Human Resource Customer Service

APRIL L. KARPER

**** ******** ** ******** ** ****0 661-***-**** a acr54g@r.postjobfree.com

Human Resource Professional o ffering a 15-year HR career distinguished by commended performance and proven results.

Extensive background in HR Management i ncludingt alent acquisition, s trategic planning and development, budget administration, benefits and compensation, risk management, HR policies and legal compliance. Self-driven HR Manager w ith p ositive results in win-win situations r egarding mediations, conflict-resolution and progressive tools.

Expertise i n Warehouse/Distribution Center, Aerospace/Engineering, Manufacturing, Public Sector, Healthcare and Call Centers.

HUMAN RESOURCE SKILLS

Employment Law

FMLA/ADA/EEO

Risk Management

Worker’s Compensation

Safety Programs

Investigations

Metric & Analytical Reporting

Talent Acquisition & Succession Planning

Employee Relations & People Champion

Benefits Administration

Payroll Administration

HR Program/Project Management

HRIS &ATS Technologies

MS Office

Orientation & On-Boarding

Training & Presentations

Performance/Reward Management

Organizational Development

HR Policies & Procedures

Compliance & Audits

Multi-Site Locations

PROFESSIONAL EXPERIENCE

PALMDALE REGIONAL MEDICAL CENTER 2014- 2015

SR. HR GENERALIST/RECRUITER

● Provide a high level of customer service in consulting with and guiding hiring managers in comprehensive recruitment and staffing issues, policies, and process.

● Establish, cultivate, and maintain ongoing relationships with hiring managers in order to understand the business unit and its recruitment needs within the context of their mission; develop and maintain a strong rapport with key leaders in the department; attend departmental staff and other meetings as requested to acquire substantial knowledge about the department's business objectives, goals, operations and work culture. Set expectations

(develop roles and responsibilities).

● Provide counsel and expertise in all areas of recruitment and staffing (e.g., search firms, and advertising.) Develop recruitment plan based on department needs that clearly define and commit to service and performance criteria; develop and review diversity plan with focused recruitment strategies; influence strategic staffing decisions such as succession planning, training, and career development.

● Execute recruitment plan by aggressively recruiting for well-qualified candidates from a variety of sources, managing selection process to include interviewing, assessing candidates, screening, and recommending finalists, and filling the staffing needs within the defined service and performance criteria.

● Provide consultation on a variety of human resource issues and work closely with all areas to facilitate effective Human Resource relationships; conduct Hospital Wide Orientation and On-Boarding, Benefits, Compensation, and Payroll; provide benefits information to hiring managers and candidates; train departmental hiring managers on recruitment processes, interviewing techniques.

● Promote PRMC at a variety of recruitment functions such as job fairs, university and college career days, and career events targeted for special populations.

● Collect and analyze data on demographics and hiring activity for use in designing recruitment plans.

● Track data in HRIS & ATS systems

APRIL KARPER Phone: 661-***-**** ■ P age 2

HR/TALENT AQUISITION CONSULTANT 2012-2014 (PROJECT BASED)

● Human Resource/Talent Acquisition Consultant supported the process to provide business essential, cost effective, charge-back services to associates and business units for affiliated companies.

● Led recruiting efforts as required for companies. Sourced, interviewed and selected candidates.

● Assisted companies in achieving their business plans with their associates

● Led HR projects in support of company initiatives and the business program such as: o 19 and EEO-1 Compliance Audits

o Employee Handbook Development

o Job Description Development

o Full Cycle Recruitment

o Advised on Employee related matters

ADVANCED CLUTCH TECHNOLOGY 2012- 2013

HUMAN RESOURCE MANAGER

● Advised all level of managers on employee related matters and legal compliance.

● Managed performance management system, disciplinary actions, safety and reward programs.

● Revamped Company Handbook, related policies and job descriptions.

● Conducted salary review for exempt & non-exempt positions to ensure Company remained competitive within market.

● Administered health & benefit program.

● Administer payroll in Compupay system.

● Maintain records and complied analytical reports concerning personnel-related data such as hires, transfers, payroll, performance appraisals and employee benefits.

● Led the recruiting efforts as it pertains to interviewing, selection and on-boarding.

● Worked closely with the hiring Manager and HR Administration to maintain requisitions, job postings, and New Hire Spreadsheet and hiring databases.

● Generated routine HR reports and completed projects as required.

● Conducted pre-employment activities. Coordinated and administered all pre-employment background tests and drug screens. Ensured that background checks are processed timely; following up with applicants as needed for additional information.

● Prepared offer letters and collected necessary employment documents from new associates ensuring compliance with employment laws and company requirements.

● Facilitated all new hire orientation and annual enrollment meetings.

● Prepared weekly, monthly, and as needed HR statistical reports to management.

● Maintained data of new hires, open enrollment and status changes. ROSAMOND COMMUNITY SERVICES DISTRICT 2007-2011

HUMAN RESOURCE MANAGER

APRIL KARPER Phone: 661-***-**** ■ P age 3

Managed a $3.2 million dollar HR budget that consisted of salaries, employee benefits, training anddevelopment, employee rewards programs and Board of Directors compensation.

Monthly presentation to Board of Directors during Board meetings to advise on HR matters; weekly presentations to Board Committee members on Policy and Personnel related planning strategies.

Served as a change agent by creating, leading and sponsoring programs that encouraged flexibility, productivity and efficiency across the organization. Built collaborative, trusting and credible relationships throughout the organization.

Provides and develops common systems and metrics to track and measure results. Performs analysis and makes recommendations on courses of action. Assists in the implementation of business process and/or technology solutions and analyzing current process flows making suggestions for lean process improvements and implementing changes accordingly.

Interacted with all levels of employees on a daily basis to provide information, troubleshoot issues, and clarify policies.

Introduced company’s first formal performance review program, creating a flexible andwell-received tool thatwas later adopted company-wide. Assist managers in addressing performance issues, provides guidance on effective coaching and counseling. When necessary, work with managers to outline appropriate counseling and disciplinary steps tohelp employees be successful. Serve as a resource to employees and leaders in facilitating the resolutionof internal issues and conflicts.

Co-developed, with legal firm, company’s first-ever standardized disciplinary procedures and tracking system that insulated company from legal risk and ensured consistent and fair discipline processes.

Conducted investigations for worker’s compensation, sexual harassment, disciplinary issues and all other employee relations related; advised results to proper management and employees according to company policy

Developed safety drug and alcohol program; instituted program with employees and conducted first random drug and alcohol screening program for safety-sensitive positions.

Risk Management advisor; brought workers’ compensation program into full compliance. Instituted preferred providers list and trained managers and associates on procedures to follow in case of injury.

Manage leave-of-absence, COBRA programs and personnel records; administer benefits enrollment and programs.

Comply with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions. TROLL SYSTEMS 2006-2007

HUMAN RESOURCE MANAGER/CORPORATE RECRUITER

● Devised creative and cost-effective incentive andmorale-boosting programs (including special events and an awards structure) that increased employee satisfaction and productivity.

● Reduced reliance on employment agencies and brought all of formerly outsourced recruiting functions in-house.

● Implemented best practices in the recruitment of “A" players and the on-boarding process. Developed competency based job descriptions and recruitment process. Partnered with management to develop and execute plans that optimize talent, structure, process and culture.

● Aligned a comprehensive Human Resources plan that included Troll Systems, HR strategy, goals, action items, staffing, timelines and associated budget. Analyzes programs to determine effectiveness and to ensure compliance with employment law and company policies

● Handled all employee relations investigations and outcomes according to company policies

● Brought workers’ compensation program into full compliance. Instituted preferred providers list and trained managers and associates on procedures to follow in case of injury.

● Manage leave-of-absence, COBRA programs and personnel records; administer benefits enrollment and programs.

● Back-up for payroll processing through ADP software. COUNTRYWIDE 2004-2006

RECRUITER

● Applied recruiting efforts to fill a wide variety of positions including Customer Service and Collection work force and Professional and Management for multiple client groups.

● Targeted inactive applicants in ATS and cold calling into chosen companies to build awareness and interest in current and future roles and to network for applicants

● Identified potential candidates that matched company’s core values through a blend of employee referrals, internet, networking, and posting positions through a wide variety of job posting boards, business schools and creative marketing; stayed familiar with internal applicants’ resumes APRIL KARPER Phone: 661-***-**** ■ P age 4

● Made recommendations to Senior Management on which employees to move forward through the recruitment process; participated in second interview roundtables with Senior Management

● Made suggestions to HR Group and Senior Management about how to improve recruitment and retention

● Collaborated and network with other recruiters, ensuring recruitment metrics, trends, and techniques are consistently on the cutting edge.

EDUCATION & CERTIFICATIONS

AMERICAN INTERCONTINENTAL UNIVERSITY ONLINE

Associates of Arts (AA) in Human Resources, 2010

HR Designations:

PHR (Professional in Human Resources) 2009

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