Management Training
Resume:
Mark J. McDuffie, PHR, SHRM-CP
Tomball, TX 77377
Home: 281-***-****
Cell: 281-***-****
Summary: Experienced and certified HR professional in various HR functions at both the corporate office and field office levels
SUMMARY OF PROFESSIONAL EXPERIENCE
VERIZON WIRELESS, Houston, Texas
Established and maintained a good and trusting working relationship with multiple clients (20+ retail stores and three support groups) to effectively consult on all HR issues to ensure fairness and consistency in our region.
Consulted with clients on a wide variety of employee relations and HR issues. Collaborated with client groups to determine appropriate response to issues, including discipline and outcomes.
Investigated concerns brought to my attention by employees who brought forth concerns to ensure that these concerns were properly considered and resolved based on results of the investigation.
Analyzed turnover data and provide clients with updates and trends. Worked collaboratively with department managers to develop strategies to minimize turnover. Met or exceeded annualized turnover goals for my client groups.
Provided required HR training and/or requested training on a short-notice basis.
Interfaced with VZW Benefits to resolve benefits issues and interfaced with MetLife on Short-Term Disabilities/FMLA issues.
Responded to, coordinated and defended all TWC unemployment claims for my client groups. Accomplishment: decision favorable to company in 95% of all TWC claims worked.
Facilitated EEOC charge responses with Legal.
Investigated local employee issues and approved recommended disciplinary steps, including routing of termination requests to HR management for final approval.
Worked with annual performance appraisals and ratings systems with clients to ensure that annual employee performance ratings were fair and accurate and that the annual performance appraisal documents supported each employee’s annual rating.
Consulted with client groups on career pathing to help ensure that we had the bench strength to fill management positions internally.
Approved job postings, reviewed applicants’ resumes for fit and routed only the most qualified internal and external candidates, searched job boards like Monster for qualified applicants, conducted a final interview with all external candidates selected for a position salary offers for all internal and external openings, communicated offers to external candidates, submitted background check requests to our vendor and reviewed and approved / denied all completed background reports.
Consulted with client groups to participate in strategic planning and helped ensure that HR had a place at the table to help drive results and helped departments reach goals.
Provided specific HR training to new hires as well as ELI’s “Civil Treatment” series and other internal training programs on a regular and as-needed basis.
Created and maintained a monthly report on retail hires, terminations and updates on HR policies and procedures that impacted our retail stores. My retail PowerPoint presentation was used by myself and my peers in the region to present a united and consistent message to all retail DMs and store managers.
Acting HR Manager as needed.
Additional HR experience
Compensation Analyst I and II
Wrote and evaluated job descriptions using the Hay Evaluation System, calculated promotional increases, answered job surveys and helped in the annual salary budget planning and monthly merit increase processes.
Affirmative Action Analyst
Wrote the annual Affirmative Action Plans (AAP’s) for all company locations with 50 or more employees.
Mark McDuffie Page 2
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Investigated EEOC charges and drafted the response to each charge.
Also provided training to employees and / or supervisors on relevant EEO/sexual harassment topics.
Staffing Specialist
Worked with all areas at to fill internal positions, with the exception of officer-level positions.
Researched internal database to surface qualified internal candidates and sourced qualified external candidates through negotiations with recruiting firms to minimize fees charged to GSU for an external hire.
Managed the College Co-Op Student program, working with departments to forecast the need for co-op help and also worked with the area colleges that we drew from to find, attract and retain qualified co-op students. The goal in this program was to expose these students to the various engineering functions (and also give them exposure to company managers) in power generation and power distribution so that these students would be a knowledgeable and viable source for our entry-level engineering positions.
Benefits Specialist
Worked in all phases of corporate benefits program design and management, including medical, dental, prescription drugs, savings, etc.
Responsible for planning and development, implementation and cost control of these corporate employee benefits.
Worked with outside benefits consultants in the design and management of these programs.
Inherited the local pharmacy-provider drug program in its infancy and worked with local member pharmacies to design and implement the rollout of this program, as well as the daily administration of this program.
Management Development Specialist
Helped prepare and deliver internal management development courses to supervisors and managers.
Assumed responsibility for the CBT (computer-based training program purchased from a vendor), developed the program’s roll-out to employees and managed the daily administration of these CBT courses, including grading the returned courses, tracking each employee’s progress in the series of 10 courses and working with the vendor to resolve technical issues. Selected by Entergy management (the company that bought GSU) to present a one-day change management course (“Change As UnUsual”) to GSU-legacy employees.
Total Quality Facilitator III
Retained as a result of the merger and went to work in the Total Quality (TQ) Department.
Taught classes to employees on Entergy’s process improvement tools and how to effectively use them to improve existing processes.
Also consulted with my client groups on selecting and using the appropriate TQ tools and techniques to improve their processes and procedures.
EDUCATION AND PROFESSIONAL CERTIFICATIONS
LSU:
MBA
BS-Management & Administration
HR Professional Certifications:
PHR, HR Certification Institute
SHRM-CP
Certified by ELI to teach “Civil Treatment for Leaders” and “Civil Treatment For Employees”
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