Can-Do Professional

Burnham “Burnie” H Perry, Jr

**** ********** **, *******, ** 29704

803-***-**** - ********@*****.***

Executive Summary

I am a High-Energy Senior Change Management and Director, HR Consultant, Senior Analyst HRIS, Global Senior Human Resources Manager, Talent Acquisition Recruiter, Investigator, Training and Recruiting Professional with 25 plus years’ experience leading organizations through change by implementing strategic planning, establishing direction, and executing initiatives in support of business objectives and organization goals. Strategic problem-solver, who drives HR initiatives to realize bottom-line results and enhance employee engagement in the pursuit of organizational objectives, with a “Can-Do” Attitude. Employee and client advocate who champions organizational confidence and designs strategies to fully support individual and family wellbeing with a compassionate spirit. I am skilled in acquiring and supervising exceptional talent with an aptitude for producing successful performance management through valuable training and leadership coaching as well as executive team coaching. Design and implement organization-wide attracting, training and retraining programs, aligned with company talent management strategy. My passion is managing appropriately all corporate recruiting and financial services, HR administrative aspects, implement social networking projects for a company; overseeing and participating in community events and maintaining strong relationships with local organizations. Open to traveling 100% of the time National and Internationally. Strong background with employee benefits, return to work and ADA accommodation experience! 10+ years of leadership in an Office of Admissions or Enrollment Management!

Core Areas of Expertise & Qualifications include:

Full Life-Cycle Recruitment, Retention & HR National & International Organizational Development

Senior Analyst HRIS International & Military Based Recruiting Initiatives

Team & Leadership Development Call Center Supervision & Management

Productivity & Performance Management Talent Acquisition in the Healthcare, Hospitality, Consultant

Multicultural & Multinational HR & Recruiting Global Human Relations & Chaplaincy

Internal Career Assessment & Planning Behavior Health & Clinical Support Services

Monitor and control HR budget expenditures Employee Negotiations, Mediation, Arbitration & Intervention

Training & Development Manager Learning Systems both Online & In Classroom

Book Author on Relationships Public & Conference Speaker

Senior Talent Acquisition Recruiter Global Recruiting and Talent Management

Strong return to work experience ADA accommodation experience

Employee Benefits Employee Relations

Speaking and Training HR Compliance

Director, HR Consulting Change Management Lead

Overview Professional Experience:

Extensive HR Consulting and Change Management Lead experience and knowledge

15+ years of experience with demonstrated success in orchestrating organizational development and change initiatives/ change agent / change management / change strategy. Human Capital/Human Resources experience in a highly matrixed and complex business environment.

15+ years of experience in People Management and/or business leadership capacity and experience in multiple HR functions or a combination of Human Capital/HR Leadership and Operational Leadership.

Extensive knowledge of Microsoft Office products and presentation software

Desire to and skill in presenting data and outcomes

Ability to execute on initiatives at a high level

Enrollment technology implementation experience

Significant experience designing and executing complex, goal-oriented, marketing campaigns

Ability to analyze and communicate multifaceted enrollment data to members

Excellent verbal and written communication skills

Experience with CRM and other admissions technologies

Investigations:

Knowledge of federal, state and local government Medicaid rules and regulations.

Knowledge and experience working within an office responsible for planning, conducting, and coordinating investigations relating to Medicaid fraud and health care abuse issues.

Knowledge of office management and administration procedures and processes, including developing, drafting and maintaining correspondence, pleadings, filing, and records systems.

Proficiency in using personal computers and software application packages such as MS Word, Excel, PowerPoint, and Outlook. Ability to operate and maintain automated database systems and produce forms, reports, and correspondence.

Skill and experience in providing final and independent edits of correspondence intended for distribution to all the other stakeholders.

Skill in oral communication and office organizational skills.

Ability to exercise discretion and good judgment in handling confidential and other critical matters.

Must have excellent organizational, scheduling and prioritization skills

Must maintain high level of confidentiality, ethics and integrity

Must have excellent writing and communication skills and have the ability to communicate well with individuals from various backgrounds

Due to the nature of this position, a valid driver's license and reliable transportation are required; May use public transportation if available and practical. Driving is an essential function of the job and Motor Vehicle Records may be checked as part of the hiring process or at any time during employment. Drivers with poor driving histories will not be considered.

Investigators are required to carry sufficient motor vehicle insurance, specifics of which may be changed from time to time

Excellent written and verbal communication skills

Ability to effectively manage time with limited supervision

Ability to professionally and effectively interact with a variety of individuals

Able to work in a fast-paced changing environment

Senior Analyst HRIS, HR and Change Management Consultant:

Extensive HR Consulting and Change Management Lead experience and knowledge 15+ years

10+ years’ experience with an HRIS system, SAP, and/or Success Factors experience

10+ years with SAP Success Factors, Time and Attendance (Kronos) and other HR systems experience

Lead a teams of Business Analysts to optimize business outcomes using technology solutions’

I have over 20 years’ experience working with the following ATS platforms; Workday HCM system, Success Factors, Ceridian, Day Force, and many others…

Technical aptitude in the development of Workday HCM, ATS and other systems

Excellent analytical skills with demonstrated understanding of concepts and issues related to the management of HR data

HR functional knowledge combined with technical understanding of HR systems

Understanding of effective HR workflow processes

Ability to organize, analyze, summarize and present data in a meaningful way

Trust and integrity; ability to maintain confidential and sensitive information

Agile (Scrum) Project Management Methodology

20 years of HR related experience preferred

15 years of technical support experience in a HRIS related capacity

Strong written and verbal communication skills

Willing to work on energized and unified team

I have 15 years’ experience with Title I of the ADA covers private, state, and local government employers with 15 or more employees; Section 501 of the Rehabilitation Act of 1973 covers federal agencies. The statutes contain identical anti-discrimination provisions.3

I work with this every day, ADA prohibits discrimination against applicants and employees who meet the statute’s definition of a “qualified individual with a disability.”4 The ADA defines a “disability” in three ways:

A physical or mental impairment that substantially limits one or more of the major life activities of an individual

A record of such an impairment

Being regarded as having such an impairment.5

A “qualified” individual with a disability can (1) satisfy the requisite skill, experience, education and other job-related requirements and (2) perform the essential functions of a position with or without reasonable accommodation.6

Providing specific training

Processing specific licenses or certificates

Processing certain physical or mental abilities (e.g., meeting vision, hearing, or lifting requirements; showing an ability to run or climb; exercising good judgment)

Meeting health or safety requirements

Demonstrating certain attributes such as the ability to work with other people or to work under pressure.7

Develop and maintain a complete understanding of the competitive marketplace, best practices, and emerging trends for learning and development strategies and activities.

Analyze and apply this information in the development and execution of strategies and determine what is needed to transform formal and informal learning into a performance advantage for the organization.

Accelerates organizational performance through leadership – linking strategy to development, building transformational change approaches and facilitating complex organizational challenges

Identifies and recommends opportunities to improve and align supporting systems; creates and implements an integrated approach to talent and culture management.

Creates strategic learning plans by DNA, Area, etc. to improve operational matrix

Influences organizational decision-making with the use of relevant, value-added metrics

Design and execute field curriculum with a focus on creating and supporting “Great Ministries”.

Conducts necessary review of existing practices and systems to identify points of leverage for training objectives and to remove/minimize existing barriers to training implementation and impact

Creates and aligns training goals with the Company’s strategic and annual operating plans; works closely with Operations Support team to integrate operations and training initiatives within Company and Franchise Operations and in partnership with other departments (i.e. Communications, HR, Marketing, IT)

Provides input to the creation of company goals to minimize or eliminate goals that conflict with the strategy and objectives of ministries of tomorrow

Determines evidence based and appropriate approaches to ensure greatest positive impact training in critical areas of the company.

Demonstrates the value of training to the bottom line by showing return on training investment and direct impact to key performance indicators through continuous measurement

Measures impact of executed training strategy against company dashboard of key performance indicators ensuring successful execution

Leads the design and execution of needs analyses to ensure appropriate training addresses operational needs

Oversees the development of company- wide field training materials so that the materials and delivery provide long term solutions.

Advises and participates on committees or councils at all levels as needed to provide long term brand issue resolution

Advances the training initiatives to the priority list for the organization by providing a strong connection of training to key outcomes

Demonstrates ownership of field learning programs to ensure field-learning programs address necessary benefits to the business and realigns as necessary

Takes ownership of guest satisfaction tracking system and fully utilizes the data to drive improvements and engagement

Role models leadership practices that guide employee selection, engagement, and performance such as development and performance coaching, holding self and others accountable for results and actions

Maintain performance, enhancements, implementation, and maintenance of all global HR systems

Manage data base model ensuring compliance to the global standards

Manage risk assessment of system enhancements, changes, implementations

Accountable for system integration points, troubleshooting and enhancements

Network with customers to gather requirements for new requests and for existing defects or enhancements

Accountable to ensure data privacy controls are practiced globally

Perform root-cause analysis using data, identify performance gaps to define the problem, identify solution and implement short & long term improvements

Identify and deliver on process improvements that can streamline and improve customer service

Produce and schedule delivery of global reports as required, often combining data from multiple sources to achieve desired results

Generate and continuously improve reporting to ensure reliability, validity and integrity of the data used by management for reporting and analysis

Define, develop and maintain global documentation for policies, work processes and report generating processes/routines

Collect, analyze, and prepare visual HR related information such as the preparation of scorecards and dashboards

Provide support to SOX and internal audit testing and audits

Lead various projects concurrently, deliver on requirements gathering and analysis for key organizational initiatives

Monitor leading practices for HR systems and recommend improvements in services delivery

Deliver outstanding customer service daily to both external and internal customers

Provide input and leverage other team members for decision making

10 years of experience in an HRIS Analyst capacity

4 years of experience working with Success Factors

Experience with Success Factors

Experience working with various HR Systems and developing interfaces between various systems

Experience leading projects utilizing PMI tools for documentation and reporting on project status and outcomes

High Proficiency in all Microsoft products, including Excel, Access, Word and PowerPoint. Experience with Tableau desired.

Ability to define and interpret report requirements

Ability to juggle multiple projects and initiatives simultaneously

Ability to work independently in a diverse, fast paced environment and effectively collaborate across teams

Detail-oriented and organized with excellent analytic and problem-solving abilities

Embraces the ideas of others, nurtures innovation and manages innovation to reality

Manage the development of frameworks that support improved client future-state organizational design and alignment

Manage the process for preparing job descriptions and profiles that are legally defensible and that may include job responsibilities and tasks, accountabilities, and competency definitions and matrices

Apply behavioral tools to assess the impact of change on organizations, using assessments of organizational culture, performance and readiness for change

Prepare comprehensive change and workforce transition plans and programs, including strategies to support change and transition initiatives and leadership

Manage identification of required leadership/stakeholder attributes and articulate the importance of leadership in an effective change process

Create competency models and career paths to aid in the selection and development of employees

Lead and contribute to practice development initiatives including culture building, internal community involvement, eminence, recruiting, whitepapers, etc.

PROFESSIONAL EXPERIENCE:

Curo Health Services – Senior HR Consultant, Change Management Lead, Senior Analyst HRIS - Nov 2009 to Present Over 6,000 Employees

As a Healthcare Human Resources Professional, I am responsible for the external recruitment and staffing operations of the office. I am responsible for recruiting for a wide range of positions in the healthcare industry throughout the country. I am responsible for implementing and maintaining compliance with all company, state, federal and JCAHO standards for health care staffing.

Apply a structured change management approach and methodology for the people side change supporting the Talent Management organization.

Work projects that are primarily associated with annual events such as the performance management cycle and changes to existing processes.

Analyze current and future state processes to understand the impact of the change and develop a change management strategy, including communications and training plans.

Develop employee/manager communication and educational materials. Develop training materials such as job aids and quick reference guides.

Able to provide executive consulting as well as develop tactical change management deliverables such as enterprise communications. Evaluate candidate resumes against position requirements.

Preform full-cycle hiring process, which includes but is not limited to: screening, interviewing, compliance, and rate negotiation.

Present qualified and compliant candidates to clients.

Adhere to federal and state laws, relevant healthcare program requirements and Maxim's business policies and Code of Conduct.

Consult with clients to identify and understand the needs of patients and provide the appropriate staffing solutions.

Identify and/or resolve client customer service issues.

Assist Accounts Manager in business development efforts, insurance verification, and Medicaid eligibility.

Manage and schedule healthcare professionals to increase billable hours or cut overtime expense.

Perform office operational tasks such as shipping and receiving, payroll, payroll edits and corrections.

Analyze financial reports and identify areas of improvement.

Assist with recruiting initiatives and refers direct support employment candidates for an assigned area.

Advise the HRG in the replacement of vacant positions as quickly and economically as possible.

Develop and maintain recruitment resources.

Advise operations on new hire orientation, ensures HRIS data is accurate, and generates/distributes HR related reports.

Ensure accurate records are maintained at the assigned service sites.

Compile and analyze complex information, and research and develop solutions to complex issues.

Advise on employment statutes, rules, regulations and policies affecting all team members.

Provide leadership in effective conflict resolution for all personnel.

Serve as a resource for team leaders in handling employee issues and assist them in counseling employees, conducting evaluations, staff training, problem-solving and consensus building.

Ensure all staff have appropriate training records and receive appropriate job related and HR related training for the assigned service sites.

Aspire Services – Senior HR Consultant and Change Management Lead, HRIS Analyst – HR, Trainer & Recruiter – Since 1992 to Present ALL OVER THE WORLD (Consultant)

Expert using the Holy Grail of the call center community with the production of a self-contained server that delivers call processing and routing, ACD, management reports and an agent desktop interface in a virtual environment.

Responsible for all In/Out Bound Call Center Recruiting program internships, job placements, networking, and recruitment through identifying candidate sources, cold calling, executive recruiting calls, referrals and networking events.

Develop and establish on going mutually benefitting relationships with employers from diverse organizations.

Identify target employers and establish working relationships with hiring managers to assist with recruitment needs.

Provide coaching throughout interviewing processes, including training to enhance their marketability.

Implement all aspects of consultative sales, from account management, lead generation and cold calling, to needs analysis, closing and post-sale service.

Generate leads for possible opportunities through research, cold calling, warm leads and referrals.

Establish rapport with clients and identify individual hiring and advertising needs.

Solve challenges for clients by presenting recruiting tools which are most effective for client’s specific needs.

Follow up with current activity via email and phone, and developing long-term client relationships.

Screen clients appropriately, conducting preliminary telephone interviews to determine if they would benefit from our employment services or require computer or other training classes.

Execute strategic sourcing techniques to include a variety of resources to develop jobs for clients; which included internet job postings, employment agencies, current database of employers, etc.

Conduct background and reference checks on all clients and employees.

Successfully negotiate offers from employers for a win-win scenario for our client and hiring manager.

Solicit hiring managers and human resources to develop new job opportunities through cold calling (phone and in-person), email campaigns, referrals, networking events, etc.

Work with hiring managers to be familiar with their specific needs of available positions.

Knowledge of the formulation and execution of needs assessment tools.

Skilled in providing individual education as well as group facilitation.

Knowledge of the tenets of adult education and the development of training curricula based on the adult learning model

Ability to conduct program evaluations and use that evaluation to improve program effectiveness

AAA Carolinas – HR Professional & Corporate Trainer - Nov. 2007 to Nov 2009

Developed methods and documents to streamline recruitment, processing and hiring strategies, which improved the recruiting process and aided in meeting retention goals.

Recruited, screened and interviewed candidates. Verified backgrounds and kept accurate records. Wrote and authorized offer letters. Worked closely with HR director and staff.

Scheduled and managed travel and housing accommodations for students, as well as meals and incidentals, within budget. Prepared and maintained classrooms and equipment for various segments.

Created and produced training materials that maximized learning and retention for company courses.

Implemented pre-planned lessons in a stimulating manner that supported all styles of learners and promoted active

Participation. Created a dynamic classroom climate by incorporating class discussions and on-the-job applications.

Frequently worked long and/or odd hours to ensure project implementation until completion.

PRG, LLC Restaurant Group – Director of HR, Talent Acquisitions, Training & Recruiting - April 2004 to Nov 2007

Implemented innovative programs to increase employee’s loyalty and reduce turnover.

Professional correspondence to customers and vendors.

Design and deliver series of classes for local businesses and associations, providing ergonomic counseling and educating employees on proper lifting techniques to avoid injury.

Developed and rolled out new policies.

711 Net LLC Internet Company – HR Professional, Talent Acquisitions & Call Center Services - 1996 to 2000

A blended 500 seat & 200 virtual call center that specialized in internet & outsourcing solutions. This center provided an array of services in the telecoms industry, lead generation, acquisition strategies, appointment setting, and sales.

Responsible for leading a group of 25 Team Leads and 650 plus support services reps.

Responsible for meeting a set of predetermined goals on quarterly and annual bases (KPI's).

Monitoring calls to ensure quality assurance standards are met.

Scheduling the proper amount of personnel to ensure daily workload is completed.

Recruiting, Hiring and retaining employees.

Attendance tracking, enforcement of policies and procedures.

Team development - Performance training/coaching/mentoring.

Resolving escalated customer issues.

Info Avenue National Internet Company – Manager of Call Center Services - 1992 to 1996

Started a 1000 seat call center that specializes in Internet sales, support and technical support.

United States Air Force (World Wide) - Social Actions, Chaplain and Law Enforcement – (Honorable Discharge with Highest Military Honors) – 1985 to 1992.

PROFESSIONAL OVERVIEW:

Inactive Secret Clearance as well as registered government background investigation including FBI fingerprints.

30 Years of Military Family Connections as well as Behavioral Health Support (Professionally & Volunteer).

25 Plus years’ experience; Human Resources, Call Center Services, Training Development, Recruiting & HR Consulting.

20 Plus Years of responsibility for the management of broad HR functions ensuring transactional processes, systems and services are effectively delivered to the operations partners, employees and other customers in a dynamic environment.

15 Plus Years providing career counseling, guidance counseling, EAP and other support development.

Have Executive Level HR & Call Center Management experience, supporting 2000+ people and their families.

Have 15 Plus Years leading effective HR processes, be responsible for managing compensation & benefits, the division’s financial budgets, support HRIS functionalities and manage administrative responsibilities.

Responsible for all phases recruiting: Pipeline development, sourcing candidates, conducting assessments, screening applicants, scheduling on-site interviews, contract negotiation, conflict resolution, over-seeing contract signing, etc.…

Successful Talent Advisor building and maintaining a network of potential candidates through pro-active market research and on-going relationship management.

Actively source and interview candidates and work with other Sr Recruiters on their respective teams to pipeline, qualify, and disposition candidates.

Cultivate a network of relationships inside and outside in organizations in Individual and Institutional Business Space.

Ability to anticipate hiring manager’s preferences through high offer-to-interview ratios.

Ability to apply broad knowledge and experience when addressing complex issues.

Develop talent pipeline for active and future roles across the business lines.

Experience recruiting in Financial, Hospitality, Medical and Restaurant areas.

Experienced using the following platforms: Taleo, ADP, Ceridian Recruiting Solutions, Success Factors, Hire desk, Open hire, Monster.com, Careerbuilder.com, Indeed.com, and Craigslist Open source.

Strong client management skills with the ability to influence al all levels.

Strong market research capabilities, and the ability to present research to senior and executive management.

Strong sourcing (computer and networking software) skills and ability to generate leads.

Work without supervision and maintain accountability.

Have outstanding phone interviewing skills to discern core competencies as they relate to our requirements and refer the best of the best to hiring managers.

Highly self-sufficient and able to work with little direct supervision with strong consulting skills.

Have the strongest positive attitude as a team player; organized, detail-oriented and able to multi-task.

Concise and proactive communication skills with candidates and all levels of management.

Demonstrated ability to execute recruiting strategy, including employer promotion in the marketplace, placing postings and advertisements, candidate management, diversity sourcing, and interview process

Willing to work 24 hours a day 7 days and travel 100% of the time a week to accomplish organizational goals.

EDUCATION

Master’s in Psychology: Jacksonville Theological Seminary & University (JTS) - 1995

Bachelor’s in Science in Social Psychology & Human Relations: Park University - 1990

Associate’s in Degree in Law Enforcement & Social Action: University of Maryland & Community College of USAF 1988

SKILLS

Senior Talent Acquisition Consultant & Recruiter

Call Center in a Box & Full Networked Call Center

Microsoft Outlook, Exchange, Word, PowerPoint and Excel

Problem solving and Communication skills

Impeccable work ethic

Extremely organized

Creative and Artistic

Can-Do Team Professional

Network within the community to develop relationships that promote opportunities with Delaware North in Non-Profit fundraising and employment

Marketing and advertisement of fundraising and employment opportunities

Travel off-site to recruit Non-Profit Groups establishing networks within the community and region

Create and update recruiting materials and presentations to distribute to potential groups

Track and organize Non-Profit contracts

Assist in training Non-Profit Group Members in company procedures including alcohol training, guest service training, and technical training, as well as tracking all group members trained

Assist with check-in and supervision of Non-Profit Groups during events

Assist in preparing bins and all necessary items for check-in on event days. Check-in and check-out group members and associates, direct group members to locations and answer any necessary questions

Check event day worker lists to see if group members are trained, inform the proper group leader

Previous supervisory experience, including the management of groups or teams of people preferred

Previous non-profit work or experience a plus

Experienced with phone communication

Ability to build and maintain lasting relationships with Non-Profit Groups and successfully sell the fundraising opportunities

Ability to complete required pre-employment drug and background check in addition to alcohol service license.

Knowledgeable in the operating food service equipment, basic food preparatory techniques, sanitation and safety issues.

Basic math skills; ability to accurately account for cash and inventory.

Strong verbal and written communication skills

Strong time management and organizational skills; ability to direct the work activities of several associates simultaneously and plan ahead

Highly motivated, ability to take initiative

Ability to work effectively with others

Ability to work in fast-paced environment

Ability to work evening hours and event days

Extensive HR Consulting and Change Management Lead experience and knowledge

Organizational Relationships & Honors (From 1985 to Present)

United States Air Force – 1985 to 1992 – 3 Achievement Medals (High Military Honors)

United States Air Forces in

Contact this candidate