Human Resource Manager

Kim L. Cushshon

***** ********* ***** * Florissant MO 63033

314-***-**** * **********@***.***

Human Resource Management

Employee Relations

Labor Relations

Core Competencies:

Organized

Team Player

Personable

Adaptable

Empathetic

Goal-Oriented

Leadership

Inspiring

Customer-Oriented

Education

Webster University University Missouri St. Louis

St. Louis, Mo. Human Resource Management

Bachelor of Arts Sociology/Psychology HR Certification

Training & Development

Microsoft Office Word, Excel, PowerPoint, Ceridian, Cyborg and ADP Payroll, DDI training (Interaction Skills for Success); St. Charles Community College - IM: Essentials; Coaching for Improvement; How to Develop Others; Becoming a Great Leader; Effective Communication; S.E.R.V.E. (the art of unselfish guest relations); and EEOC Employment Law Training.

Professional Work Experience

Casino Queen – East Saint Louis, IL October 2009 – April 2014

Employee Relations Manager

Counsel with managers and employees on performance, disciplinary action process from written to terminations

Interpret, implement changes, and administer policies and procedures

Work close with in-house counsel on union/labor relation grievances and complaints of harassment and discrimination

Ensure compliance with all local, state and federal employment laws

Review and update the policy and procedures within the organization

Interpret and administer three union contracts, handled all grievance hearings and communicate outcomes to executive management and the union

Liaison for management with the union representatives regarding union employee disciplines, grievance hearings terminations, three person board hearings and arbitration hearings issues for each of three unions union on-site

Handle Guaranteed Fair Treatment hearings and outcomes for non-union employees

Respond to all internal and external legal counsel request for employee information, position statements, depositions related to EEOC charges

Manage and handle all employee complaints of harassment, and conduct thorough investigations for review with the legal counsel before a final decision is made

Facilitate annual employee training for harassment and diversity in the workplace

Prepare the monthly employee count, turnover and EEO-1 reports for the executive management team

Conduct and participate in industry wage/salary surveys

Manage employee relations activities and yearly service awards celebrations

Managing editor of the monthly employee newsletter

Facilitate focus group meetings with employees and managers

Facilitate conflict resolution sessions with department managers and staff to resolve problems

Partner with Training Manager in developing training modules for management and staff

Responsible for HR Payroll processing

Interim HR Director in the absence of the HR Director

ADP Payroll self –service kiosk implementation

Casino Queen – East Saint Louis, IL January2009 – October2009

Contract Employee (Interim HR Director)

Managed the daily Human Resource functions

Supervised two HR Generalist, Training Manager and Benefits Manager

Recruitment and staffing

Counseled with management on the disciplinary action process

Interpreted and administered policies and procedures

Interpreted and administered union contracts, handle all grievance hearings and outcomes

Liaison for management to union representatives regarding union contract issues, grievance hearings, three person board hearings or arbitration hearings

Handled Guaranteed Fair Treatment hearings and outcomes for non-union employees

Handled all outside counsels request for employee information, position statements and EEOC charges

Updated, streamlined and implemented new Human Resource forms

Revised and implemented new hire orientation program, training and development for employees and management

Attended all executive staff meetings, reported on HR initiatives

Handled all employee complaints, conducted investigations, counseled and terminations

Prepared and reported the monthly employee count to the Controller

Conducted and participated in industry salary surveys

Verified and processed payroll for Human Resources staff

Managed all employee relations activities

MEMC Electronic Materials – St. Louis, MO October 2003 – February 2008

Sr. Employee Relations Representative

Managed and provided employee relations support to internal management team regarding attendance, break abuse, sexual harassment, performance and hostile work environment issues.

Interpreted and administered union contracts for maintenance and electrical members

Participated in union grievance hearings

Managed and investigated employee relation complaints, interview witnesses and compile information for a determination using policies and EEOC guidelines.

Provided consultative support to managers on human resource issues including terminations, FMLA, ADA, and EEO policies.

Facilitated all exit interviews.

Managed and assisted in the roll-out of new policies, updates/ revisions, and the implementation of human resource policy and procedure.

Facilitated, managed and developed the on-line PowerPoint presentation for sexual harassment and code of business conduct yearly and new hire orientation training for all employees.

Managed and facilitated quarterly supervisory leadership training and development programs for first line supervisors.

Facilitated, managed and administered employee disciplinary action guidelines regarding attendance and performance issues. And managed mandatory EAP referrals for last chance violators.

Managed and responded to all unemployment claims and appeals.

Handled all the plant recruitment and staffing needs and internal promotions.

Handled temporary plant staffing and verified weekly payment for A/P.

Managed all human resource issues for my assigned business unit, attended their team and coach meetings to provide human resource input as well as addressing their concerns.

Prepared salary offers and relocation packages for prospective new hires.

Managed all tuition reimbursement approvals and payments.

Worked closely with the Organizational Effectiveness group in developing internal and external training programs for employees.

Managed hourly pay for performance increases for all the operators that are in progression steps.

References upon Request

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