Manager Management

Dear Hiring Manager,

This letter is in reference to the recent job opening. My professional experience in Human Resource

Management with emphasis in Recruitment/Talent Acquisitions, and Training. Have extensive knowledge in

compliance and contract management experience both federal with SLA agreements. Ability to direct,

motivate and build cohesive teams that achieve positive business results. Record of accomplishment of

improving retention and high turnover ratio.

Strong working knowledge as a job developer and personnel management working with hard to place

candidates under a government funded contract. Experience in contract employment as well as direct hires.

Responsibilities include pre-screening applicants and behavioral based interviewing, new hire orientation, on

boarding. Writing job descriptions, job placement, pre-employment testing, placing job ads, handled training

seminars for all new hires during orientation. Sourced candidates for open positions on a corporate as well as

skilled trade’s profession. Conducted exit interviews, served as an employee advocate, safety program

initiatives including policy updates and creating safety manuals. Ability to meet with employees on concerns

and issues, presented employee views to management.

Present HR information, implement organizational development and change initiatives, worked with

workforce planning to identify staffing needs. Assist in ensuring merit review processes and performance

reviews, working on implementing company policy with senior management and ensuring compliance issues

are addressed, contract negotiations as well as benefits administration, updating employee handbook and

safety manuals, as well as working with environmental health and safety initiatives with strict compliance

performance.

If you would like to speak to me further to schedule an interview, please feel free to contact me at my home

number 813-***-****

Sincerely,

Michelle R. Watson

Enclosure

*********.******@*****.***

M ichelle Watson 813-***-**** Telephone

1501 Starlight Dr. Ferguson, MO 63135 *********.******@*****.***

P rofessional P rofile

Recruitment, Training/ Performance & Workforce Development in both Government and Private sectors.

Excel in driving multiple projects or tasks concurrently with strong detail, problem solving and follow

t hrough capabilities. Achievements included driving multiple projects or tasks concurrently with

compensation, hiring, performance management, organization development, safety, wellness, employee

relations, benefits administration, accounting, OSHA compliance, and t raining development. Strong

experience in networking through industry contacts, association memberships, t rade groups, and social

media.

1. 5. Taleo, PeopleSoft, Crystal Reports, Word

SR HR Business Partner (COE)

2. 1. ADP, Paychex, Oracle, JDE, Resumix,

Employee Relations Manager (Healthcare)

3. Regional Recruiting Director (IT) Ceridian,

4. 2.

New Talent Manager (Financial) Field Glass, Bullhorn, Brass Ring,

1. Training/ Recruiting Manager (Non-Profit) M icrosoft Lync

2. 3.

SR Recruiter SAP, Track I t, Seibel, SharePoint Excel

4. Outlook, Deltek, Kronos, Google Docs,

5. Lotus Notes, FileMaker, Sales Force

Professional Accomplishments

• Change Agent – Realigned recruiting strategy to better develop talent pipeline including building

t raining program. Using six sigma methodologies, built new staffing processes based on competency

modeling considered division best practice that reduced annual turnover costs.

• Business Pa rtner – M anaged strategic communication plan to internal and external stakeholders,

evaluated available talent to determine fit to new structure, staffed new teams and effectively

managed the outplacement of impacted employees.

• Leader – Led annual performance management processes including t raining of employees and

managers on appraisal system and goals, managed the identified action plans for top talent and low

performers, and ensured complete documentation and follow through. Using information gathered,

built succession planning, change initiatives and training programs.

Additional T raining

• Designing Organizations for Growth, Union Relations – Union Avoidance – HR Development Forum

• Change Acceleration Process - Conflict Management - Collaborative Problem Solving

• People Soft - Oracle HR - Finance Essentials

• Leading vs. Managing - Targeted Selection, DDI – Creating Value in Mergers and Acquisitions

• QS 9000 Implementation Training - QS9000 & ISO 9000 Internal Auditor

• Recruitment and Retention-Employee Relations-Organizational Development

• Talent Management-Training and Development-Compensation and Incentive Plans

E mployee Relations

1. Provide coaching and professional development programs to all employees (including professional

level as well as for union/non-union) for full range of employee related issues including leadership,

motivational, time management, employee development, handled diversity t raining, sexual

harassment investigations, terminations, retention, EEO, discrimination, performance evaluations,

coaching and development, corrective action, t racking t ime and attendance. Working with union

leaders with collective bargain agreements, union advocacy.

• Handled Title VI I and Title IV, labor relations, processed unemployment claims and attended

hearings, organized training and development, updating employee handbook and safety

compliance issues, handled exit interviews. Set on board of directors and hosted panel

d iscussions.

• Develop methods to improve employment policies, processes, and practices, and recommend

changes to management. Worked with HR Management handling FMLA, workers compensation,

COBRA, ERISA, EEOC, 401k, EAP, and FLSA, and H IPPA, and PTO.

Compensation and Benefits/Unemployment Administrator

• Direct preparation and distribution of writ ten and verbal information to inform employees of

benefits, compensation, and personnel policies.

•Administer, direct and, review employee benefits program, following mergers and acquisitions.

•Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.

• Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to

employment, compensation, labor relations, and employee relations.

• Design, evaluate and modify benefits polices to ensure that programs are current, competitive

and in compliance with legal requirements.

• Mediate between benefits providers and employees, such as by assisting in handling

employees benefits related questions or taking suggestions.

• Develops, updates and/or presents various communications (such as announcements, articles,

materials for meetings, plan descriptions, benefit statements, etc.)

• Handle unemployment claims, worked closely with vendor, attended unemployment hearings.

• Implemented safety and wellness programs along with our EAP program internally.

Recruitment and Talent Acquisition

2. Manage presentation, selection, offer negotiation, closing, and administrative components involved in

f ull lifecycle recruiting within aerospace/defense, logistics, healthcare, retail, professional services,

and manufacturing industries (union/non-union).

3. Visiting all hiring-manager departments to develop a thorough understanding of the department

culture and uses that understanding to help candidates fully understands the opportunity.

4. Participated in the development of ongoing creative and cost-effective sourcing strategies.

5. Developed an effective pipeline of key talent potentially available for immediate hire as succession

p lanning needs dictated.

6. Stayed informed of trends and innovative recruiting techniques in order to be competitive in state-of-

the-art recruiting practices by attending job fairs, workshops, for career development, social media,

and college recruitment.

7. Conferred often with senior leadership to identify personnel needs, workforce-planning strategies,

and search assignments.

8. Wrote completed and detailed search assignments, ensuring an understanding of job duties and

responsibilities and business requirements.

9. Developed and maintain strong working relationships with the company leaders, vendors, community

organizations and other team members to create a partnership that yields success, predictable

results and credibility.

10. Developed and maintain a network of contacts to help identify and source qualified leaders.

11. Leveraged online recruiting resources and in-house recruiting to identify and recruit the very best

candidates based upon detailed job descriptions and research.

12. Created and foster relationships with colleges and diverse professional organizations to attract and

recruit alumni and diversity candidates.

13. Reviewed resumes and credentials for appropriateness of skills, experience and knowledge in relation

to position requirements.

14. Provided complete, accurate, and inspiring information to candidates about the company and

position.

15. Prescreened candidates. Create and present prescreening questions to hiring managers for

collaboration and approval.

16. Managed and coordinated all communication with candidates via phone, or email.

17. Interviewed all candidates presented by hiring managers, and included the use of face-to-face

behavioral-based interviewing methodologies.

18. Managed the scheduling and logistics of all interviews between candidates and hiring managers.

19. Prepared candidates for interviewing with the company and specific hiring managers by providing

detailed information on the company, the company business strategy, department background, job

descriptions, and expectation-setting.

20. Organized, leads and document post-interview debrief/feedback with interview teams and candidates.

21. Reviewed the hiring manager’s interview performance with each candidate and take appropriate

action.

22. Performed detailed reference checking and/or reference analysis on selected candidates and reviews

results with hiring managers.

• Extended offers of employment to selected candidates under the direction of the hiring

managers and within the guidelines of the company’s compensation policy. Assist with

maintenance of client HR policies and benefit communications.

Work H istory

Quest Diagnostics, Tampa, FL 07/2012-01/2014

Sr. H R Business

P a rtner Vangent, Inc., Riverview FL 05/2009-05/2012

E mployee Relations

M anager

Regional Recruiting Director Specialized Services & Consulting Inc., 07/2005-05/2009

Reno, NV

New Talent Acquisitions C itigroup, O’Fallon, MO 03/2000-07/2005

M anager

St. Patrick Center, St. Louis, MO

T raining & Recruitment Manager 08/1997-02/2000

Sr. Recruiter Spectrum Brands, St. Louis, MO 08/1993-08/1997

Education

B achelor of Science-Business Administration & H R M anagement Capella University,

M i nneapolis, M N 09/2012

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