PROFESSIONAL PROFILE

An accomplished professional with a combination of 13 years of experience in human resources and business management; with a reputation of streamlining operations, developing, and implementing departmental/organization solutions, and applying human resources expertise to impact accomplishments of strategic goals.

EDUCATION

Master of Business Administration – Human Resource Management

Baker College

Bachelor of Business Administration

Northwood University

PROFESSIONAL DEVELOPMENT

PHR Certification

SHRM-CP Certification

PROFESSIONAL EXPERIENCE

University of Michigan Health System

HR Business Partner Feb 2017

Applies professional human resources techniques and expertise to identify solutions and deliver results that enable business units to achieve short and long term goals.

Identifies organizational needs, determines strategy for learning and development and facilitates workforce planning and performance management.

Integrates best practices to enhance the efficiency and effectiveness of human resources services to business units.

Maintains relationships, collaborates, and develops solutions to business challenges.

Analyzes trends and align health system and human resources priorities to develop solutions, programs and policies.

Contributes to the overall business strategy and its execution by partnering with business leaders to identify, prioritize and build organizational capabilities.

Responsibilities span all aspects of human resources to include: talent acquisition and management, workforce planning, performance, learning and development, employee and labor relations, succession planning, organizational health and culture and employee engagement.

Exercises considerable independent judgment and initiative, develops and directs broad human resources programs and initiatives for large and complex business areas.

Serves as an advisor to leaders on all matters related to management of employees, and integrates full knowledge of industry and organizational requirements and trends into operational and strategic planning.

Partners with leadership to design, develop, and execute effective HR strategies and best practices, while ensuring alignment with University and health system guidelines, policies, practices, and objectives.

Drives efforts to create and sustain a culture of diversity and inclusivity and health and wellness.

Builds and maintains effective working relationships with management and employees to provide advice and counsel to both on employee-related and organizational matters.

Provides leadership for human resources projects and initiatives by gathering, validating and evaluating data and relevant metrics to develop proposals and recommendations.

Helps to develop local reward, recognition, and retention strategies and interventions to meet business needs.

Works in close partnership with managers on employee relations issues. Builds management responsibility and capability for managing employee relations issues. Understands employee relations environments and anticipates issues.

Advises management on application of corrective disciplinary actions, organization policies, procedures and regulations, and other compliance related issues. Consults with the Office of General Counsel as necessary on suspensions, terminations, investigations and other matters of legal risk to the organization.

Provides performance management guidance to line management (i.e., coaching, counseling, career development, disciplinary actions). Works closely with management and employees to improve work relationships, build morale and engagement, increase productivity and retention.

HR Generalist

HR Processing

On a daily basis, utilized excellent judgment, diplomacy and problem solving skills to contribute to processing for regular and temporary staff, special payment forms, tuition reimbursement, job postings, candidate summary forms, terminations, and LOAs. Maintain JCAHO ready employee folders. Serve as a back up to other HR Generalist by learning processing for bargained for Nursing positions. Create reports pertaining to turnover, new hires, and statistical departmental information. Provide Payroll guidance. Provide backup for other HR Generalists as needed to cover vacations, vacancies, etc.

Leaves of Absence

Supported a population of both Bargained for and Non-Bargained for staff; receives / processes applications for leaves of absence; coordinates leaves with employees, management, and carriers; prepares necessary documentation / communications. Periodically reviews LOA documentation, processes, and practices. Research trends and regulatory developments on topics such as FMLA, ADA, COBRA, HIPPA, and OSHA; review current documentation, processes, and forms for compliance and administrative efficiency; and propose and implements changes as necessary.

Compensation

Recommended reclassification requests and salary offers. Generate and analyze equity studies, coordinate staff salary program, conduct internal and external market studies. Conduct job analysis, research for reclassifications, and review job descriptions. Insure departmental equity is representative of the external market and/or the University. Assist with annual performance appraisal and merit planning process, as necessary.

Staff Relations

Partnered with Business Lead and HR Consultants to support service requests pertaining to employee relations issues. On an as-needed basis, serve as initial point of contact for staff relations issues. Participate in the development of departmental policies and processes related to staff issues. Develop a working knowledge of policies and practices and provide guidance to assigned divisions on best practices including human resources advice related to performance management, labor contract interpretation, tuition reimbursement, employee and supervisory issues, and policies, and procedures. Ensure compliance with University, State and Federal labor laws and policies. Provide some assistance for faculty and research related processing. May provide training related to teambuilding, problem solving and mediation. May facilitate and mediate teams and provide coaching to staff and management. Serve as liaison between the departments and UMHSHR and HRAA. Represent departments on University-wide committees.

Other

Oversaw the planning, scheduling, and completion of projects within the HR department, as needed. Establish cooperative relationships with other HSHR Business units and HR staff. Prepare miscellaneous projects on an ad hoc basis. Perform other duties as assigned.

University of Michigan – Flint

Office Manager 2007-2014

Managed all functions in the areas of human resources, finance, and purchasing.

Hired, fired, disciplined, trained, and evaluated assigned staff

Maintained unit confidential and private files

Assisted the executive director with professional development and consultation in the areas of employee/labor relations, conflict management, human resource policies & procedures

Managed payroll, budget, grant/endowment and procurement administration

Generated and reconciled Business Objects reports

Managed appointments in the HR system as needed such as leaves of absence, department budget earnings, appointment efforts, compensation and recruitment

Managed the recruitment process

Managed the department onboarding process

Served as the department liaison

Managed the departmental policies and procedures manual

Managed the performance appraisal and merit process

Human Resources Generalist 2005-2007

Employment/Affirmative

Managed the affirmative action outreach plan

Consulted hiring supervisors and search committees regarding particular issues associated with the search process

Managed the hiring process from beginning to end

Developed working relationships with community agencies for the purpose of improving the diversity of applicant pools for locally recruited positions

Compensation

Reviewed new position and reclassification requisitions for appropriate market reference and FLSA status and salary

Consulted management on organizational changes

Employee Relations

Consulted managers, staff, faculty on proper administration of University policies and procedures

Participated in the grievances for union and non-union employees and conducted fact-finding meetings

Reporting

Prepared ad hoc reports as requested

Human Resources Assistant 2003-2005

Provided customer service through education and assistance to applicants, employees and other users of HR systems

Partnered with HR Consultants in the provision of services to customers by providing a full range of support services such as policy implementation and interpretation, maintenance of systems and databases, employee relations and general office support

Compiled, tabulated, and prepared data for reports

Managed and processed payroll for the campus including problem resolution

Prepared and maintained new hire paperwork for new hires including I-9 and background checks

Dana Corporation 2002-2003

Administrative Assistant/Certified Diversity Trainer 1999-2002

Provided administrative support such as answering telephones, assisting visitors and resolving a range of administrative problems and inquiries.

Served as the divisional diversity trainer

TECHNICAL PROFICIENCIES

Constituent database

CMS – Content Management System (website management and development)

HRIS

MS Office Suite (Word, Excel, PowerPoint, Access, Outlook, Publisher)

Business Objects

Concur

Financial system

AFFILIATION

SHRM - Society for Human Resource Management - member

University of Michigan Women of Color Task Force

Michigan A.C.E Network

Michigan Diversity Council

Reference available upon request

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