Human Resources Customer Service

Sheila Anderson, MAHR

414-***-**** *************@***.*** http://www.linkedin.com/in/andersonsheila/

A motivated, results-focused human resources professional accountable for providing proactive, forward-thinking leadership for human resources programs and services. Twenty years of hands-on HR management experience in employee relations and advocacy, recruiting, compensation and performance management, benefits administration, employee development, HRIS and payroll systems, safety, health and wellness, affirmative action, HR policy development and legal compliance.

CAREER EXPERIENCE

UNIVERSITY OF WISCONSIN-MILWAUKEE, Milwaukee, WI 11/2009- present

UW Human Resources Manager

Responsible for managing complex human resources, payroll, and accounting services for the College of Health Sciences. Advisor to the Dean, assistant deans, faculty and staff regarding a wide variety of human resources and accounting laws, policies, procedures and best practices.

Key Achievements:

Single point of contact for HR and payroll for over 450 employees.

Manage recruitments and on-boarding. Advise interview committee on process and legal compliance, and train support staff in the on-line applicant tracking system, PeopleAdmin.

Member of the Strategic Planning Committee for the College.

Assist with salary compression exercises to monitor for internal equity. Prepare compensation analysis reports. Analyze HR, payroll, and other employee data using Oracle reports. Use PeopleSoft for HRIS related inquiries.

Adjunct Instructor, Health Informatics and Administration (9/13-present)

Design and deliver asynchronous on-line course to undergraduate students (HR Management in a Healthcare Organization) and graduate students (HR Management in Healthcare); design on-line course: Operations Management.

ROADRUNNER TRANSPORTATION SERVICES, INC., Cudahy, WI 9/2005-12/2008

Human Resources Manager

New position responsible for proposing, integrating, and streamlining best policies/procedures and benefits for employees due to a company merger. Managed and directed staff to administer human resources for 17 nationwide locations (est. 1000 employees). Advised senior, regional and executive officers on personnel related issues. Required to research and analyze data to make equitable and consistent decisions.

Key Achievements:

Liaison between employees and managers. Counseled managers on conflict resolution, progressive discipline process and appropriate documentation to avoid litigation. Investigated allegations of harassment, discrimination, theft, unfair treatment, etc.

Directed recruiting and on-boarding for new employees. Caliper pre-employment assessment software used for exempt-level sales recruitments. Coordinated and approved curriculum for supervisory training.

Rewrote the Employee Handbook, restructured the PTO policy, and revised the Employee Service Awards program.

Assisted in the design and implementation of a new time and attendance software (Stromberg). Performed job audits, internal comparisons of positions, salary surveys, market analysis, and wrote job descriptions. Created Compensation Statements.

Managed employee benefits of over $6 million. Contract negotiations, plan design changes and/or carrier changes, open enrollment, and monthly account reconciliations. Assisted in moving from fully insured to self-funded plan and as a result, the company saw a significant cost savings in the benefits structure.

Facilities management. Worked with vendors for building upkeep. Obtained bids for work needed in carpentry, electrical, painting, plumbing, security, heating/ventilating, roof, and security.

INDUSTRIES FOR THE BLIND, INC., West Allis, WI 9/2001-9/2005

Human Resources Manager

One person department responsible for managing HR and processing payroll (Ceridian) and labor allocation for multiple manufacturing departments, e-commerce/customer service, contract products, warehouse, and 7 military base supply stores. Developed and managed annual HR budget. Collaborated with managers to align corporate and departmental goals and objectives and to focus on continuous improvement.

Key Achievements:

Recipient of the Ambassador Award for Outstanding Leadership and Team Participation.

Managed the talent acquisition process and on-boarding for new employees. Hired 50 new employees in one year and created a pool of qualified, visually impaired people ready for employment when the company needed to hire additional staff.

Managed staff development and cross training in order to maximize workforce productivity and quality. Coordinated employee training for safety, increased responsibilities, and lead positions. Redesigned the performance review forms and established new procedures and processes. As a result, several non-exempt employees were promoted to liaison and other key supervisory positions.

Utilized Questar, a multi-rater 360 feedback system and evaluation tool, for senior management staff.

Provided guidance to managers on employee performance issues, conflict resolution, employee development, FMLA, etc.

Lead Safety facilitator and member. Regularly inspected and audited work areas to assess any risk to the health and safety of employees. Partnered with managers to implement systems for identifying, assessing, controlling, monitoring and recording hazards and risks. Developed action plans for improvement areas and held managers accountable for project completion. Managed worker’s comp., OSHA compliance and reporting. As a result of our efforts, the number of work-related accidents significantly decreased, indemnity claims were reduced due to implementing a modified, light duty return-to-work policy, and our mod factor decreased, a cost savings for the company.

Managed employee benefits (self-funded plan) and government service contracts, which doubled in size and created promotional opportunities for employees.

Assisted with a quarterly newsletter. This resulted in improved communication and increased its exposure and reputation in the marketplace.

Wrote Affirmative Action Plan and monitored EEO compliance by creating payroll reports and analyzing the data. Rewrote the Employee Handbook and made it available in large print, Braille, and audio, which allowed every employee access to the same information in the format that they preferred.

YWCA OF GREATER MILWAUKEE, Milwaukee, WI 4/1992-9/2001

Human Resources Director

Directed HR and payroll (ADP, Paychex) administration to 10 subsidiaries. Developed and maintained annual budget. Responsible for anticipating and responding to employee’s needs and providing counsel to management on employee relations and performance issues. Consulted with departmental teams on structure, process and workforce issues.

Key Achievements:

Managed recruiting and employee benefits. Responsible for monthly account reconciliations, audits, unemployment compensation, worker’s compensation, COBRA, FMLA, etc.

Member of the Strategic Planning Committee.

Worked with outside consultants in the design and implementation of a new compensation and performance management system. Wrote job descriptions and/or revised when needed. Completed surveys, analyzed salary data, adjusted salary ranges and reevaluated positions in order to maintain internal equity and market competitiveness.

Supervised and trained employees, created individual professional development plans, mentoring and shadowing opportunities. Responsible for performance enhancement systems (Internal Feedback Process). Coordinated and participated in annual Diversity trainings for employees.

Successful in minimizing formal complaints and agency charges.

Project lead in new HRIS system (HR Vantage) which allowed HR staff to better streamline day-to-day processes, manage employee benefits, reduce paperwork, and track ongoing employee data.

Employee Handbook revisions, implemented policies/procedures as needed.

Created reports and analyzed data for EEO/Affirmative Action and non-profit grant reports using ADP, Paychex, Robert White and PowerBase systems. Responsible for accounts receivable/payables and general ledger.

EDUCATION

MA, HUMAN RESOURCES (Graduated – 5/13, 4.0 GPA) Ottawa University

BS, MANAGEMENT (Graduated – 12/02, Cum Laude) Cardinal Stritch University, Milwaukee, WI

HUMAN RESOURCES MANAGEMENT (Certificate) University Outreach, University of WI-Milw.

ACCOUNTING COURSES Stratton College, Milwaukee, WI

COMMUNITY INVOLVEMENT

RACINE FRIENDSHIP CLUBHOUSE, Racine, WI- Computer instructor volunteer

TRANSITIONAL LIVING SERVICES-Kismet Klub, Racine, WI- Volunteer

WISCONSIN VETERANS HOME, Union Grove, WI- Volunteer

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