Human Resources Resource

PAMELA C. PENDRAK *

PAMELA C. PENDRAK, PHR

*** ****** ***** ****** 912-***-****

Guyton, GA 31312 **********@*****.***

HUMAN RESOURCES GENERALIST EMPLOYEE RELATIONS SPECIALIST

Human Resources Generalist with ten (10) plus years of Human Resource experience .

SKILLS SUMMARY

• •

Human Resource Management Customer Service/Relationship Management

• •

Full Life Cycle Recruiting Business Communications

• •

Compensation Program Issues Customer Focused Strategies

• •

Employee Benefits Work Flow Analysis/Improvements

• •

Report Writing / Correspondence Scheduling/Planning Events

• •

Basic Employment Law Knowledge Project/Key Inter-company Liaison

EDUCATION & TRAINING

Professional in Human Resources (PHR) 2011

Master of Business Administration, University of Phoenix Online, Phoenix, AZ (2004)

Bachelor of Science in Business Administration - The College of Saint Rose, Albany, NY (1995)

Concentration: Human Resource Management

PROFESSIONAL PROFILE

• Able to advise and assist senior management with employee relations issues including complaints,

grievances, the determination of appropriate disciplinary actions, and the initiation of training needs.

• Broad working knowledge of Human Resources concepts, policies, practices, and procedures;

competent in the direction of complex projects and assignments.

• Able to establish and maintain contact with management, vendors, business partners, and employees

regarding implementation, maintenance, and evaluation of Human Resource functions performed. Clear

communicator of policies and guidelines, ensuring compliance with federal, state, and local laws

affecting the operation.

• Innovative trainer who encourages feedback and leads by hands on example. Has successfully

provided employment expertise to new employees and assisted in the personal and professional

development of employees.

• Excellent problem-solver who successfully assists managers with new recruiting initiatives and

possesses basic knowledge of human resources issues. Provides Human Resource recommendations

in response to Human Resource related incidents or proactively based on sound Human Resource

practices.

• Effective planner, analyst and decision-maker who can define priorities, “think outside of the box”,

develop strategies and operational plans. Able to work with senior representatives, fostering

communications.

• Able to define training initiatives and major event coordination functions to support personnel and project

management goals.

• Known as an approachable, humble, optimistic team member who is determined to operate in a fair and

loyal manner.

• Keeps detailed records to support Human Resource functions, preparing data and statistical reports

where errors could significantly impact the decision-making process or posture of the company.

• Create a positive spin to a negative situation, aided with an ability to provide solutions to the need; work

with a high level of autonomy and holds the ability to facilitate change through excellent influencing skills.

• Ability to interact with employees at all levels, demonstrating awareness of their different needs,

backgrounds and cultures.

• Builds trust by exhibiting sound and accurate judgment utilizing decision-making skills.

• Strong investigation skills and experience.

PAMELA C. PENDRAK 2

PAMELA C. PENDRAK 3

PROFESSIONAL EXPERIENCE

Director of Human Resources (6/2011-Present)

City of Richmond Hill, Richmond Hill, GA

• Manage, plan, organ, and direct the City's human resources programs.

• Direct and supervise personnel engaged in administering human resources policies and programs;

assists in recruiting, interviewing and selecting personnel; plans, schedules, and assigns work; instructs

and trains in correct methods and procedures.

• Review and approve all human resources-related changes.

• Managed all recruiting for the region.

• Planned, coordinated and managed all recruiting events.

• Approve and recommend training programs.

• Administer, monitor, and update human resources policies and procedures manual; ensures compliance

with Federal, EEO, and other applicable guidelines.

• Conduct exit interviews.

• Implement and direct administration of employee benefits programs, which include selecting vendors

and ensuring that programs are administered properly and adequately.

• Manage the job classification and compensation program, which includes writing/revising job

descriptions, classifying positions, and ensuring the City's pay plan remains competitive.

• Manage the employment activities for the City, including recruiting, interviewing, selecting, and

orientation.

• Counsel and provide direction and interpretation of policies and procedures to managers and

employees.

HR Business Advisor (7/2008-1/2011)

SYMCOR, Inc., Glen Burnie, MD

• Served as Interim Human Resource manager for region while Human Resource department was being

created.

• Created, implemented, and supported Corporate Human Resource initiatives and programs during the

creation of the Human Resource department.

• Responsible for up to 500 employees Human Resource and overall business needs .

• Represented Symcor at personnel-related hearings and investigations.

• Served as a business partner to the functional units. Built relationships with key decision makers within

the functional business units to ensure the alignment and support of business needs, objectives, goals,

and operating priorities with Human Resource policies, procedures, and initiatives.

• Conducted and supervised investigations and made resolution recommendations to include ethics

complaints, Dispute Resolution Policy complaints, unemployment compensation claims, disciplinary

issues, performance management issues, EEOC complaints, and other compliance related issues.

• Managed all recruiting for the region.

• Planned, coordinated and managed all recruiting events.

• Administered ongoing salary actions including promotions, transfers, hires, and terminations to ensure

compliance and equity within the organization. Coordinate administration of the Wage and Salary

program.

• Evaluated best practices for continuous improvement and ensured consistency.

HR Account Manager (01/2007-10/2007)

MANPOWER, Durham, NC

Onsite at Blue Cross and Blue Shield

• Conducted and supervised investigations and made resolution recommendations to include ethics

complaints, unemployment compensation claims, disciplinary issues, performance management issues,

and other compliance related issues.

• Administered ongoing salary actions including promotions, transfers, hires, and terminations to ensure

compliance and equity within the organization.

• Evaluated best practices for continuous improvement and ensured consistency.

PAMELA C. PENDRAK 4

• Ensured that all levels of employee were given timely information covering changes in policies and other

rules/procedures and ensured fair and consistent handling of issues and complaints. Conducted group

presentations as necessary.

• Identified employee relations concerns and worked with the organization to resolve issues and foster a

positive employee/employer relationship by offering alternative solutions.

HR Account Manager (01/2006-10/2006)

AFFILIATED COMPUTER SYSTEMS (ACS), Cary, NC

• Created, implemented, and supported Corporate Human Resource initiatives and programs during the

creation of the Human Resource department.

• Served as a business partner to the functional units. Built relationships with key decision makers within

the functional business units to ensure the alignment and support of business needs, objectives, goals,

and operating priorities with Human Resource policies, procedures, and initiatives.

• Administered ongoing salary actions including promotions, transfers, hires, and terminations to ensure

compliance and equity within the organization. Coordinate administration of the Wage and Salary

program.

• Managed all recruiting for the region.

• Planned, coordinated and managed all recruiting events.

• Evaluated best practices for continuous improvement and ensured consistency.

• Utilized change management skills to prepare and support those affected by change. Monitor transitions

and measure results.

• Provided leadership skills and mentoring for all Human Resource Staff.

HR Program Manager (07/2004 – 01/2006)

VOLT SERVICES GROUP, Cary, NC

On-Site at ACS - formerly Mellon Human Resource and Investor Solutions

• Successfully hired 350 people in a 2-month timeframe for open enrollment through multiple recruiting

events.

• Created, implemented, and supported Corporate Human Resource initiatives and programs during the

creation of the Human Resource department.

• Served as a business partner to the functional units. Built relationships with key decision makers within

the functional business units to ensure the alignment and support of business needs, objectives, goals,

and operating priorities with Human Resource policies, procedures, and initiatives.

• Conducted and supervised investigations and made resolution recommendations to include ethics

complaints, Dispute Resolution Policy complaints, unemployment compensation claims, disciplinary

issues, performance management issues, and other compliance related issues.

• Assisted in all functional performance management evaluations for employees and unit managers.

• Administered ongoing salary actions including promotions, transfers, hires, and terminations to ensure

compliance and equity within the organization. Coordinated administration of the Wage and Salary

program.

• Managed all recruiting for the region.

• Managed high-level Employee Relation communication efforts: assimilation for Sr. Management,

roundtable discussions, panel interviews, etc.

• Performed other duties and special projects at the direction of Senior Leadership.

• Evaluated best practices for continuous improvement and ensured consistency.

• Ensured that all levels of employee were given timely information covering changes in policies and other

rules/procedures and ensured fair and consistent handling of issues and complaints. Conducted group

presentations as necessary.

• Identified employee relations concerns and worked with the organization to resolve issues and foster a

positive employee/employer relationship by offering alternative solutions.

• Utilized change management skills to prepare and support those affected by change. Monitor transitions

and measure results.

• Provided leadership skills and mentoring for all Human Resource Staff.

PAMELA C. PENDRAK 5

HR Process Owner (01/2002 – 08/2003)

AT&T, Digital Subscriber Line (DSL), Research Triangle Park, NC

HR Vendor Relations Manager (07/1998 – 01/2002)

AT&T, WorldNet Service, Research Triangle Park, NC

Staffing Recruiter (11/1997 – 07/1998)

MANPOWER, Durham, NC (Research Triangle Park Office)

PROFESSIONAL MEMBERSHIPS

National SHRM Member (2005)

Savannah SHRM Local Chapter Member (2011)

Contact this candidate