Human Resources Resource

La Nise V. Hagan

**** ******** ***** ***, ***********, SC 29301 • ********@******.*** • 864-***-****

Human Resources Executive

Core competencies include: Change Management, Long-Range Strategic Planning, Recruitment/Staffing, Training & Development, Employee Relations, Leadership Development, Performance Management, and Union Avoidance

Accomplishments:

Led the implementation of The Blood Connection’s Affirmative Action Plan and currently oversees the plan development, modification, implementation, and reporting requirements; responsible for conducting annual management updates; and, identifies/analyzes TBC’s selection process in order to further the principles of equal employment opportunity.

Created new compensation structure and revised outdated job banding using Towers Watson Compensation Survey reports

Designed competency-based interview guides for hiring managers and conducted training for leaders on sourcing, screening and behavioral based interviewing

Enriched employee benefit offerings for 2016 by adding voluntary Vision, inexpensive Group Life Insurance options for employee/spouse/children and richer, more affordable short-term disability coverage

Enhanced TBC’s wellness initiative by creating an employee-led Wellness Committee, added additional appointment hours for on-site Nurse Practitioner and launched HumanaVitality – a program that rewards employees for staying active and maintaining a healthy lifestyle

Developed HR organizational & administrative policies objectives for Board consideration & completely restructured broken HR processes and composed a compliant, updated and Employee Handbook for the Care Centers of Nassau

Recruited, trained, and motivated a tireless group of 60 volunteers and fostered team culture at Piquancy

Reduced projected year-to-date turnover from 78.7% to a goal of 68% in 2010 at Target Corporation & from 77.7% to 48.7% in 2011 at Care Centers of Nassau

Professional Experience

The Blood Connection, Piedmont, SC

Director of Human Resources April 2015 – Present

Perform staff recruiting including preparation of employment advertisements and announcements, screening candidates, and presenting qualified candidates to the hiring managers.

Interviews: write questions and prepare materials, schedule the panel, and participate in the interviews and ratings.

Process new hires and terminated staff including carrying out orientation meetings and exit interviews

Monitor and process all requests for leaves of absence, obtain required documentation and track progress of leave, return to work approvals, etc.

Annual review of options for competitive benefits including medical, dental, vision, life insurance and 401(k) plans.

Oversee the administration of employee benefits package including orientation, open enrollment process, etc. Maintain current benefit files and reconcile monthly invoices.

Oversee current good manufacturing practices (cGMPs) and the effectiveness and efficiency of the departments reporting to this position.

Perform a wage survey on a regular basis with other community agencies; present it to the CEO and the Board of Directors.

Support blood center staff on issues of employment law; conduct research on personnel issues.

Regularly review personnel policy manual to ensure compliance with labor laws and best practices. Rewrite / update policies with the collaboration of the CEO, the Board of Directors and / or legal consultants.

Annually review job descriptions to ensure accuracy, the needs of the organization, and compliance with labor laws and safety.

Obtain or design and present trainings during pre-service and other times as needed. Ensure that all supervisors receive sexual harassment training bi-annually and that all staff receives FDA-regulated training annually.

CareerBuilder, LLC, Norcross, Georgia

Human Resources Consultant October 2013 – March 2015

Work closely with internal client groups on employee performance management, quarterly & annual performance assessments, and coaching managers on the development and performance improvement process for employees

Gather and analyze employee engagement data through means such as the annual engagement survey results, informal discussions, feedback from employee exit interviews, attending departmental team meetings, and other creative methods in order to understand the current pulse and best identify opportunities for continued development

Responsible for facilitating select courses in our management development series on rotation, conducting New Hire Orientation bi-monthly and other training courses, as needed

Partner with our legal team to stay current on legal trends, and share this knowledge with team members and leaders that you work with as needed. Make decisions and provide advice while incorporating the necessary legal considerations.

Work with leaders to develop initiatives, which drive the best results, and ensure the culture is remains in step with our core company values by continually assessing employee engagement

Guide managers through compensation inquiries for their business units. Provide compensation benchmarking data (both internal and external), give recommendations and feedback to leaders developing comp guidelines, and assist managers in determining pay changes for internal employees and new employees joining the company

Partner with the Benefits team to promote the company’s robust benefit offerings, including but not limited to Medical, Dental and Vision programs, Paid-time off, Leave programs, 401(k), wellness initiatives, and more. Educate employees on what’s available to them in order to achieve the best utilization based on the employee’s needs

Partner with the Corporate Recruiting team and hiring managers as needed to assist in the talent acquisition process. Provide guidance to hiring managers for questions related to the on-boarding of new employees

Work collaboratively with our HR Systems team to ensure accuracy of employee data, processing of organizational changes, workflow process, and reporting

Mission Health System - The McDowell Hospital, Marion, North Carolina

Director of Human Resources July 2012 – April 2013

Responsible for directing and coordinating the strategic initiatives and operational policy and procedures for human resource departments: employee wellness, staff health, disease management, and the entire HR function for a 450 employee, 65 bed acute care hospital

Represents the hospital in all matters concerning employment law and claims of discrimination including Title VII, EEOC compliance, ADA, FSLA, Wage and Hour, Unemployment and Workers Compensation in order to minimize exposure and legal costs and to promote consistency throughout the facility

Serve as representative of Senior Leadership at quarterly Quality Council meetings and review safety/security programs and practices to evaluate effectiveness and recommend process improvements

Develop and maintain a human resources budget in Oracle by assessing the hospital’s needs related to hiring, training and retention of employees, benefits and the strategic planning of available financial resources to meet annual organizational goals

Utilize current knowledge of industry trends and employment legislation to insure company's compliance with state and federal laws and regulations, Joint Commission, OIG, and board policies

Develop training programs for managers and other staff regarding collaborative decision making and problem resolution principles and techniques; Coach executives and management on employee relations, performance management, and effective team building

Coordination, vendor selection and administration of employee satisfaction survey in conjunction with the development and implementation of action plans in response to results from the employee satisfaction survey

Care Centers of Nassau, Fernandina Beach, Florida

Director of Human Resources May 2011 – June 2012

Plan, organize, coordinate and direct the unionized ICF/MR’s multi-site (7 total) human resources and employee relations programs and services; develop, implement and document policies and procedures to effectively manage personnel; Maintained HR compliance standards for Joint Commission, AHCA & DCF

Designed and implemented a monthly Employee Newsletter, Employee of the Month program, Brown Bag Lunches and Dinner Dialogues to enhance communication, foster change and a recognition culture

Investigate or administer the investigation and resolution of complaints of harassment from employees based upon ethnic identification, religion, age, sex, or disability, including sexual harassment

Coordinate and direct meetings with legal counsel, risk management and other applicable parties in order to respond to and manage incident reporting, grievances and official complaints.

Serve as the Chief Negotiator in collective bargaining agreements, union negotiations and labor relations issues

Create and lead the initiative to drive a union avoidance strategy for non-union positions within the organization

Direct the contracting and administration of employee benefit programs that includes medical, dental, vision, life plans, and 403(b) investment accounts for eligible personnel; evaluate and recommend plan modifications

Plan, develop and administer the comprehensive HR annual operating expense budget with advanced proficiency of Microsoft Word, Excel & PowerPoint

Target Corporation, Greenville, South Carolina

Human Resources, Executive Team Leader August 2010 – May 2011

Responsible for all human resource activities including employment, compensation, labor relations, benefits, and training & development for approximately 208 employees

Facilitate the store’s entire recruitment process by posting available positions, procuring and screening candidate applications, interviewing candidates, extending formal offers of employment, and conducting new employee orientation; coordinate training within departments to ensure timely completion of learning plans & certifications

Spearhead coaching and corrective action policies and procedures, process terminations, conduct exit interviews, and annual performance evaluations; manage direct reports

Utilize and evaluate HR metrics weekly for strategic planning to increase productivity and employee satisfaction

Support the communication and administration of the employee benefit plans, including plan changes, employee enrollment, status changes, and employee benefits grievances

Forecast payroll hours weekly and create a schedule for all store team members using MAX forecasting and scheduling system, problem solve inaccurate payroll timesheet reports, and manage payroll voucher accounts

Complete assessments of the human resource information systems through evaluating annual reports

Ensure compliance to relevant legislation and state & federal regulations such as FMLA, HIPAA, ADA and EEOC

Education

Florida State University, Tallahassee, Florida

B.S., Sociology, 2010

Minor in Business Administration/Finance (60 semester hours completed)

Accepted into Honors Program

Limestone College, Gaffney, South Carolina

M.B.A., Masters in Business Administration, Expected 2017

Affiliations

Society of Human Resource Management

Greenville Society of Human Resource Management

United Way – Palmetto Society Member

Spartanburg Chamber of Commerce

American Society for Training & Development

2015 Athena Women’s Leadership Conference Attendee

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