Human Resources Supply Chain

Carmen Hill P.O. Box ***** St. Louis, MO. *****

Phone: 314-***-**** Email: ****.********@*****.***

Senior Human Resources Executive Core HR Expertise

Microsoft Office Suite: Word, Excel, PowerPoint, Publisher.

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SAP/Peoplesoft

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IPADs, Smart Phones, etc.

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Mail Merges, v lookup, excel formulas etc.

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Worker’s Compensation Technology software snapshot:

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Labor Employee Relations

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Leadership Development

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Succession Planning

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Consultation/Project Management

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Global and Cultural Effectiveness

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Change Management

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• Global Supply Chain Logistics

An explosive Senior HR Professional backed by a track record of astonishing accomplishments with multi

billion dollar worldwide corporations throughout the State and the Globe. I’ve had great success as a

Business Professional and HR executive in retail, government, education, finance and pharmaceutical. I

fiercely cross boundaries and set no limitations for business growth. Thrive on innovation and creativity.

Ready to embark on a new challenge as an HR Manager/Business Partner or Director of Human

Resources.

Visible Achievements include: Over 10 years spent working and learning in the trenches as an

HR Management Intern, generalist, specialist, team lead, coordinator and embedded HR

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Business Partner to IRS Criminal Investigation Unit. Traveled the country and established satellite

interview sites to assist Division Chief with the selection of 4000 Special Agents nationwide. I’ve

received numerous awards for “Innovator of the Year”, “Employee of the Year” and

Outstanding Performance.

Spearheaded and implemented multiple high visibility and successful HR initiatives including:

Working as lead HR Coordinator in Saint Louis Public School. Helped establish the Office of

Innovative Studies which served as a Center of Excellence under the direction of the Associate

Superintendent. Provided HR expertise on policies to retain and reward highly effective teachers

and administrators. Three years of data driven analysis and recommendations helped the district

regain provisional accreditation. SLPS received provisional accreditation and the

Office of Innovative studies was recognized nationally for their new

performance model.

Strong foundation in HR service delivery. Extremely customer focused. With over 10 years of HR

and managerial experience, able to offer cross functional skills, specific to the unique needs of

any industry. Quickly acclimate and recommend various HR structures to incorporate change in

company objectives due to mergers and acquisitions, downsizing, reduction in force and vendor

management.

Recent academic achievements: Completed SHRM PHR/SPHR Learning System and received

Certificate of Achievement November 2014.

Recent academic achievements: Certified Global Supply Chain Logistics

Associate/Technician: “Strategic Human Resources Study of the Supply Chain Sector”

revealed there is a need to develop skill sets to cope with emerging technologies and a global

marketplace. Achieved the certification to better understand, attract and retain talent to better

service the Global Supply Chain as an HR Business Partner.

Hold an MBA in Human Resources Management and Organizational Development. Webster U.

Bachelors in Business Administration, Saint Louis University

Certified in Global Supply Chain Logistics, Manufacturing Skills Standards Association

Career & Achievement Summary

Actavis/Forest Global Pharmaceutical, Inc.

Human Resources Specialist/Coordinator July 2014 present

Hired to provide HR support and assist with the downsizing effort as a result of the M & A of

Actavis/Forest Pharmaceuticals. Administrative work: tackled the mail merge process and

successfully produced 1000 separation agreements in the first 100 days of integration, reported,

audited and reconciled data, making sure bonus calculations and severance calculation were

correct. Special Assignment: Working with member of Boston Consulting Group as part of the

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$25 billion M & A downsizing team. Determined if the plant closing will trigger protections and

early notification requirements of either the federal WARN Act or accompanying state legislation.

Coordinated the administration of the Workers Compensation Program. Claims monitoring and

administration, report generation, communication with employees and insurance adjusters.

Compliance with OSHA standards and policies and reconciled loss run reports.

Edward Jones

Human Resources Benefits Specialist (1month contract October – November 2013

worked to support 2014 open enrollment of Medical, Dental, and Vision insurance for 30,000

associates of the company;

Analyzed new legislation entitled “The Patient Protection and Affordable Care Act. “ Responded

to employee benefit inquiries and provided latest information on changes under the Affordable

Care Act such as maximum contributions to health savings accounts, limited flexible spending

accounts, insuring children up to the age of 26, spousal surcharges and purchasing insurance

through the federal exchange effective October 1, 2013;

Assisting employees with preparation of biometric screening forms and navigating the health

fitness website;

Answering questions relating to STD and LTD including rate calculations;

Saint Louis Public Schools (SLPS) St. Louis, MO

Human Resources Turnaround Coordinator 2008 2013

Challenges: Recruited to create HR infrastructure and stand up turnaround office in the largest school

district in St. Louis. Provide support to 25,000 students of the lowest performing schools in the district

operating with an 11 million dollar, 3 year school improvement grant. The greatest challenge was the high

teacher and administrator turnover and the lack of a formal performance management branch within the

HR Office to terminate and reward high performing teachers and administrators.

Actions: Served in the role of “Change Leader” and HR analyst for the office by

supporting

and facilitating HR strategies that support change efforts throughout the district;

Introduced the concept of Performance Management to the District for the purpose of

monitoring performance to achieve desired results. Collaborated with Local 420 to

search for performance models that would compensate and retain highly effective

employees to increase effectiveness of SLPS’s teachers and administrators.

Results: Reduced staff Turnover by 20% and oversaw and participated in monthly

training program design to build teams and staff development. After 18 months the

district received provisional accreditation.

Other SLPS HR Management responsibilities

Supervised and monitored the administrative work and activities of building staff

in 22 schools.

Developed employment policies, processes, and practices and recommended

changes to executive team. Policies reduced the abuse of PTO taken days on

Monday and Fridays.

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Met with team leaders and supervisors to resolve grievances.

Conducted new employee orientation to foster positive attitude toward company

objectives.

Maintained records and compiled status data to identify and determine causes of

systematic problems.

Analyzed statistical data and reports to identify and determine causes of

personnel problems. Planned directed and coordinated the quarterly attendance

reports.

Analyze training needs to develop new programs or to modify and improve

existing programs.

Internal Revenue Service (Career Progression)

Labor Employee Relations Generalist/Specialist 2000 2005

Oversaw and managed a caseload of roughly 30 open cases a month ER and LR issues;

Provided guidance to managers on attendance and leave, employee assistance, discipline and

adverse actions, performance management, and tax compliance;

Partnered with the National Treasury Employees Union on administering the NORD IV collective

bargaining agreement;

Provided union and non union departments with day to day advice and support on recent HR

ruling and cases;

Collaborated with all levels of management to ensure the HR policy compliance.

Selected as the team lead to counsel orient and train new specialist and supervisors on how to

interpret an administer HR policies and procedures.

Strong project skills utilized to manage my case load which consisted of IRS employees on the

west coast: Washington, Nevada, Arizona, Idaho Utah and Montana. Managed multiple

programs and projects;

Selected as program Coordinator for the Nation Wide Background Clearance and Suitability

Program;

Developed HR policies for new special agents involving debt issues, DWI and weapon charges.

Internal Revenue Service

HR Graduate Intern Shared Services 1999 2000

Selected as HR Management Intern after completion of MBA with and emphasis in Human

Resources Management and Organizational Development;

Selected as HR Management Intern ranked #1 in a pool of 100 applicants;

Trained in laws affecting HR such as ADA, ADEA, HIPPA, FLSA, Title VII of Civil Rights act;

FMLA; FFLA: 5 CFR the WARN Act etc;

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