Management Human Resources
Resume:
Continued…
Emi ly W. Clarke, PHR, SHRM-CP
************@*****.***
Human Resources Management
Project Management Employee Relations Benefits Administration Motivated and energetic human resource professional offering over 8 years of experience in people leadership, employee relations, HR analytics, project management and benefits administration. Proven track record of success in managing processes, minimizing risk, and developing front line leaders. Exceptional interpersonal capabilities, able to cultivate relationships with clients, staff, and business leaders. Draws upon a balanced mix of coaching, analytical, management, and technical skills.
System expertise includes:
PROFESSIONAL SUMMARY
HR Operations Manager/Project Analyst 2014 - Current Willis Towers Watson Nashville, TN
HR Operations Manager over shared service team, supporting 7000 employees in North America
Responsible for employee life cycle for employees within service team including hiring, training, disciplinary action, performance management and termination
Partner with Mumbai counterparts to move manual data processing overseas, maintain data integrity on a weekly basis
Manage executive onboarding from offer creation through entire onboarding process, often times working with legal and compensation team to ensure offer meets needs of business
Own the creation of executive and other confidential severance agreements prior to employees’ exit
Facilitate acquisitions and divestitures by working with legal, IT, benefits, HR Business partner in field, along with new company to ensure smooth transition
Point of contact for any process change, project or system implementation for Shared Service Team
Provide Bi-Monthly payroll audit to ensure compliance with SOX regulations and work with SOX auditors to ensure processes are up to date with current process notes
PeopleSoft & Ceridian HRIS
Service Now
ADP Payroll Suite
Advanced Excel & MS Office
SharePoint Design
BSwift/Liazon Benefits Enrollment
Systems
Emily W. Clarke, PHR, SHRM-CP (Continued) Page 2 of 3 Human Resources Business Consultant 2010 – 2014
Asurion Smyrna, TN
HR Business Partner for manufacturing and distribution teams in a 1200 employee, 24/7 dynamic operation
Consult with management on staffing, employee relations, leadership development, training, compensation, and performance management issues
Manage employee relations issues including investigation, employee and management counseling, performance improvement and disciplinary action
Conduct associate roundtable discussions, tracking all employee questions and concerns, responses by management and communication back to employees
Actively engaged with FMLA, STD, LTD and ADA processes in conjunction with Employee Relations Center
Lead quarterly incentive processes for all production employees. Support annual rewards processes, merit and bonus planning
Facilitate annual performance management process, including goal setting, ratings calibration, and performance coaching
Coordinate annual benefits enrollment process including wellness and education initiatives
Provide HR measurement and reporting for priority people and organization performance metrics
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Human Resources Generalist 2008 – 2010
Calsonic Nashville, TN
Primary HR contact for 180 employees across three shifts in a manufacturing electronics environment
Responsible for a variety of human resources activities including recruitment, selection, training, performance management and terminations
Coached supervisors in resolving issues related to payroll, benefits, staffing, and employee relations
Maintained HR system integrity with current personnel information (supervisor changes, department changes, address changes, etc.) as well as official employee files
Managed FMLA paperwork and leave of absence/disability requests
Prepared monthly headcount reports for management use
Recruited for open positions within Tennessee and Mississippi for positions ranging from entry level to senior leadership
Secured $5000 in training reimbursement from State of Tennessee for new hires in manufacturing and headquarters positions
Organized on/offsite training sessions for employees with local colleges and technical schools
Supported employee development by deploying just in time training during site downtime
Emily W. Clarke, PHR, SHRM-CP (Continued) Page 3 of 3 EDUCATION & CERTIFICATIONS
Masters of Business Administration (MBA)
Middle Tennessee State University
Bachelor of Business Administration (BBA)
University of Michigan, Dearborn
Professional in Human Resources (PHR)
HR Certification Institute
SRHM Certified Profession (SHRM-CP)
Society for Human Resources Management
REFERENCES FURNISHED UPON REQUEST
Emily W. Clarke, PHR, SHRM-CP (Continued) Page 4 of 3 ADDENDUM – PROJECT MANAGEMENT ACHIEVEMENTS
Operations Initiatives: Data gathering, calibration and review for recurring processes. Analysis and presentation to executive team. Training and communication for leaders & associates.
Annual SOX Compliance participant for Shared Service Group (owner)
Quarterly incentive processing for 1000 hourly employees (owner)
Quarterly dashboard creation for HR metrics (owner)
Quarterly employee satisfaction survey (team lead)
Annual compliance training for 1500 employees (owner)
Annual merit increase processing for 1500 employees (team lead)
Annual benefits enrollment for 1500 employees (team member and site lead)
Annual talent review process for 200 managers (team member)
Annual college recruitment program management (team member) Continuous Improvement Initiatives: Formal project management for specific initiatives.
Service Now Case Management system implementation to better track the work of the shared service team to identify stop gaps in productivity. Went to UK to attend implementation meetings, trained US Payroll/Share Service team on system and participate on the change management committee to approve or deny any changes needed for system.
Process owner for PeopleSoft Upgrade to newest version. Created test cases and worked with other departments to ensure examples worked with their daily processes. Worked with Shared Service team to get testing completed on time and presented results back to larger team.
Future dating in HRIS system for new hires to ensure timely first paycheck, email account creation prior to hire, and increased customer service for hiring managers.
Gathered associate feedback in focus groups, solicited responses by management and ensured communication back to employees. Created report card for management awareness and tools for supervisor training.
Developed database of supervisor performance metrics, combining ratings from a variety of sources to create effectiveness index. Led adoption of this data in performance and talent management processes.
Provided program management support to multiple workforce reduction efforts, including data gathering, document management, meeting scheduling and labor redeployment.
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