Human Resources Management
Resume:
Montgomery Village, MD **886
*******.***.******@*****.***
BETHANY FULTON, MS, PHR
OBJECTIVE To obtain a position as an HR Generalist, where my knowledge of employment law, employee and labor
relations, recruitment, on boarding, benefits,
compensation, organizational development, HR systems and analytics, and industry best practices will be utilized to the fullest capacity.
CAREER/SKILLS
SNAPSHOT
Six years of progressive HR experience in a
system consisting of 10,000 employees
Five years of experience working in a Shared
Services departmental model conducting the role
of HR Generalist administering the HR function to 5 facilities.
Exceptional writing, editing, and communication
skills that have been utilized when giving
presentations and writing system wide employee
mass mailings and all user emails
Well versed in current HR best practices,
industry standards, and state/federal employment
law through continued education and attendance to
regional and national HR Conferences
Skilled at coaching, consulting, conflict
management, and building strong collaborative
relationships a t all organizational levels.
Strong facilitation and decision making skills
including ability to negotiate and influence.
Ability to assess an employee relations issue and mediate a successful outcome.
Comfortable challenging the status quo by asking tough questions while remaining politically savvy.
Innovative problem solver w hile remaining
flexible and collaborative when managing change.
EXPERIENCE HUMAN RESOURCES BUSINESS PARTNER (HRBP), LEVINDALE HEBREW GERIATRIC CENTER AND HOSPITAL, LIFEBRIDGE HEALTH
2015 2016
Developed strategic relationships by understanding the business, challenges, opportunities, and needs of the internal customer. Enhanced and maintained relationships by coaching and advising employees and managers on HR related topics to ensure risk management and compliance. Serviced as the primary point of contact for HR related matters, and partnered with other HR functional areas to support the needs of both internal and external customers. Developed and implemented effective HR programs, policies, and procedures to align with the organization’s business plans and strategies.
Essential functions:
Equip managers with the tools and data required to drive effective inclusion, engagement, and change
management strategies in order to deliver business requirements.
Assist managers in understanding and addressing
people implications of business decisions by
diagnosing the issues and mining for applicable data.
Monitor employee culture, attitude, and job
satisfaction through 30/90 day new hire interviews, stay interviews, and exit interviews, conducting
investigations when needed. Use this information to develop interventions when necessary.
Coach managers on the maintenance of a Just
Culture during disciplinary matters and subordinate development.
Provide consultation to managers and employees on employee relations issues, performance
management, and employment law related
concerns; participate in collective bargaining
negotiations.
Assist with the implementation of policies,
programs, and practices to ensure they are applied consistently and appropriately.
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Ensure entity compliance with EEO, FLSA, ADA,
JCAHO, etc.
EMPLOYEE SERVICES (SHARED SERVICES) SUPERVISOR, LIFEBRIDGE HEALTH 2014 2015
Managed day to day operations of the LifeBridge Health Human Resources Services Center to meet the current and future business needs. Functioned as advisor, subject matter expert, and leader to other members of the HR team. Coordinated the workflow across Employee Services to ensure accurate, timely execution of employee requests. Inspected and evaluated quality of work to ensure
representatives follow the quality assurance process. Facilitated resolutions to complex employee and manager inquiries as appropriate.
Essential functions:
Analyze and direct all HR Service Center operations.
Monitor the quality and effectiveness of
representatives’ communication via telephone and
email.
Manage staffing needs, including shift patterns and the number of staff required per shift.
Audit all data entry and inspect the quality of work to ensure data relevance.
Resolve escalated issues consistent with company policies and procedures and work continuously to
identify and remove barriers that might impede
internal customer satisfaction.
Serve as subject matter expert regarding HRIS
systems.
Hire, train, schedule, and coach Service Center staff; identify developmental opportunities for staff and provide training and support to representatives to ensure compliance and accuracy of all data.
Ensure system wide compliance with I 9s and
renewable I 9s.
HR ANALYST FOR COMMUNITY PHYSICIAN ENTERPRISES, LIFEBRIDGE HEALTH 2013 2014
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Identify and design solutions to optimize the efficiency of HR processes within the Community Physician Enterprises. Develop, facilitate, and maintain enterprise wide HR data integrity protocols. On board acquired healthcare practices. Essential functions:
Provide subject matter expertise and facilitate
solutions in a timely, accurate manner in response to complex inquiries for employees, managers, and
the HR community regarding the processing of HR
transactions, policies, and procedures.
Process all personnel changes in Lawson (i.e. new hire related data, employee transfers, promotions, salary increase changes, status changes,
terminations, etc.)
Administer benefits, FMLA, and LOA to all CPE
facilities.
Identify process improvement opportunities and
leverage technology by continuously analyzing
existing processes, procedures, and documentation
both internal to the Service Center and external for effectiveness.
Acts as point person to shepherd and facilitate
requests from the Physician Practices on an
accelerated basis to meet guarantees authorized by LifeBridge responsible officials.
Recruit (source, screen, and interview) and
on board new hires for practices.
Conduct job analyses and pay analyses of new
practices in order to align jobs and salary ranges with LifeBridge Health’s current processes and
systems.
Actively participate in the budget preparation and in budget performance monitoring to meet respective
targets.
HRIS SUPPORT SPECIALIST, LIFEBRIDGE HEALTH
2010 2013
Acts as HRIS primary point of contact and partners with LifeBridge IS for all HRIS related issues.
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Essential functions:
Develops customized system reports for LifeBridge HR management and entity leadership.
Complete bi monthly MD new hire data reporting to ensure system compliance.
Responsible for processing HR related transactions including job changes, job postings, terminations, and benefit changes.
Assists managers, supervisors, and the HR team in the use of HR information systems.
Service as subject matter expert for HRIS systems, including Lawson, Kronos, Position Manager, and
Performance Management system.
Adhere to established processes and procedures to ensure data integrity, checking quality of work to make sure that data is entered with minimal errors. EDUCATION MASTER’S DEGREE(MS), HUMAN RESOURCE DEVELOPMENT, MAY 2016 TOWSON UNIVERSITY
TOWSON, MD
BACHELOR’S DEGREE (BS), ENGLISH, DECEMBER 2013
MESSIAH COLLEGE
GRANTHAM, PA
PROFESSIONAL IN HUMAN RESOURCES (PHR), HUMAN RESOURCES CERTIFICATION INSTITUTE (HRCI)
RENEWAL DATE: DECEMBER 2018
MEMBER OF THE CHESAPEAKE HUMAN RESOURCES ASSOCIATION (CHRA) AND SOCIETY FOR HUMAN RESOURCES MANAGEMENT (SHRM)
MEMBERSHIP RENEWAL DATE: DECEMBER 2016
LEADERSHIP Selected as one of LifeBridge Health’s Emerging Leaders i n 2016.
Managed, coached, and trained 4 representatives while employed as the Employee Services (Shared Services) Supervisor.
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Trained and coached dietary supervisors on management, leadership, and communication strategies to reduce department turnover and positive employee relations. REFERENCES REFERENCES FURNISHED UPON REQUEST
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