Leadership and Management Masters of Arts **** Webster University

Human Resources Masters of Business Administration 2009 Strayer University

Technology and Human Resources Development Bachelor of Science 2003 Clemson University

SHRM Essentials of Human Resource Management Certificate 2013 Greenville Tech

SHRM Human Resources Generalist Certificate 2013 Greenville Tech

Extensive background in Human Resources affairs, including experience in employee relations, recruitment and retention, staff development, mediation, conflict resolution, benefits and compensation, HR records management, HR policies development and legal compliance.

HR Department Startup

EEOC Employment Law

HR Policies & Procedures

Staff Recruitment & Retention

Employee Relations

HR Program/Project Management

On-Site Supervisor

Human Resource Generalist

Orientation & On-Boarding

Training & Development

Organizational Development

Project Management

Advicare Health Human Resources Generalist January, 2015 – Present

Employee Relations

•Employee Investigations, serving as the mediator when issues arise, ensuring that issues are addressed and properly documented, and conducting investigations with support as needed.

•Management of employee performance issues, which may include assisting managers in preparing and documenting Performance Improvement Plans (PIPs), as well as ensuring processes are followed in managing the PIP.

•Manage the disciplinary process, including associate discharge.

•Built, design, and implemented an Employee Evaluation and Progression Plan

•Coordinate and prepare various correspondences, record keeping, and file maintenance, etc.

•Maintain various spreadsheets/databases and create reports, to support, but not limited to, FMLA, Work Compensation and Short Term Disability tracking.

•Explain and lead open enrollment of company benefit plans

Recruiting

•Work as a skilled Senior Recruiter to develop recruiting strategies designed to identify qualified candidates through various recruiting tools

•Evaluate candidates’ strengths compared with hiring managers’ requirements by evaluating, screening, and interviewing the candidate.

•Negotiate compensation and other terms and conditions of employment with candidates, and gain commitment from candidates for job requirements.

•Primary facilitator for New Employee Orientation

•Complete necessary pre-employment processes including reference checks and background/drug tests.

•Sound understanding and adoption of applicable laws and regulations as it relates to all aspects of HR and Staffing.

•Participate in temporary employee company contract negotiations and execution.

Policies and Procedures

•Assist in coordinating and rolling-out various Corporate and Business Unit initiatives, policies and practices.

•Respond to all member concerns regarding policies, practices, and general Business decisions.

•Ensure compliance with internal policies and procedures at all levels.

•Ensure that all weekly and biweekly payroll cycles are completed timely and accurately.

•Champion of the organizations with all employees

•Proactively manages legal risk; ensures managers and employee compliance with company policies and procedures, and governmental regulations

Charter Communication Human Resources Generalist / Recruiter December, 2012 – September, 2014

Contract Assignment thru Marketplace Staffing

Travel 30 to 40 % to provide Human Resources support to Field Operations located in SC, NC, and VA.

Responsible for developing Recruitment Strategies for local Key Market Area (KMA) across CARVA to make sure we are successful in hiring the most qualified candidates. Ensure standard hiring and compliance practices while providing an efficient flow of communication between the candidate and hiring manager to make for a great candidate experience.

Direct recruitment efforts for 20+open positions at a time with a concentration on 40 day time to fill completed in 30 days.

Hired over 200 Broadband Technicians

Resolve employee relation issues ranging from the coordination of consistent progressive counseling, involvement in investigations, and overseeing and conducting terminations.

Conduct new hire orientation and train new hires on organizational policies and procedures.

Consult with supervisors, managers, and directors to analyze people needs of the organization and develop strategies to meet those needs.

Manage the recruitment functions in a multi-state setting, which include job posting, networking, phone screen, pre-employment testing, interviewing, applicant tracking, job fairs, record drug tests and criminal background checks, and preparation of offer letters through Taleo.

Responsible for promoting Equal Opportunity Employment by analyzing results of outreach efforts and making necessary modifications based on results. Develop Affirmative Action Plan to recruit women and minorities in underutilized areas in efforts to assist with meeting our Placement Goals.

Maintain accurate and up-to-date recruitment files in compliance with FCC.

Provide adequate staffing throughout the KMA by developing advertising campaigns, identifying and establishing rapport with referral sources, and attending job fairs.

Participated in Corrective Action Training

Created / Revised New Hire Checklist / Questions

Assure Company’s polices are administered fairly and consistently throughout the region in addition to effectively communicating and executing necessary changes to policies and procedures.

Administer the new hire on boarding process in addition to contributing to reducing employee turnover by implementing an effective orientation and new hire welcome program

Aerotek Onsite /Assistant Manager at Draexlmaier Automotive America January, 2012 – December, 2012

Contract Assignment thru Aerotek

High Volume Full-Cycle Recruiting

o200 plus warm and cold calls weekly

o30 plus one-on-one interviews weekly

oAdd 10 candidates weekly to pipeline

oPositions Filled: Engineers, Production Managers, Safety Managers, Supervisors, Quality Technicians, IT Engineers, and Production Workers

Assist On-Premise Manager with maintaining and managing 200+ contractor work force according to the client specific Progressive Discipline Program as outlined in the Aerotek at Client Employee Handbook.

Interfacing with members of the senior leadership team on site, management, clients and members of the community during career fairs.

With the support of the On-Site Manager, this position was responsible for developing effective recruiting strategies for multiple departments and business lines while on-site.

Position was highly visible that required the ability to develop and maintain positive working relationships with client

Responsible for full cycle recruiting including: research, requisition management, sourcing, cold calling, offer negations and closing.

Regular communication with hiring managers to discuss candidates and drive the recruitment process.

Regular communication with potential candidates and passive candidates in order to build a pipeline of top talent.

Responsible for changing recruitment directions and priorities proactively based upon changing business-critical needs

Supports the College/University recruiting team and also supports professional job fairs.

Supports the On-site Manager and HR Team on various projects.

Maintains all recruiting data and reporting metrics.

Maintained time clock and time cards for accuracy

Created bi-weekly/weekly payroll reports

Leaded team member relations issues

Processed worker’s compensation claims and FMLA administration

Twigs Delivery Driver April, 2011 – Present

TRS / Fluor Human Resource Specialist January, 2010 – December, 2011

Contract Assignment thru TRS Staffing

Completed international recruiting trips; recruited Metal Worker Journeymen, Logistics Coordinators, Materials Control Managers, Food Services Workers, Electrician Journeymen, Electrical Engineers Power Generation Journeymen, IT Engineers, Maintenance Mechanics, Quality Technicians, Heavy Fuels Truck Drivers, and HVAC Journeymen.

Completed a 60-day short term assignment in Afghanistan while working with Human Resources and Security teams at different Forward Operating Bases (FOB).

Develop relationships with professional recruitment agencies, all levels of internal management, and employees

Utilize applicant tracking system to identify and track candidates

Assess candidates’ abilities and expectations; conduct interviews as requested by hiring manager and provide assessments to optimize quality of hire

Partner with hiring manager to advise on compensation and compile offer packages; negotiate offers with candidate, and expedite on-boarding

Process pre-employment screening

Assure company policies are administered fairly and consistently throughout the area of responsibility

Effectively communicate and execute necessary changes to policies and procedures

Perform advanced employee relations functions including support and counseling regarding personnel and job related conflicts, problem solving and dispute resolution, managing employee performance issues, review and assessment of termination requests; conduct exit interviews

Conduct complex/sensitive employee related investigations

Handle workers compensation, first report of injury database and safety regulations process

Conduct open enrollment and other benefits related programs as needed.

Conduct employee and supervisor training including benefits, policies and procedures and prevention of harassment and discrimination

Ensure timely and accurate entries to the HRIS data base

Ensure timely and accurate payroll entry for designated client group

Perform audit and compliance functions as requested (audit reports verification, commission reports, payroll)

Maintain employee records in compliance with state and federal requirements

Assist in the management and execution of bonus plans, merit processes, and routine/special request reports

Assist in the annual budget planning process

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