Human Resources Management

Brian Cash, PHR

** ********* *****, ***** **********, Vermont 05403

Mobile: 802-***-**** • Email: **********@******.*** https://www.linkedin.com/pub/brian-cash-phr-lion/46/46/a98 Human Resources Business Partner, Strategist and Enthusiast. Summary An innovative and solutions-focused HR dynamo with a 10+year career demonstrating quantifiable achievements, and diverse, cross-industry experience in business start-up and multi-site HR/operational management. Forward-thinking business partner and problem-solver with tactical and strategic vision, keen bottom-line focus, and a confirmed ability to influence key internal/external stakeholders and build consensus around decision-making and problem solving. Positive communicator and effective trainer. Superior interpersonal, organizational, analytical, and conflict management skills with a flair for building strong performing teams and increasing organizational efficiency and profitability through talent assessment, recruitment, and employee engagement. Core Competencies

• Benefits Design and Administration

• Labor & Employee Relations

• Recruitment/Retention

• Wage/Compensation Analysis

• Organizational Design

• Performance Management

• HR Policy Development

• Legal Compliance

Professional Experience

State of Vermont. – Waterbury, Vermont. [07/2015 – 04/2016] HR Business Partner - Administrator IV

Administrator IV: Responsible for assigned customer base within the State of Vermont, Agency of Human Services. Business Partner; applying HR best practices and strategy to Senior Leadership within the Department of Corrections

(DOC) and Department of Vermont Health Access (DVHA). Areas of focus include Employee and Labor Relations, Performance Management, Application of Discipline, Leave Administration and consultation of overall Business strategy, related to Collective Bargaining Agreements, Policies and Procedures within the State of Vermont. Employee and Labor Relations: High level support for all levels of employees in regards to Employee and Labor Relations. Working closely with Leadership to ensure all Employee Relations initiatives are being administered properly and that all employees are supported and functioning at high levels. The State of Vermont has four Collective Bargaining Agreements, or Contracts; it is my responsibility to ensure compliance and cooperation with employees, management and senior leadership. Initiate or respond to requests for investigations. Conduct investigatory meetings and communicate findings to leadership and recommend next steps. Respond to and coordinate Grievance meetings for employees and Vermont State Employees Association representatives (VSEA – Union). Act as hearing officer at Grievance meetings, Louder-mill meetings and other forums where discipline maybe imposed. Strategy: Acting as Business Partner to assigned customer base in all areas of Human Resources; facilitating HR strategy to Business strategy. Monitor and ensure compliance with applicable laws, policies, and Collective Bargaining Agreements. Partner with, review, edit and approve all Performance Reviews; ensuring fair and consistent messages, feedback and priorities are clearly communicated. Provided a high level of attention, support and guidance on day-to- day issues that arise.

Medical: Responsible for managing, approving, and tracking all leave of absences; FMLA, WC, STD/LTD, ADAA/ADA, and other leaves of absence of employees. Interpret and communicate policy related to leaves to employees and managers. Train junior staff and management on applicable leave policy, procedure and the State of Vermont’s practices regarding applicable leaves. Respond to and potentially initiate ADA/ADAA Policy activities. Communicate policy with employees and management; this includes attempting to find employees accommodations to meet their needs, escalating cases to the Reasonable Accommodation Committee and communicating their decisions to leadership and employees, with follow up as necessary.

Burlington Laboratories. – Burlington, Vermont. [02/2014 – 2/2015] Senior Recruiter – HR Leader

Designed and managed first recruitment strategy to fill 50 technical positions in a high growth and complex toxicology laboratory. Worked closely with leadership team on handling and resolving Human Resources and Recruitment issues. Created and maintained many Human Resources policies and initiatives to include; complex compensation program, employment handbook, employee surveys, wellness program, compliance monitoring and safety.

• HR Management: Supported processing and maintenance of HR records in accordance with policies and procedures, informed leadership of issues related to employee relations within the company as well as responded appropriately to the concerns of other employees. Analyzed trends and metrics related to recruitment and hiring, recommended changes.

• Administration: Created and maintained filing systems. Researched, and implemented first HRIS and ATS within organization. Generated Human Resources data reports, answered various questions related to HR, policies, compliance and recruitment. Created company wide correspondences regarding new events, and information related to the company. Filed companies first EEO-1 reporting, as well as filing OSHA 300A posts along with other state/federal required notices on bulletin boards in corporate office and freestanding collection sites.

• Recruitment and Hiring: Assessed recruitment trends; proactively recruited candidates through direct recruitment, internet mining and other creative methods, performed screening, interviewing, applicant assessment and presenting of candidates to Hiring Managers to finalize the recruitment process and assisted in hiring decision. Identified new, cost effective resources for recruitment, and tracked and reviewed effectiveness of advertisement sources. Maintain an,

"always hiring" and highly attractive presence in the community. Key Accomplishments:

• Oversaw Recruitment and HR activities for home office in Burlington, as well as 8 freestanding collection sites throughout Vermont and Massachusetts. Successfully overturned a damaged culture, into a high performing and collaborative one.

• Recruited and hired 87 individuals in a calendar year – out performing initial goal of 50.

• Carried out performance appraisals and met high standards of employee satisfaction for retention schemes. American Electrical Testing. – Canton, MA. [02/2013 -- 02/2014] Technical Recruiter

• Conducted life cycle recruiting for Engineering, Relay Technicians, Field Technicians, and Commissioning professionals following internal procedures using the ATS, iCIMS.

• Identified new talent pipeline opportunities for AET outside of initial talent pools and sources.

• Developed and implemented Long-Term Recruitment Strategy Plans that incorporated establishing partnerships with academic institutions, specialization training programs, and national power organizations – served as main point of contact.

• Initiated Prime Power project independently and successfully infiltrated emerging talent pools, creating relationships with key figures, resulting in increased qualified, technical hires.

• Enhanced and grew AETs “Flexible, Mobile Workforce,” a staff augmentation program.

• Forged partnerships with management to learn technical processes, identify critical candidate skill sets, assess hiring needs, improve current requisitions, and interview candidates.

• Administer EEO/AA compliance along with Staffing Director and work on OSHA, EEO, 401k, headcount and other recruitment reporting’s.

• Administration of Employee Relocation: Worked independently with candidates to manage the relocation process and coordinated all arrangements to include: house hunting trip, travel, temporary housing arrangements and movers. Key Accomplishments

• Refined and cultivated internal database; with the approval of a Technical Director, added over 900 resumes in strategic territories that directly generated new business for AET in underdeveloped talent areas, including Texas, California, and Georgia.

• Streamlined multiple processes from sourcing activities, to benefits administration. Liaison successfully with corporate HR with regards to benefits, compensation and employee relations issues remotely and in-house. Gained trust of staff in field to cultivate an engaged workforce. Partners Health Care. – Braintree/Boston, MA. [2009-2013] HR Generalist 2009-2011 * Staffing Specialist 2011-2012 * Lead Staffing Specialist 2011-2012 Provided strategic Human Resource support and direction for homecare and rehabilitation side of Partners Health Care’s broad line of business. Partner with executive leaders and management to proactively address business issues related to work force development, employee engagement and productivity. Responsibilities include providing advice and counsel on multiple initiatives, maximizing all HR programs and cycles, and recommending solutions to complex employee relations and HR issues. Partner with other HR functions to drive and leverage all HR programs including performance management, compensation, executive and employee development, succession planning, work force optimization, organizational design & development, performance management, corporate HR initiatives, employee relations, benefits, talent acquisition and employment law. Staffing and benefits. Ensured all facets of the HR Department are functioning efficiently and effectively.

• Provide proactive guidance to managers and/or supervisors with HR policies to ensure that the Company is in compliance with federal and state employment laws. Onboarding, retention, talent management. Wrote and reviewed job descriptions; administered FLSA duties test to determine appropriate classification determinations.

• Payroll processing, and processing employee's expense reports for 200 employees.

• Maintained a strong sense of approachability and leadership for all employees. Managed Company's security system, issued new hire badges, and equipment.

• Worked diligently on employee relation’s issues. From investigations to performance reviews. Met with employees and management on workforce development, training, wellness, performance issues, discipline, termination etc.

• Oversaw many areas of compliance: OSHA/safety reporting, workers’ compensation, benefits administration of health, dental, vision, 401k, wellness, vacation benefits, manage leaves of absence and coordinate with managers on return.

Recruitment: Recruitment, screening and interviewing candidates. Sourcing, screening, interviewing for all clinical staff including CNA, LPN, RN, CHHA, NP, Physician’s Assistant, Social Workers, Physical Therapists, Quality, etc. Maintain a relevant pipeline of candidates for assigned roles and geography. Conduct various background checks, verifying the references, work experience and academic qualifications for all applicants. Proctoring applicable pre-employment testing.

Attending tradeshows, job fairs and clinical marketing events to attract candidates – always networking and spreading the word about the company; its vision and opportunities. Ryder Transportation/First Student. – Randolph/Abington, MA. [2005-2009] HR Generalist 2007-2009 * HR Administrator 2005-2006 Implemented numerous human resources programs/policies by providing a high level of services to employees and management for two large, growing and fast paced locations, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and labor relations; completing personnel transactions.

• Oversaw and acted as the subject matter expert on all companywide benefits programs, workers compensation, payroll/time keeping, and training and development initiatives for all 170 employees between locations.

• Wrote and posted open job descriptions for all positions in the locations. Review resumes, screen candidates, participate in interviews with management.

• Own the new employee onboarding processes, make sure new hires are welcomed and feel a part of the team from day one.

• Built trust with production employees allowing for open and honest conversations regarding concerns.

• Monitoring and maintaining compliance with company policies, DOL law, EEO/AA and other governing bodies. EDUCATION, TRAINING, & CERTIFICATIONS

A.A. – Psychology, Quincy College, Quincy, MA [2010] B.A. (Honors.) – Psychology, Bridgewater State University, Bridgewater, MA. [2013] M.A (In process, Online) Psychology, University of Massachusetts, Lowell, MA [2016] PHR certification – HR Certification Institute, Alexandria, VA [2013] PROFESSIONAL AFFILIATIONS

Vermont Human Resources Association [VHRA]

Society of Human Resources Management [SHRM]

Vermont Recruiters Association [VRA]

North East Human Resources Association [NEHRA]

References

Provided upon request

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