Human Resources Manager

Kristen M. Parker

*** ****** ***** *******, ** **047 C: 662-***-****

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Human Resources Manufacturing Industry

Proven Effective Leadership in Cultivating Service-Centric Organizations

Accomplished, relationship-oriented Human Resources leader with a solid 18

year track record of success in cultivating service-centric, best-in-class

healthcare organizations. An employee advocate and trusted HR Business

Partner providing approachable, personable and nonjudgmental leadership;

excels in creating cultures that are employee-centric while balancing

corporate objectives. Successful in identifying needs, developing and

executing HR solutions designed to enhance and support business objectives.

Thrives in environments where accountability is key and team success is

the end goal.

CORE COMPETENCIES:

Corporate Culture Transformation & Change Affirmative Action

Plan Development and Implementation

Management Coaching, Training & Development New Hire

Onboarding, Orientation & Training

Talent Acquisition, Retention & Engagement Employee Counseling

/ Performance Management

Labor & Employment Practice / Employment Law Employee

Relations & Investigations / EEOC

Excellent Speaker & Presenter HR Generalist

Background

Workers' Compensation Corporate Leave

Management

PROFESSIONAL EXPERIENCE

Pioneer Health Services, Magee, MS

October 2013 -present

HR Regional Manager

Served as a member of the senior leadership team, reporting to the

Corporate HR Director. Directed human resource activities for 7

hospitals, 3 nursing homes, 1 assisted living and 13 rehab clinics. 2000

total employees for region. Oversaw 7 direct reports.

key highlights:

. Organized first "action plan" oriented employee survey. Ensured my

region had successful dissemination of results with organizing focal

groups to develop action plans to address issues brought about by each

facility location.

. Equipped facilities with consistent practices. Conducted 2 thorough

audits to get starting point on consistent policy/practices in regards

to compliance and daily operations. Currently working on manager

training packets, and benefits talking points for HR field managers.

. Revamped Corporate Recruiting Forms. Pre-screen forms did not provide

depth to initial contact with candidate. Specific forms were revamped

to be more job related vs general. Interview question packets were

created for rehab to ensure interview was consistent and provide

functional questions.

. Spoke at Internal HR conference on "Interviewing -Guidance on

Appropriate Questions". This was an introduction for HR managers in

the field to ensure they are compliant. Further trainings will occur

for Administrators, DONs, and ADONs.

Ecolab (dba Microtek Medical), Columbus, MS

August 2001-April 2011

Human Resources Administrator

Served as a member of the senior leadership team, reporting to the VP of

Human Resources and dotted line to the VP of Legal Affairs. Led all human

resource activity for a 500 +employee multi location global manufacturing

company. Oversaw 7 direct reports.

key highlights:

. Redesigned the employee orientation program. The newly designed

orientation program consisted of videos of out of the country

operations, other facilities in the U.S. and provided a multi-site

focus vs home site orientation. Site tours were added to ensure all

employees hired were educated on operations.

. Created all compliant Affirmative Action Plans for all sites. Held

annual meetings with Plant Managers, VP Of Operations and Legal on

findings each year, as well as hosting various educational sessions

with all sites to ensure compliance in advertising, recruiting,

tracking, etc.

. Lead in implementing formal salary grade system. 2.5 year project to

implement formal salary grade system for all sites which entailed

detailed job description creation and explanation, comp plan creation

and informing employees on new titles and comp plans, etc.

. Intensified focus on improving employee engagement and satisfaction.

In charge of employee engagement surveys. Met 1:1 with Department

Heads to guide them on action plans for development and continuous

improvement.

. Implemented Human Resource Intern Program. Partnered with Mississippi

State University to provide a shadowing program as well as a formal HR

Intern Program for Master's and Bachelor's degree HR students.

. Ensured ongoing compliance to employment law, company policies and

procures. Coached leadership team on appropriate resolution for

employee-relations issues.

. Implemented a Flex Time Plan for all sites for employee engagement.

For departments that could operate in flex time, employee moral

increased, and productivity for the department increased. Employee

absences decreased as work site location changes could be arranged,

and schedules that the department and employee agreed upon was ideal

work situation.

. Implemented ergonomic work place program to reduce office workers'

comp claims. In charge of implementing program, organized committee,

provided training on ergonomic assessment and implementation.

. Impacted FDA/ISO training audits by creating consistent controls for

education. No controls were in place until HR gained control of all

education tracking. Spreadsheets were created for each department and

then with time, high tech software was installed for tracking. Tickler

alerts were sent to manager if training required was not submitted.

Auditors credited our processes for successful and critical part of

company audits to gain ISO certification.

. Department Managers gained confidence in interview process. Interview

packets were created for each manager to include the legal/illegal

questions not to ask in interview, job description for the functional

position, benefits summary page, and a scale to rate the applicant vs

other applicants to make selection smoother. 1:1 guidance was given

before/after interview to train them to conduct interviews

independently when necessary.

. Lead in Culture merging in acquisition. Leading the education of a new

parent company with my staff across the company to ensure culture was

received in a positive light was conducted. New payroll periods

(weekly to bi-weekly); intense diversity/inclusion training was

conducted; new e-time time clock (non-exempt salary to clock

in/cultural change); new handbook to educate employees; new safety

policies to implement and train on across company, and new HR software

to train staff on.

EARLIER ENGAGEMENTS

Branch Manager/Medical Sales, Health Care Source, Columbus, MS, August 2000-

August 2001

Directed and oversaw all functions of the Columbus, and Tupelo branch

offices for a direct medical equipment company. Oversaw 7 direct reports.

Achieved first JCAHO in the Columbus branch.

Director of Human Resources, InterHealth, Inc.(dba Gilbert's Home Health),

Columbus, MS, August 1994-April 2000

Directed the overall Human Resource functions for a 1000 + diversified

healthcare provider during rapid growth period. Started in company in role

of Professional Staff Coordinator/Therapy Recruiter, then was promoted to

Employment Coordinator, and later promoted to final position as Director.

EDUCATION & CERTIFICATIONS

Bachelor in Arts and Science, Emphasis: Public Relations

Dean's List

COMMUNITY INVOLVEMENT / AWARDS

. Golden Triangle Human Resources Association, Board Member 2008;

College Relations Chair, 2008; Secretary 2005

. American Business Women's Association, President, 2000-2001;

Membership and Hospitality Chairperson, 1998; Fundraising

Chairperson & Publicity Committee Member, 1996 & 1997

. American Heart Association, Company Leader since 1997

. Won the Governor's Worksite Wellness Award for Employers, 2003

. Completed Ecolab's Leadership Program (1 year program)

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