HR Operations (filing, answering employee questions, paying vendors timely, and etc.)

• Consulted with legal counsel on EEOC Complaints

• Partnered with local colleges to develop skills training for supervisors and employees

• Administered and tracked FMLA and STD Leaves

• Conducted all workplace investigations and represented the company at unemployment hearings

• Partnered with the benefits vendor to communicate open enrollment and provide benefits information to employees

which resulted in 100% of employees receiving discounted medical rate

• Worked closely with managers to identify top talent and actively manage their development

• Created and implemented a robust service and recognition awards program

• Consulted with Payroll Administrator on all pay and KRONOS related issues

• Maintained professional and technical knowledge by attending educational workshops; reviewing professional

publications and participating in professional societies

Lowe’s Home Improvement, Nashville, Tennessee 06/2012 – 10/2012

HR Manager

• Instituted weekly meetings with store management to review people strategy/status of human resources related issues

• Responsible for full cycle recruiting for exempt and non-exempt employees ensuring compensation practices are

commensurate with the employees skill level and fall within the appropriate guidelines

• Responsible for Sarbanes-Oxley payroll compliance

• Coached and partnered with managers to establish consistent practices, training, and other steps that increase morale and

minimize employee relations problems

• Served as an expert resource to store management when dealing with difficult or sensitive employee issues

• Delivered training/coaching to store management in key HR areas, including employment law, sexual harassment, title

VII, ADA, FMLA, Interviewing, etc.

• Ensured employee performance is reviewed in accordance with established Lowe’s guidelines to ensure a trained,

motivated, and productive staff

• Tracked employees on worker’s comp to ensure proper use of the program

• Prepared reports as needed (e.g, turnover analysis)

• Ensured recurring HR practices (e.g., performance reviews, benefit changes, salary actions) are conducted in a timely

manner

• Worked as a partner with store and district in Talent Management Assessment

• Coordinated and/or conduct training of employment benefits and safety programs

CHIQUITA K. ALLEN RESUME’ PAGE 2

Macy’s Logistics and Operations, Portland, Tennessee 08/2011- 05/2012

Employment Manager

• Managed system data integrity (TALEO) – Responsible for full cycle recruiting (job posting, background checks, drug

testing, interviews, tracking candidates, and etc.; Met or exceeded hiring metrics (Time to Fill) set out by corporate

standards

• Directly supervised three recruiters and one analysis

• Handled recruiting initiative for both exempt and nonexempt populations

• Recruited 10 managers, 400+ Seasonal (Peak), and 450+ Part Time Associates (Jan 2012-May 2012)

• Prescreened candidates and offered recommendations to hiring managers

• Partnered with Facility VPO and Director of Finance to develop seasonal and specific workforce hiring plans for hourly

associates

• Prepared and lead weekly staffing meeting of operational leaders

• Ensured successful on-boarding and orientation of new hires, including executives and seamless execution of the pre-

employment process

• Captured available tax credits/revenue through government hiring and training programs - ensured internal processes

were compliant with regulations and company policies

• Trained hiring managers on various interviewing techniques, including behavioral-based and situational assessments

• Addressed compensation questions/concerns - involving key stakeholders to resolve issues and respond appropriately to

pay concerns

• Led culture development through executing employee surveys, proving HR leadership in communication efforts

(Rally’s, department meetings)

• Provided consultation to management on various HR-related laws, policies and practices, such as workers compensation,

FMLA, Safety, and EEO. Ensured legal compliance

• Worked closely with Operations Leadership/Management to promote a workplace environment that successfully

balances positive employee relations with the corporation’s business objectives. Handled employee relation’s issues and

investigations

• Partnered with the business to develop and implement programs, practices and solutions to attain business objectives

Gap, Inc. Gallatin, Tennessee 10/2003 – 07/2011

National Retail Distribution Center for Gap, Old Navy, and Banana Republic Brands

HR Generalist 03/2005 – 07/2011

• Responsible for managing all employee relation, payroll, and benefit (Leave of Absence, Short and Long Term

Disability, FMLA, and Medical) matters to 220 or more employees

• Served as subject matter expert for employee relations matters, consulting with managers and employees to proactively

address issues and concerns

• Partnered monthly with Corporate Employee Relations Manger to discuss Employee Relations trends

• Generated and analyzed by department a Monthly Employee Relations Report to supervisors and managers

• Conducted all investigations regarding discrimination, sexual harassment, and employee complaints and/or concerns

using discretion

• Developed and implemented an On-Boarding Program for Managers, Supervisors, and Resource Planning Analyst that

provided them the tools they needed to be successful

• Chaired local diversity sub-committee for On-Boarding and Retention Initiatives

• Conducted exit interviews to formulate business strategies and attended unemployment hearings

• Spearheaded the implementation of a 30/60/90 Retention Plan that reduced campus turnover by 3%

• Implemented and facilitated a more robust New Employee Orientation (NEO) Program

• Campus ADA lead with responsibility of creating an ADA Process, a tracking system, and advising leadership team on

the law

• Assisted HR Director with revision of Employee Handbook and selected as co-leader to represent the campus on the

Corporate Hiring Handbook Initiative

• Organized the implementation of the Corporate Merchandise Handler On-Call Initiative for the campus which resulted

in a flexible contingent staffing force

CHIQUITA K. ALLEN RESUME’ PAGE 3

• Assisted with the recruitment of both non-exempt and exempt employees

• Assisted with the recruitment of over 300 seasonal employees during peak seasons and sourced candidates through Gap

Inc. automated recruiting database system, networking, job fairs, and employee referrals

• Coordinated interviews of non-exempt employees at all phases of the recruiting process and assisted with reaching final

resolution for all candidates

• Partnered with operational leadership to pro-actively anticipate staffing needs and assisted with succession planning

• Provided performance feedback and recommendations to managers regarding talent strengths and development needs of

supervisors

• Reviewed and provided feedback/action plans on Performance Appraisals and Employee Opinion Surveys (EOS) to

supervisors and managers

• Assisted with associate engagement by analyzing survey data and employment trends; soliciting associate feedback and

other associate data sources to assist in identifying solutions and action plans

• Communicated an associate recognition program that supported employee engagement initiatives and increased

recognition among hourly associates

• Developed and implemented a 360 Survey for supervisors which improved supervisors EOS score by 10%

• Coached leaders in conflict resolution to support organizational change efforts

• Maintained a strong interface with supervisors, managers, and facility directors to draw on their expertise and to ensure

consistency with company position on major issues and policy matters

• Communicated and administered policies/procedures to assure compliance of all employment laws to management

• Established the Gallatin Campus Academy of Learning and facilitated training to supervisors and employees on various

topics which improved the development of the employees

Assistant Supervisor 11/2003 – 03/2005

• As acting supervisor, led team from Legacy System to WMS System which increased productivity and engagement

• Assisted in the operation supervision of up to 60+ associates and worked closely with the management staff to

coordinate the direction of productivity within expectation rates

• Maintained open communication with associates ensuring an environment of positive employee relations by

maintaining 70%+ floor time more than the average supervisor

• Performed weekly coaching and counseling in the areas of production, accuracy, and team involvement which

resulted in the team rating improving from a below target to an above target rating

• Prepared performance appraisals (HARP reviews), recommended necessary action plans and provided feedback to

associates on their development

EDUCATION

M.A., Master of Arts Degree, Dual Major in Human Resources Development and Management

Webster University, St. Louis, MO., May 2002

B.S., Bachelor of Science Degree, Business Administration

Columbia College, Columbia, MO., Dec 2000

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