Y’vonne R. Spruill, PHR

313-***-**** / acz70j@r.postjobfree.com

Overview: A seasoned and well-versed HR strategist poised for continued growth showcasing a distinguished record of success in healthcare, manufacturing and long-term environments. I am a leader who thrives at streamlining processes, eliminating redundancies and lending focused attention to initiatives that strengthen productivity. Outline of Knowledge:

• Implemented a summer intern program.

• Implemented and managed on and off-boarding processes for contingent workers.

• Strategic business ally that champions opportunities for process improvement.

• Ability to apply practicality in recruitment approaches for hiring skilled workers.

• Successfully relaunched and revitalized a dated new employee orientation program.

• Success with identifying non-conformances and providing practical solutions.

• Adept at conducting swift and thorough employee investigations.

• Managed Workers’ Compensation claim filing and case management including coordinating, arranging and monitoring return to work plans that mitigate short/long term risks.

• Managed the daily HR operations for a long-term care facility with 250+ employees.

• Managed internal HR audits as well as LOA programs. (FMLA, COBRA, Worker’s Compensation)

• Remotely managed the HR functions for 7 multi state facilities for a manufacturing company with upwards of 600 employees.

Education:

• Bachelor of Science & Associate of Applied Science degrees (HR Mgmt & Business Admin.) Employment Record:

• 2015 – Current, Sava Senior Care, LLC: Area Human Resource Manager

• 2014 – 2015, Ground Effects LLC: HR Generalist

• 2014: Riverview Health & Rehab Center: HR Generalist (short-term contract)

• 1999-2011, Blue Cross Blue Shield of MI: Talent Acquisition Consultant (various positions) Sava Senior Care, LLC: June 2015 – Current:

Provide sound and effective HR management to a district supporting as many as 10 long-term care facilities simultaneously.

• Manages HR programs and services within specific market(s) including Employee Relations, Employee Dispute Resolution Program, Performance Management, Compensation, Benefits, Training and Development, HR management, and employee programs and policies.

• Provide guidance to managers in use and application of: salary ranges, job increase guidelines, promotions, classification/evaluation plans, status changes, transfers, job performance, salary adjustments and terminations.

• Leads the implementation of corporate-based HR initiatives, as well as develops and implements programs to meet specific market needs.

• Manages relationships with the union; grievances settlements, CBA, negotiation, arbitrations and mediations. Where applicable, develops and implements union avoidance measures.

• In a manner that fosters fair compromise, work with managers and employees to embrace creative and thoughtful approaches to improve work relationships that net an engaged workforce thus increasing retention.

• Ensures timekeeping systems accurately reflect daily status and assists in the development of facility labor cost management strategies.

• Provides counseling for facility management including conflict resolution, team building and development planning. Supports organizational change initiatives in conjunction with Field Support HR and business leaders.

• Investigation and resolution of employee relations issues which may require reviewing disciplinary decisions made by facilities to mitigate the employer’s risk.

• Actively engage in cross functional projects that lead to maximizing the effectiveness of recruiting initiatives by analyzing results, assessing risks and partnering with leaders to develop action plans.

• Manages the internal and external complaints within the region from notification through resolution.

• Assists facility administrators in achieving and maintaining acceptable employee turnover.

• Participates in design/delivery of HR programs ensuring consistent alignment of business needs.

• Conducts in-service training on new or updated policies that affect employees. 2 Page(Y.Spruill)

Ground Effects, LLC: May 2014 – June 2015:

Remotely managed the Human Resources functions for 7 multi-state facilities consisting of over 600+ employees

• Managed direct hire recruitment initiatives as well as benefit, COBRA, and FMLA Administration.

• Managed and monitored daily headcount reports for a multi-state manufacturing company.

• Managed the Corporate Corrective Action process.

• Oversaw and conducted disciplinary and termination meetings.

• Managed the Corporate Job Posting process and composed and distributed Corporate Announcements.

• Managed and monitored daily attendance and vacation tracking metrics.

• Maintained and promoted an engaged workforce by providing leadership and mentoring to administrative staff.

• Provided coaching strategies to supervisors on appropriate HR practices to resolve sensitive matters.

• Identified and offered recommendations to management to improve overall HR operations.

• Maintained and communicated company policy to management while ensuring consistent and fair compliance in administration for all employees.

• Maintained a collaborative partnership with local and out-of-state staffing agencies for placement needs.

• Interacted daily with leadership to provide functional guidance with respect to performance and attendance management and corrective action.

Riverview Health & Rehab Center:

Oversaw and managed the daily HR operations for long-term care facility consisting of over 250+ employees

• Supervised an HR Assistant.

• Redesigned, restructured and facilitated weekly New Hire Orientation sessions.

• Processed biweekly payroll for 250+ employees with a high degree of accuracy.

• Managed: Benefits, FMLA, 401k, Wkr’s Comp., UIA/Garnishment/Levy/Employment Verification Requests.

• Manually input newly hired employees into the HR, payroll and timekeeping systems.

• Active participant in daily morning leadership meetings and monthly leadership Q&A Meetings.

• Safety Committee Liaison, in addition to producing the monthly meeting minutes and key factor reports.

• Trained and counseled management on employee performance, discipline and termination decisions.

• Reviewed and approved all disciplines, in addition to conducting employee disciplinary meetings.

• Provided guidance to leaders during employee Performance Evaluation meetings.

• Reviewed and approved Performance Improvements Plans; maintained, updated and audited all employee

• Processed all pre-employment paperwork (employment physical, drug screens, background, reference checks).

• Compiled, input and reported weekly operations data to the executive leadership team.

• Audited, verified and processed vacation and time off requests/accruals.

• Monitored hours, and performed employee maintenance, etc. using Paychex. Blue Cross Blue Shield of Michigan: (performed a blended assortment of tasks during my tenure) Talent Acquisition:

• Facilitated the full recruiting life-cycle for the Operations and Health Care Enhancement divisions that consisted of over 4,000 unionized and exempt positions throughout 4 tri-state locations.

• Led efforts to transform a manual BU application process to an automated process.

• Facilitated/proctored monthly pre-employment assessment using Wonderlic.

• Assisted hiring managers with policy interpretations as well as helped developed retention strategies.

• Performed all phases of new hire on-boarding using Taleo (ATS).

• Worked with partnering vendors on placement requests which included interviewing, screening, etc.

• Successfully handled large volumes of open positions (in excess of 20) simultaneously.

• Selected by management to oversee a Master Vendor Agreement for temporary placement.

• Served as an expert resource and strategic business partner to HR and teams across the organization.

• Co-facilitated New Hire Orientation; supported on/off campus recruiting efforts for interns/co-op programs.

• Conducted employee brown bag seminars and 1x1 career development sessions. Compensation:

• Negotiated salaries and benefit packages.

• Resolved compensation issues not limited to promotions, job classification, etc.

• Negotiated with suppliers and identified opportunities to be more efficient and cost effective.

• Spearheaded the process for streamlining rates between the parent and subsidiary company. 3 Page(Y.Spruill)

Labor Relations:

• Applied MLA guidelines to the recruitment process.

• Thorough understanding of the BU/UAW bidding, bumping rights, layoff and recall procedures.

• Highly knowledgeable on the UAW grievance & arbitration process. Procurement:

• Prepared, executed, and coordinated legal review for Statements of Work (SOW).

• Negotiated 12 universal contracts in contingent labor which resulted in massive savings.

• Developed and implemented a company-wide placement process for contingent workers.

• Redesigned an enterprise wide process for on-boarding temporary labor and permanent staff. Project Management:

• Procurement Team: led and participated in monthly supplier meetings.

• Leadership Team: team responsible for identifying leadership roles.

• RFP Team: responsible for transitioning a manual prescreen process to an automated process.

• Structured Interview Team: responsible for developing a structured interview process for union positions.

• HRIS: responsible for communication throughout the organization for the implementation of a new ATS.

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