Experienced Human Resource professional with over 15 years of an established record in all aspects of HR. Strong leadership with commendable track record of dependability and absolute integrity.

Career Overview

DOMTAR CORPORATION Fort Mill, SC April 2012 – Present

Global manufacturer of fiber-based products including specialty papers and absorbent hygiene products.

Senior HR Business Analyst

Jan. 2013 – Present

Lead on HR projects such as: Leave of Absence process, Case Management RFP, New Hire On-boarding, DESC pilot and Wellness programs. Manage project workflow/lifecycle to ensure deliverables are met on time and on budget. Monitor and hold team members accountable for assignments. Manage changing priorities; integrate change management activities into the overall project plan. Develop training strategies to address operational policy and workflows. Focus on continuous improvement and identifying opportunities to make processes more efficient and effective.

HR Business Process Leader defining global processes and procedures for the development of new HRIS, Workday. Selected for HCM expert support, analyze complex problems for the Workday implementation. Recommend solutions based on best business practices. Areas of Knowledge include: HCM, Payroll, Absence, Time Tracking, integrations, security, HR process configuration.

Senior HR Advisor

April 2012 – Dec. 2012

Served as a trusted HR Advisor to more than 500 employees for Corporate and union mill locations. Strategically and proactively collaborate with leadership to develop HR initiatives and programs that support business goals. Supported organizational planning, employee benefits, employee relations, policy development, and compensation and talent development functions. Monitored national relocation and leave of absence processes.

HR Manager (NC/MT)

KCI Charlotte, NC

Sept. 2009 – March 2012

Advanced wound care solutions and therapies designed for patients and healthcare professionals.

Direct HR regional support for Medicare locations in Montana and NC with approximately 500 employees. Member of the site’s senior leadership team, support to overall Human Resources functions to ensure compliance with all company and legal guidelines. Managed employee relation issues (e.g., employee litigation, attendance/disciplinary matters, employee terminations.

HR Manager

DONALD AUTOMOTIVE Charlotte, NC

2007 – Aug. 2009

Automotive dealership group with 10 locations and 250 employees in the NC/SC region.

Responsible for all HR related functions for 11 locations. Managed company payroll with complex commission plans.

Reported to the COO; coached and managed HR staff.

HR Generalist

JACOBS ENGINEERING Philadelphia, PA

2002 – 2006

International engineering and architecture company with 35,000 personnel and 60 offices.

Regional HR for 3 locations in NJ/PA and 500 employees. Provided support in the lay-off of 140 employees.

HR Generalist/Manager

TRACEY MECHANICAL Media, PA

1997-2002

Commercial union contractor specializing in the design and installation of mechanical systems.

Performed Human Resources and Safety Coordinator functions for 100+ employees. Reported to owner/president.

Education and Skills

Widener University Chester, PA BS, Hospitality Management

Knowledgeable on employment laws including FLSA, ADA, EEOC, FMLA, workers compensation and DOL requirements.

Proficient with Word, Excel, PowerPoint, Visio, PeopleSoft, Oracle, Workday, SAP and ADP PayeXpert.

Summary of Human Resources Experience

Management

Determine work procedures, oversee assignments, and expedite workflow. Identifying and implementing process improvements and control measures. Promote a culture of accountability and business results through the effective performance management, measures and rewards. Evaluate performance of staff and providing feedback. Managed and developed staff of 2 direct reports.

Compensation

Evaluate salary structure to ensure competitiveness in labor market. Conduct job evaluations, determine FLSA status, apply appropriate market data, document findings and recommend job classification levels. Administer annual compensation process for annual increases, bonuses and long-term incentives. Ensure compliance and equity within organization. Manage regulatory compliance issues. Respond to management’s compensation requests/reporting. Adhere to company guidelines and regulatory requirements.

Employee Relations

Council management on complex employee escalations and protect the reputation of the organization. Accurately investigate facts and application of company policies. Adhere to all applicable employment laws and ensure compliance to procedures. Represent company at hearings and investigations. Investigate accidents and prepare insurance/safety reports. Oversee visa and immigration. Prepare employee separation notices and conduct exit interviews. Maintain records of benefits participation, personnel transactions such as hires, promotions, transfers, performance reviews, counseling and terminations. Calculate employee statistics for government reporting. Produced new employee handbook reflecting current policies and procedures.

Organization Development

Partner closely with managers to analyze organization effectiveness and make recommendations to senior leadership. Recruit qualified personal for all levels. Manage annual performance development processes, including employee training and coaching, performance appraisal, personnel development and succession planning. Assist in the implementation and action planning of employee surveys. Responsible for corporate communications.

Healthcare Benefits

Coordinate administration of benefits programs including health, dental, vision, flexible spending, STD/LTD, life insurance, EAP, 401k and pension programs. Gather employee data and oversee the processing of monthly billings. Analyze the current benefits, evaluating the usage, cost, and competitive trends. Facilitate the annual open enrollment process. Design and maintain benefits materials, forms for employees and partners (open enrollment). Fiduciary for 401K program; transfer contributions, company match to plans. Oversee the paid-time off program, wellness committee and tuition reimbursement.

Training and Development

Responsible for effective execution of leadership development programs, performance consulting, Coordinate management training including interviewing, hiring, terminations, promotions, performance reviews, sexual harassment and other programs. Identify training needs and create training materials. Administer and analyze training evaluations to assess effectiveness of programs and make adjustments as needed. Create annual learning schedules and maintain participation records. Collaborate with legal counsel to revise and update training programs. Interact effectively with all departments and management teams in the organization. Corporate Wellness Leader responsible for implementation of health and wellness initiatives.

Payroll

Responsible for payroll data such as hours worked, commissions and bonuses. Calculate complex commission pay plans. Comply and process wage garnishments according to state laws and regulations. Process manual off-cycle payroll checks. Generate and distribute management reports. Respond to employee questions on payroll and related issues.

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