Lisa Hing

*** *. ********* - ***** *** MI ***** / 248-***-**** / actkyr@r.postjobfree.com

HUMAN RESOURCES BUS I NESS PARTNER

GENERAL MOTORS, GRAND BLANC JANUARY 2016 TO PRESENT Strategic advisor to senior management within the Customer Care and After Sales organization. I NDEPENDENT HUMAN RESOURCES CONSULTANT

DETROIT WAYNE MENTAL HEALTH AUTHORITY, DETROIT MAY TO SEPTEMBER 2015 Improve the Human Resources Policies, Work Rules and Executive Benefits plan manual for the employees of the au- thority. Provided consultation, education, technical assistance and training on the new work rules, policy and manual. D I RECTOR OF HUMAN RESOURCES

MERIDIAN HEALTH PLAN, DETROIT 2012 TO MARCH 2015 Strategic development and execution of organization wide practices and policies around talent attraction, retention, and management in a multi-state, multi-business plan organization. Cultivate leaders within a staff of 22 direct reports and organization of 1,100 team mates. Key accomplishments include:

• Operate 15% below budget for all operating years

• Reduce staffing agency vendor spend $1.1 million from 2012 to 2014

• Successful negotiation of benefit renewal rate from proposed 9.6% to final agreement of 3.4% increase

• Transform Performance Improvement Process from 10% employee success rate to 70% employee success rate through effective employee action plans

• Achieve highest possible score for URAC accreditation in HR functional areas for 2014 audit year

• Develop and implement organization wide leadership enhancement initiatives for recent college graduates, team leads, departmental management, and director level staff

• Evaluation, selection, and implementation of HR technology employees to tools to support evolution of the or- ganization from to 1,100 employees

• Provide oversight and guidance for successful, timely payroll for direct employees and independent contractors in 6 states across the country

• Research and institute 60 day and annual Performance Review Process directly related to team mate productivi- ty and execution of organization’s core values

• Effectively operationalize satellite offices in New Hampshire and Iowa, include building management, facility poli- cies, and rapid staff selection

HUMAN RESOURCES MANAGER

MERIDIAN HEALTH PLAN, DETROIT 2008 TO 2012

Provide functional oversight of HR staff within a developing corporate department. Key accomplishments include:

• Render all employment hiring and termination decisions in partnership Director of HR

• Acting Chair of the Manager and Team Lead Meetings; facilitate communication as well as provide training and direction to all supervisory roles within the health plan

• Develop and conduct all supervisor training regarding interviewing, harassment and discrimination, conflict reso- lution, use of supervisor privileges within the company’s HR module

• Review, write and make recommendations for all job descriptions, staffing plans, employee evaluations, perfor- mance related issues and benefit programs

Objective Statement: To obtain a Human Resources leadership role that will allow me to use my acquired skills and knowledge.

• Responsible for developing, updating and maintaining HR policies and procedures as well as retaining knowl- edge about State and Federal employment laws in collaboration with the Legal department

• Responsible for all HR related reporting requirements (i.e. EEO annual file submission, OSHA reporting, etc.)

• Responsible for the company recruitment plan including but not limited to outreach efforts, advertising, career/ job fairs and developing relationships with Colleges and Universities

• Provide oversight to the company internship program

• Act as the company administrator for all FMLA related situations

• Submit information on behalf of the HR department for the Accreditation process, State Site Visits, Company Audits and RFP’s as needed.

HUMAN RESOURCES GENERAL I ST

MERIDIAN HEALTH PLAN, DETROIT 2007 – 2008

Perform all aspects of general Human Resource management as the first internal Human Resources employee for the organization. Establish the standard HR practices necessary in a highly complex and regulated business environment. Key accomplishments include:

• Oversee new hire weekly and quarterly orientation training programs

• Maintain the accuracy of information contained within the HR system and employee files by data entry, filing and ensuring that updates are entered timely and appropriately

• Create and modify all company job descriptions.

• Update all HR spreadsheets used regularly by the department, COO, CFO and Payroll/Benefits Processor.

• Attend meetings with each department within the company to present the changes and answer questions.

• Coordinate and analyze the annual benefit renewal. Supply the Director of HR with a summary of the review

• Review employee attendance records for possible errors. Ensure proper documentation is received for medical related absences, jury duty and bereavement

• Determine which employees are eligible for the perfect attendance award

• Responsible for the annual EEOC and OSHA reporting requirements. BENEF I TS SPEC I AL I ST AND BUS I NESS MANAGER

HUMAN CAPITAL, SOUTHFIELD 2004 – 2007

Operated as an on-site human resources and benefits administrator that enrolled employees into personal specific insur- ance plans best fitted for an individual’s particular needs. This included, but was not limited to, the enrollment of em- ployees into managed care plans, explanation of benefits to the enrollee, and also provided resolve to delicate situations concerning company discrepancies. Key accomplishments include:

• Reduced the administration department’s budget by 18% from 2005-2006

• Served as Co-Chair on the Philanthropy Committee designating $60,000 in 2005 towards charitable donations

• Project Manager for the company relocation in 2005

• Developed Best Practices Policies and Procedures Manual for the administration department

• Encouraged and promoted the inception of electronic billing

• Published new format for Employee Manuals. Created human resources out-of-the-office “value added bene- fits” program

• Resolved client unemployment claims

• Verified background check information for possible new hires

• Administer Flexible Spending Accounts on behalf of client companies Resume: Lisa M. Hing 2 Page

SK I LLS

Technical: Crisis Management, Con-

flict Resolution, Negotiation, URAC

Audit, Grant Writing, RFP Response

Applications : UltiPro, iCIMS, Paycor,

PeopleTrak, Darwin PEO, BCBS/BCN

Online Managed Care System, ADP

Total Source, GreenShades

EDUCAT I ON /MEMBERSH I P

Bachelor of Science in Business Adminis-

tration from the University of Detroit Mer-

cy, Detroit Michigan. (May 2012)

Member, Society for Human Resources

Management

AWARDS / CERT I F I CAT I ONS

40 Under 40

Crain’s Detroit Business, Class of 2013

Human Resources Generalist Certification,

Society of Human Resources Management

(2009)

Resume: Lisa M. Hing 3 Page

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