Human Resources Customer Service
Resume:
JACKIE T. JACKSON, MHR, PHR
Riverview, FL 33579
****************@*****.***
www.linkedin.com/in/jackiejacksonmhrphr
SUMMARY OF QUALIFICATIONS
* ** **** Leadership training and experience.
2 Extensive Human Resources Management knowledge and experience in:
3 11
Change Management EEOC Compliance
4 12
Consulting/Coaching ER Investigations
5 13
HR/ER Compliance Training Talent Acquisition/Development
6 14 Benefits & Leave Administration, Disability
Performance Management (Exempt &
Non-exempt) Management
7 15 HRIS – ADP, PayX, HRB, EZLabor, PAYSERV,
Union Avoidance
SAP, People Soft and Kronos
8 Talent Management
16 Proficiency in Microsoft Office Suite, MS
9 Safety & OSHA Compliance
Outlook & Lotus Notes
10 Organizational Effectiveness Training
PROFESSIONAL EXPERIENCE
G4S Youth Services, Tampa/Bartow, FL
12/10 – 7/14 (Facility Closure)
HR Manager
• Manage the HR functions of 2 facilities.
• Administer the Human Resources Policies and Procedure Manual and develops and administers facility-
specific personnel policies and procedures.
• Advise staff on personnel policies and procedures including new-hire orientation.
• Advise facility management team on disciplinary issues and Standards of Conduct.
• Conduct routine field reviews of procedures, complaints, grievances, and other personnel matters;
• Oversee the administration of the organization’s compensation plan, performance appraisal and corrective
action process, employee benefits program.
• Provide support to managers in staffing cost effectively.
• Participate in the development, implementation and training of staff.
• Support facility internal and external customer service standards, safety and security program.
• Participate in administrative meetings as designated.
• Compile facility requests for statistics, reports and facilitation of general HR functions in a timely manner.
• Coordinate the hiring process for internal and external hiring.
• Prepare reports and routine correspondence in connection with personnel work. This includes staffing
reports as required by the state contract and the monthly KPI (key performance indicators)
• Maintain job descriptions and work with department heads in updating same.
• Conduct routine desk audits and other reviews of existing positions and groups of positions to determine
the scope and character of duties and responsibilities and existing organizational relationships.
• Maintain confidential personnel records and files.
• Coordinate Workers’ Compensation activities, report first report of injury, maintain all files associated with
the claim, and acting as liaison between the company, the employee, and the insurance carrier.
• Maintain OSHA records and OSHA log.
United Cerebral Palsy of Tampa Bay, Tampa, FL 05/09-07/10 (Merger - Layoff)
HR Manager
17 Managed the HR processes and
services for UCP and several non-profits.
18 Provided advice and support to all staff regarding HR guidelines on selection, terminations,
promotions, and disciplinary actions
19 Maintained all personnel files in
accordance with UCP and Department of Labor guidelines;
20 Reviewed personnel policies on an
annual basis and updates accordingly;
21 Oversaw orientation seminars to staff
on a quarterly basis;
22 Oversaw the training program with
regards to UCP managers and staff and external customers
23 Supervised, developed and trained
assigned staff;
24 Informed supervisors 30 days in
advance of any performance appraisals due for new hires and tracked progress;
25 Administered employee benefits in
accordance with UCP policies including PTO’s, insurance, family medical leave, etc.;
26 Reviewed benefit plans on an annual
basis, recommended changes to the CFO and CEO;
27 Accurately and timely processed the
bi-weekly/semi-monthly payroll for UCP and MSO clients
28 Marketed the MSO
29 Drove the HR function as it applied to
external customers
30 Presented solutions and resolved
issues/problems in a timely, efficient and effective manner.
St Petersburg General Hospital, St Petersburg, FL 03/09 – 05/09 (FT Position)
HR Generalist/PT
• Provide HR consulting and support to leaders and employees to assist the organization in achieving it's
human resource and business goals.
• Coaches leaders on effective use of goal development, performance feedback, assessment/evaluation, and
employee development.
• Provide leadership consultation regarding employment & selection processes.
• Partner with leadership to drive employee retention. Monitor turnover, conducts root cause analysis and
initiates appropriate intervention in high turnover areas. Assists in the development and implementation of
effective on boarding and orientation programs.
• Provide guidance to leadership regarding the interpretation and administration of labor contracts and assists
in resolving employee grievances.
• Assist the organization in achieving financial targets by monitoring and reporting the effectiveness of
compensation programs and adherence to established pay practices. Makes recommendations for
improvements.
• Consults with managers on effective employee communications; recommends and develops employee
communication tools and proves to improve employee relations environment ad achieve business results.
• Coordinate events such as Benefits Fairs, Hospital Week and others and participants of committees and
councils related to human resources.
Mary Kay Cosmetic – Independent Beauty Consultant 3/08 – 12/10
• Cosmetic Sales and Consultation
Coca Cola Enterprises (Sales & Distribution) St. Petersburg/Lakeland/Sebring, FL 5/06 – 3/08 (Layoff)
Multi-Site Employee Relations Manager
• Implemented and executed performance management programs and procedures,
• Partnered with the Talent Acquisition team to identify staffing requirements needed to meet the goals and
objectives of the organization
• Implemented and executed affirmative action plans and participated in local outreach activities to promote
the hiring and retention of a qualified and diverse workforce.
• Implemented and executed proactive employee relations initiatives, such as Listening Sessions and Town
Hall Meetings
• Communicated and ensured understanding by associates of laws, regulations and organizational policies
• Communicated compensation and benefits plans and policies to associates
• Ensured compliance with all applicable federal, state and local laws and regulations
• Investigated and resolved associate complaints, issues and concerns.
• Executed and monitored disciplinary policies and procedures to ensure fairness and consistency.
• Partnered with inside and outside legal counsel to respond to and defend lawsuits and complaints filed
with outside agencies.
Gap Inc. (Gallatin Campus Distribution Centers) Gallatin, TN 4/04-5/06 (Relocation)
HR Generalist
• Daily HR support to a Distribution Campus of 1200 employees on a Campus consisting of 3 DCs together
encompassing 2.5 million sq. ft. of production space.
• Proactive consulting and coaching with the operations management team and employee population to
drive a high performance work environment.
• Daily interacted with management and employees to insure an open line of communication is maintained
in order to identify and address any issues, needs, and/or concerns as they arise.
• Established communication channels by assisting with monthly employee round-table meetings; actively
participates in meetings; and conducts appropriate follow up from those meetings.
• Administered Policy and conducted investigations regarding policy violations (Discrimination, sexual
harassment, attendance, corrective action plans, LOAs).
• Recruited and interviewed both non-exempt and exempt employees.
• Administered the Performance management process for the hourly population.
• Advised and provided guidance and interpretation of current employment law.
• Facilitated training on Sexual Harassment, Discrimination, Diversity as well as other topics in partnership
with the training department.
• Assisted in the administration of the DC Recognition Programs.
• Served on various committees and project teams.
• Conducted exit interviews and associated follow up to evaluate for retention issues.
•
Wal-Mart Stores Inc. (Sam’s/Wal-Mart Consolidation Distribution Center) DeSoto, TX 11/02-4/04
Co-Personnel Manager/Training Manager (Promotional Opportunity)
• Assessed the training programs of 6 of the Sam’s Distribution Centers.
• Provided Training to the Largest of the Sam’s Distribution Centers.
• Counseled, coached and advised Managers and Supervisors.
• Recruited and interviewed both non-exempt and exempt employees.
• Investigated and resolved associate complaints, issues and concerns.
Haworth Inc. (Furniture Manufacturing Facility) Chadbourn, NC 8/00- 7/02. (Facility Closed)
HR Manager
• Managed the hiring and staffing process to maintain a turnover rate of less than 5% through more
increased screening and member relations activities.
• Managed the HR/Training budget, insuring the department was in adherence to yearly budget, through
monthly budget reviews.
• Presented the objectives, accomplishments, and plans of the HR/Training Dept. at the Monthly operations
review
• Prepared the HR/Training Dept. for a successful OFCCP Desk Audit, by insuring that all EEO areas were
maintained and current insuring 100% Federal requirement compliance.
• Prepared plant for and guided it through an on the spot OSHA inspection resulting in no serious violations.
• Counseled, coached and advised Managers and Supervisors.
• Supported and interfaced with plant and strategic business unit staffs to develop and facilitate strategic
plans and objectives.
• Investigated member concerns and complaints, identifying problems, recommending appropriate action,
facilitating conflict resolution and following-up, increasing member satisfaction.
• Initiated, developed and assisted in a variety of communications efforts including information sessions,
plant newsletters, compensation and benefit rollouts increasing member communications.
• Conducted extensive investigative work relating to complaints filed with various agencies or lawsuits filed
with the court(s) verifying the appropriateness of the company’s actions.
• Managed the personnel reduction of a plant shutdown for a 365 member facility
Smithfield Packing Co., Inc., (Pork Processing Facility) Tarheel, NC 4/97- 8/00.
Human Resources Representative
• Managed and developed 7 exempt and
non-exempt level associates in the hiring, recruitment and placement of 3000+ employees.
• Increased the staffing of the facility from
4000 to 4800 (20percent) within 2 months through job fairs, outside consultants. Investigated and
resolved Sexual Harassment cases.
• Assisted in preserving a union-free work
facility of a 4000 multi-cultured associate organization through pro-associate activities resulting in the
defeat of a unionizing attempt.
• Directed the production of Employee and
Community Relations Events.
• Represented the company at
Unemployment Compensation Hearings resulting in a 15 percent reduction in the company’s
Unemployment Compensation Insurance ratio.
• Initiated, developed and assisted in a
variety of communications efforts including information sessions, plant newsletters, compensation and
benefit rollouts increasing member communications.
• Conducted extensive investigative work
relating to complaints filed with various agencies or lawsuits filed with the court(s) verifying the
appropriateness of the company’s actions.
• Facilitated the training and development
of more than 4800 management and hourly associates.
EDUCATION
• MHR, Masters of Human Relations, University of Oklahoma,
• BS, Business/Accounting, Fayetteville State University, Magna cum Laude.
• U.S. Army - Mid level Leadership Training.
ASSOCIATIONS/CERTIFICATIONS
• PHR-Professional in Human Resources, 2000
• Suncoast Chamber of Commerce – Board member, 2009
• NAAAHR Tampa Bay, 2008-2009
• Sumner County Human Resources Association 2003-2004
• Dogwood Chapter of SHRM 1998-2000
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