Human Resources Management

JENNIFER DIAZ, SPHR

***** * **** *** ****** City, MO 64154

816-***-**** *************@*******.***

* * * * *

SUMMARY OF QUALIFICATIONS

I am an experienced strategic and goal-oriented human resource leader looking for an organization where my strong track record of strategic planning, change management, process improvement, employee relations, fiscal management, and organizational development can be utilized. I am a versatile and well organized with extensive experience in executive/board relations, financial statements, total rewards compensation, employment law, policy development, and performance management. I am experienced in labor relations in union and non-union environments. I have the ability to quickly pick up software programs and utilize them to their fullest extent possible. I am a certified Senior Professional in Human Resources (SPHR) and a Notary Public. PROFESSIONAL EXPERIENCE

Boehringer Ingelheim Vetmedica – St. Joseph, MO March 2015 – Current Human Resources Business Partner

Serve as the HRBP for Quality, Site Services, Bioprocess Science, Business Process Excellence, and 3rd Party Manufacturing.

Establish and manage a complex network of key stakeholder relationships with business leaders to influence and drive strategic human resources initiatives that support/accelerate business goals.

Execute Talent Management Process including workforce planning and strategic human capital planning, succession planning, and development planning within client group.

Drive business leaders to focus on increasing top talent and differentiate development of employees.

Function as an internal consultant to leaders in achieving business goals.

Advise and guide management on organizational effectiveness, especially the alignment of processes, systems, and people to accelerate results.

Lead change by continually assessing the environment determining when change is needed, and partner with business leaders on planning, implementing, and implementing in the most efficient manner, which includes communicating necessary changes and involving employees.

Drive performance consulting; including ensuring expectations align with business strategy, aligning and differentiating ratings and compensation across the client group.

Collaborate with business leader to create & execute Diversity, Inclusion & Engagement strategy.

Champions the culture.

Lead innovative strategies for talent acquisition within respective client groups.

Establish strategy, select for Strategic Wealth Creating/Critical positions, and ensure diverse representation in candidate pools.

2 P a g e

Manage other HR functions as required: liaise with SR. AD, Labor Relations, and HR, centralized.

Employee Relations department, support OD learning strategy within client group, partner with Compensation Management.

First Student – Overland Park, KS December 2014-March 2015 Regional Human Resources Manager

Manage labor relations and employee relations for 53 sites in 5 states for approximately 5,000 employees.

Serve as a Business Partner to a Region Senior Vice President.

Serve as the HR Manager for an employee population of greater than 5000 employees.

Manage a broad spectrum of Employee Relations and Labor Relations issues.

Provides full support and direction to the operating locations throughout the region and the region management team for all HR related matters, and Labor Relations matters as assigned.

Protects interests of employees and the company in accordance with company HR policies and governmental laws and regulations.

Provides leadership and guidance to field operations in the areas of dispute resolution, labor contract administration, employee handbook, and policy compliance, leadership development, and wage/salary administration.

Conducts training programs.

Oversees implementation of corporate initiatives, monitors, and reports results.

Acts as recruiting coordinator in his/her area of responsibility and in conjunction with corporate recruiting.

Provides advice and counsel to managers, supervisors, and employees regarding HR policies and procedures.

Helps resolve employee issues and provides feedback to functional managers to ensure corrective action is taken.

Assists with grievance administration and contract negotiations in locations where a collective bargaining agreement is in effect.

Performs investigation and report development for hotline complaints, federal and state agency complaints, and internal or external audits.

Develops employee engagement and action planning to improve employee relations throughout the region.

Reviews staffing levels and applies recruiting strategies as needed.

Assists and makes recommendations in planning and development, employment, training, employee relations, labor relations, and compensation within the region. Pentair – Kansas City, KS March 2014 – December 2014 Human Resources Manager

Work closely with all Functional Leaders and Operations to create organizational capability through talent & leadership development, performance management, staffing, rewards, and employee relations. Align HR processes and programs with the strategic direction of the business unit. Leverage HR team to accomplish business objectives and implement culture change. 3 P a g e

Lead HR processes such as organizational development and effectiveness, performance management, Lean, staffing, training initiatives, career development, compensation, positive employee relations and HR policy and strategy development.

HR “champion” of business strategy and culture change – leads the transformation.

Build and maintain effective working relations with the leadership team and employees to advise both on employee-related and organizational matters.

Implement strategic HR initiatives to create a strong culture of leaders and high- performing teams.

Analyze employee relations issues and work with client leadership to identify and implement solutions.

Manage the day-to-day activities and timely follow-up of any Ethics Compliance Hotline activities.

Provides guidance and coaching to supervisors and employees on organizational capacity issues when requested or when needed to improve a department’s performance or relationships.

Participates in corporate and business unit HR leadership councils and teams to support the global human resources function.

Change Management - Demonstrated ability to lead major change initiatives across an organization.

Operational Excellence – Demonstrated success as a broad HR generalist with expertise to manage the function on a stand-alone basis or with limited supervision and direction.

Talent Management & Development – Proven background in the design and implementation of practices for leaders and managers to attract, develop, and retain the best available talent in the market.

Operation Breakthrough – Kansas City, MO February 2013 – March 2014 Director of Human Resources

Work as member of the key management staff to implement the company strategic plan, performance management, and performance metrics.

Manage day-to-day operations of the Human Resources Department including budget development and management, recruitment, hiring, disciplinary actions, and terminations, union negotiations, labor relations, and compliance.

Lead compliance with HIPPA, State and Federal Law, State Licensing, Head Start, EEO, AA, ADA, FMLA, and Workers Compensation.

Manage company insurance including benefits, workers compensation insurance, and 401K including compliance.

Identify candidates for succession planning and continuing education of employees to meet company objectives, retention strategy and employee goals.

Create RFP’s, compare and negotiate contracts, and manage general liability insurance and health insurance to ensure cost effective, value oriented benefits compensation for employees and the company.

Manage worker’s compensation claims and unemployment claims to reduce the company experience rating.

Oversee HRIS, candidate screening and interviews, candidate selection, employee orientation, onboarding, employee reviews, employee disciplinary action, random drug screening, exit interviews and unemployment claims. 4 P a g e

Revised, implemented, and managed the employee handbook, company policies, safety handbook and standard operating procedures/process development and office automation to stay competitive, reduce cost, and reduce/eliminate risk.

Negotiate Union contracts, participate in arbitration, and represent the company in matters of union grievances.

Fortis Contracting Services, LLC – Kansas City, MO August 2011 – February 2013 Human Resources Manager

Work as member of the key management staff to create and implement the company strategic plan, performance management, and performance metrics.

Manage day-to-day operations of the Human Resources Department including strategic planning, budget development, fiscal management, and employee relations.

Project management, research, trend analysis, and benchmarking.

Develop and manage the employee handbook, company policies, safety handbook and standard operating procedures/process development and office automation to stay competitive, reduce cost, and reduce/eliminate risk.

Maintain compliance with all federal and state human resource laws including EEOC, AA, ADA, FMLA, and Workers Compensation. Government contracting compliance. Oversee accounting including payroll, pay rates, 401K compliance, garnishments, health insurance, and taxes.

Identify candidates for succession planning and continuing education of employees to meet company objectives, retention strategy and employee goals.

Create RFP’s, compare and negotiate contracts, and manage general liability insurance and health insurance to ensure cost effective, value oriented benefits compensation for employees and the company.

Manage worker’s compensation claims and unemployment claims to reduce the company experience rating.

Oversee HRIS, candidate screening and interviews, candidate selection, employee orientation, onboarding, employee reviews, employee disciplinary action, random drug screening, exit interviews and unemployment claims. DCM Masonry Company, LLC - Kansas City, MO November 2008 - August 2011 Human Resources Manager

Manage the day-to-day operations of the company’s Human Resource Department including office management and fiscal management.

Developed and managed the employee handbook and company policies, safety handbook, and standard operating procedures.

Managed employee relations including candidate screening and interviews, candidate selection, employee orientation, employee reviews, needs assessments, employee disciplinary action, random drug screening, exit interviews, worker’s compensation claims, and unemployment claims.

Maintained compliance with all federal and state human resource laws including EEOC, AA, ADA, FMLA, and Workers Compensation. Oversee accounting including payroll, pay rates, garnishments, and taxes.

Created RFP’s, compared and negotiated contracts. 5 P a g e

Managed worker’s compensation claims and unemployment claims.

Manage union grievances.

Make-A-Wish Foundation of Missouri - Kansas City, MO January 2008 - November 2008 Kansas City Program Center Director

Served as the public representative of the Make-A-Wish Foundation in the Kansas City Program Center region. Primary responsibilities included public relations, fundraising including event management, the solicitation of major donors, corporate donors, grant organizations, and foundations. Managed the day-to-day operations of the Kansas City Program Center. Managed and evaluated staff.

Established a new Program Center in Kansas City and problem-solved remote access internet speed challenges by researching the issue and identifying the problem as the Internet Service Provider Plan. By recommending an upgrade that cost $15 per month, staff doubled its productivity, which equated to a savings of $3,200 a month. I also instituted caching the computers in order to allow increased speed while researching the issue and to give staff the ability to work seamlessly even when the remote server was unavailable.

Surpassed first year budgetary expectations by outperforming a deficit budget and not only being able to meet the organizations obligations but have funds to carry over for operations the next year and establish a minimal reserve.

Selected and managed volunteers including members of the Board of Directors and Event Chairpersons and Event Volunteers.

Kansas City Hispanic Contractors Association – Kansas City, MOFebruary 2003 - December 2007 Executive Director

Worked with the Board of Directors to create and manage a strategic plan. Managed the day-to- day operations of the organization including process development, process management, accounting oversight, solicitation of major donations, membership recruitment and services and event management.

Turned around a negative operating budget into an operating budget with reserves. Increased membership and sponsorship while significantly decreasing member dues and paid off all outstanding debts within a year.

Applied Measurement Professionals (AMP) – Olathe, KS November 1997 - February 2003 Association Manager/Meeting Manager

Directed the day-to-day operations of the National Association of EMS Physicians to further the mission and vision of the organization and executed the items outlined in the organization’s strategic plan including managing an annual operating budget of $1 million.

Developed a budget template for all grant applications that provided the maximum benefit to the organization, physician principal investigators and management organization. Managed $1.25 million in grants over five years.

Secured and managed record-breaking sponsorships, exhibit attendance, and member attendance consecutively at the organization’s annual meeting. Secured and managed

$400,000 in sponsorships.

6 P a g e

EDUCATION

Masters of Arts in Human Resources

University of St. Mary’s – Minneapolis, MN

Bachelor of Arts

University of Missouri – Columbia, MO

PROFESSIONAL AFFILIATIONS & VOLUNTEER AFFILIATIONS Society for Human Resource Management (SHRM)

Assistant Girl Scout Leader

SOFTWARE PROFICIENCY

Microsoft Office Programs including Word, PowerPoint, Excel, Publisher, Access, Outlook PeopleSoft, Learning Management System (LMS), Sharepoint Google Docs, Adobe, Kronos, Sage MAS90, Paylocity, VoiceThread, ChildPlus

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