Human Resources Management

Kim Garrison

PO Box *****, Austin ***** • 512-***-**** • **********@*******.***

Professional Summary

A 25 year HR professional who is a dynamic leader, team player and motivator. Focused on improving productivity, increasing

efficiency and enhancing quality. Consistently exceeds goals for staffing and retention. Highly effective Recruiter who promotes

positive and productive environments. Remains calm and collected in high stress environments.

Skills

Employment laws and practices Training programs development

Society for Human Resource Management Recruitment/staffing

Extensive knowledge of FMLA New employee orientations

Pre-screening candidates Compensation and benefits

Workforce planning Termination procedures

Job fairs planning FMLA comprehension

Human resources policies In-depth knowledge of HR Compliance

Interviewing Knowledgeable in all HR Systems

Payroll administrator Professionals in Human Resources Association

Human resource laws expert Highly organized

Work History

Director of Customer Strategies 10/2014 to Current

American Heart Association –Austin, TX

Recruited and interviewed applicants for Customer Strategies Team.

Directed and managed to maximize positive customer experience for all Heart Walks.

Identified staff vacancies and recruited, interviewed and selected applicants.

Answered employee questions regarding Heart Walks and resolved any issues.

Served as a link between management and employees by handling questions, interpreting and administering contracts and

helping resolve work-related problems.

Defined strategy and business plan for Heart Walks for the Southwest Affiliate including 6 states.

Executed integrated advertising campaign across multiple media channels.

Implemented and evolved high-impact strategies to target new business opportunities and new markets.

Created the look and feel of the organization\'s online presence in social media forums.

Human Resources/Recruiter 06/2014 to 10/2014

American Heart Association –Austin, TX

Hired employees and initiated the new hire paperwork process.

Supported management in developing and implementing personnel policies and procedures.

Explained all of the human resources policies, procedures, laws, standards and regulations to each employee.

Developed and facilitated job recruitment fairs.

Organized new employee orientation schedules for all new hires.

Led the creation of recruiting plans for all open positions.

Developed salary proposals for new recruits.

Posted positions through approved recruitment channels.

Networked with industry contacts, association memberships and associates.

Pre-screened all resumes prior to sending them to corporate hiring managers for consideration.

Screened all applicants based on their qualifications and background.

Converted employee status from temporary to permanent.

Assisted the diversity recruiter in complying with all corporate policies.

Partnered with local organizations and universities for engagement and interest in jobs offered in their community.

Handled all immigration-related issues for each business unit.

Created and completed personnel action forms for all hires, terminations, title changes and terminations.

Tracked candidates and pushed for feedback on disqualifications, time-to-fill statistics and other variables.

Talent Attraction 09/2012 to 05/2014

AMERICAN CANCER SOCIETY –Austin, United States, Texas

Conduct reference or background checks on job applicants.

Conduct exit interviews and ensure that necessary employment termination paperwork is completed.

Confer with management to develop or implement personnel policies or procedures.

Contact job applicants to inform them of the status of their applications.

Develop or implement recruiting strategies to meet current or anticipated staffing needs.

Hire employees and process hiring-related paperwork.

Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions,

or promotion opportunities.

Interpret and explain human resources policies, procedures, laws, standards, or regulations.

Interview job applicants to obtain information on work history, training, education, or job skills.

Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as

the Americans with Disabilities Act (ADA).

Perform searches for qualified job candidates, using sources such as computer databases, networking, Internet

recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals.

Prepare or maintain employment records related to events such as hiring, termination, leaves, transfers, or promotions,

using human resources management system software.

Provide management with information or training related to interviewing, performance appraisals, counseling techniques,

or documentation of performance issues.

Review employment applications and job orders to match applicants with job requirements.

Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees.

Schedule or conduct new employee orientations.

Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.

Advise management on organizing, preparing, or implementing recruiting or retention programs.

Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs.

Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards,

recommending revisions, as needed.

Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management

or supervisory personnel.

Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and

administering disciplinary procedures.

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

Advise managers on organizational policy matters such as equal employment opportunity and exual harassment, and

recommend needed changes.

Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with

legal requirements.

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

Identify staff vacancies and recruit, interview and select applicants.

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

labor relations, and employee relations.

Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization.

Represent organization at personnel-related hearings and investigations.

Administer compensation, benefits and performance management systems, and safety and recreation programs.

Provide current and prospective employees with information about policies, job duties, working conditions, wages,

opportunities for promotion and employee benefits.

Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations

for improvement of organization\'s personnel policies and practices.

Prepare and follow budgets for personnel operations.

Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance

appraisals, and absenteeism rates.

Analyze training needs to design employee development, language training and health and safety programs.

Conduct exit interviews to identify reasons for employee termination.

Oversee the evaluation, classification and rating of occupations and job positions.

Prepare personnel forecast to project employment needs.

Allocate human resources, ensuring appropriate matches between personnel.

Develop, administer and evaluate applicant tests.

Provide terminated employees with outplacement or relocation assistance.

Assistant Vice President-Human Resources 02/1999 to 05/2012

FROST NATIONAL BANK –Austin, Texas

Develop or implement recruiting strategies to meet current or anticipated staffing needs.

Hire employees and process hiring-related paperwork.

Contact job applicants to inform them of the status of their applications.

Confer with management to develop or implement personnel policies or procedures.

Conduct reference or background checks on job applicants.

Analyze employment-related data and prepare required reports.

Conduct exit interviews and ensure that necessary employment termination paperwork is completed.

Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions,

or promotion opportunities.

Interpret and explain human resources policies, procedures, laws, standards, or regulations.

Interview job applicants to obtain information on work history, training, education, or job skills.

Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or

performance evaluation forms.

Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as

the Americans with Disabilities Act ADA).

Perform searches for qualified job candidates, using sources such as computer databases, networking, Internet

recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals.

Prepare or maintain employment records related to events such as hiring, termination, leaves, transfers, or promotions,

using human resources management system software.

Provide management with information or training related to interviewing, performance appraisals, counseling techniques,

or documentation of performance issues.

Review employment applications and job orders to match applicants with job requirements.

Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees.

Schedule or conduct new employee orientations.

Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.

Advise management on organizing, preparing, or implementing recruiting or retention programs.

Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs.

Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards,

recommending revisions, as needed.

Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and

designated licensing codes.

Education

Bachelors of Applied Sciences and Arts:

Dallas Baptist University - Dallas, Texas

GPA 3.79

Graduated with Honors

PHR State Certified -

Leland High School - San Jose, California

Certifications

SPHR and PHR State Certified

1995

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