Human Resources Employee Relations

COMPENTENCY HIGHLIGHTS

SPHR/SHRM-SCP

Benefits

Employee Relations

HRIS/Implementation

ACA

Performance Management

Leadership

ADP/Workday

Payroll Administration/Systems/Processing

Process Improvement

Compliance

Strategic Planning/Project Management

PROFESSIONAL EXPERIENCE

Sr. HRIS Analyst/Solution Designer (Workday Workstream Lead (ERP Conversion Project Manager– US and Global Payroll)

Cerner – Kansas City, MO

May 2016 – Present

Responsible for understanding the vision of the Workday solution for Payroll and using this knowledge to communicate design to the project teams.

Collaborate closely with other functional areas and workstream leads and consultants during the build process.

Collaborate across enterprises, common process teams and lines of business on similar functionality.

Support and communicate solution and functional status to stakeholders, including executives.

Verify the solution meets functional requirements and approves the solution for release.

Director of Human Resources (Senior HR position in company)

Pro Circuit. Inc. – Kansas City, MO

February 2015 – June 2016

Human Resources Management, Hiring, Developing Standards, Foster Teamwork, Management Proficiency, Managing Profitability, Promoting Process Improvement, Building Relationships, Organizational Astuteness, People Skills, Retaining Employees

Promotes and implements human resource values by planning and managing human resources programs; directing staff

Advises payroll

Company IT Director – Work directly with IT Providers and Software/Solutions Companies. Lead project on selection of and implementation of new IT provider, accounting, bid management and accounting software and new phone system. Establishing technology foundation for growth and scalability, while streamlining processes and procedures.

Develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives.

Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and employee relations.

Manages human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change.

Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.

Supports management, owners by providing human resources advice, counsel, and decisions; analyzing information and applications.

Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.

Design and administer a competitive benefit plan package while effectively interpreting how the Affordable Healthcare Act affects and impacts the company and employees.

Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.

Responsible for Company Safety Program and OSHA compliance.

Administer Apprentice Program

Establish Union Avoidance Program

Human Resources Director (Senior HR position in company)

Pivot Companies - Overland Park, KS

January 2014 – December 2014 (Company was sold)

Human Resources Management, Hiring, Developing Standards, Foster Teamwork, Management Proficiency, Managing Profitability, Promoting Process Improvement, Building Relationships, Organizational Astuteness, People Skills, Retaining Employees

Promotes and implements human resource values by planning and managing human resources programs; directing staff

Oversees and advises payroll

Develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives.

Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and employee relations.

Manages human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change.

Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.

Supports management, PEO and franchise owners by providing human resources advice, counsel, and decisions; analyzing information and applications.

Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.

Design and administer a competitive benefit plan package while effectively interpreting how the Affordable Healthcare Act affects and impacts the company and employees.

Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.

Human Resources Business Partner (Generalist -Reporting to VP of HR)

CVR Energy - Kansas City, KS

September 2012 - January 2014

Provide direct support to and be the single point of contact for senior leadership Finance and Accounting, IT, Legal Sales and Marketing and Corporate Affairs departments, in the corporate and headquarters office as well as the refineries.

Coach, counsel, and guide mangers before the execution of employee disciplinary actions, interviews, salary offers, etc.

Coach, counsel, and guide employees in interpretation of the employee handbook, all elements of the Company’s benefit plan and inquires of HR related processes and protocols

Initiate and conduct new hire orientations and exit procedures

Lead recruitment tasks as needed (e.g., vendor/agency management, review applications, interviews)

Maintain close contact with the HR team to ensure alignment with corporate and departmental procedures

Monitor and ensure that employee performance evaluations, benefit revisions, etc. are complete

Support management in forecasting and planning talent pipeline requirements

Manage specific projects as determined in the HR planning process and participate in functional and cross-functional initiatives as assigned

Ensure compliance with federal and applicable state employment laws and regulations including EEOC regulations

Make decisions and take actions that can have a significant impact on business

Project Lead on new HRIS and Time and Attendance conversion

As assigned, serve as back-up for other HR positions during absences

Principal Human Capital Management/Benefits Consultant (Reported to VP)

DayNine Consulting (Workday) – Kansas City, MO/Pleasanton, CA

October 2011 – September 2012

Implemented the Workday Human Capital Management & Benefits system (SaaS). Required strong sense of urgency, initiative, and drive to get things done correctly, with emphasis on working with and through people in the process.

Conducted discovery sessions with client to determine pain points and diagnose how Workday can provide value and the implementation can achieve ROI in Human Resources and Benefits.

Configured the system, documented work and walked through HR and Benefits business processes with customer

Built and tested Workday system; confirming with all necessary stake holders that all requirements had been met

Performed data loading; wrote reports

Assisted with Sales

Influenced and persuaded new and existing customers

Member of Customer Satisfaction Team – Establish consistent use of the Net Promoter Score system. Coordinate the communication of the program to the entire company.

Corporate Human Resources Manager (Reported to VP)

Milbank Mfg. Co. - Kansas City, MO

January 2010 – October 2011

Responsible for identifying legal requirements and exposure and as well as government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance.

Recruiting from Non-Exempt to Senior level positions.

Act as expert and Business Partner to Plant HR Managers

Project Manager for Implementation of New Timekeeping System

Establish Best Practices and Standardize Processes

Evaluate, Write and Implement Policy

Administer all aspects of the employment process from establishing staffing needs and strategy to the offer and on-boarding.

Plan and conducts new employee orientation.

Maintains records of benefits plans participation such as insurance and pension plans personal transactions such as hires, promotions, transfers, performance reviews and terminations, along with employee statistics for government reporting.

Coordinates management training on matters of interviewing, hiring, terminations, promotions performance review, safety and sexual harassment.

Advises management of appropriate resolutions to employee relations issues.

Responds to inquiries regarding policies, procedures and programs

Established and Oversees performance review program to ensure effectiveness, compliance and equity within the organization.

Manages salary program to ensure compliance and equity within organization.

Coordinates and executes all HR payroll processes.

Administers all employee benefits, retirement, and insurance programs

Works directly with outside vendors providing temporary labor.

Compiles employment data to prepare reports for government reporting.

Human Resources Generalist (Reported to VP)

Cook Composites and Polymers - N. Kansas City, MO

August 2009 – January 2010

Responsible for identifying legal requirements and exposure and as well as government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance.

Responsible for development of Company’s Affirmative Action Plan.

Administer all aspects of the employment process from establishing staffing needs and strategy to the offer and onboarding.

Plan and conducts new employee orientation.

Maintains records of benefits plans participation such as insurance and pension plans personal transactions such as hires, promotions, transfers, performance reviews and terminations, along with employee statistics for government reporting.

Coordinates management training on matters of interviewing, hiring, terminations, promotions performance review, safety and sexual harassment.

Advises management of appropriate resolutions to employee relations issues.

Responds to inquiries regarding policies, procedures and programs

Established and Oversees performance review program to ensure effectiveness, compliance and equity within the organization.

Manages salary program to ensure compliance and equity within organization.

Coordinates and executes all payroll processes.

Administers all employee benefits, retirement, and insurance programs

Works directly with outside vendors providing temporary labor.

Compiles employment data to prepare reports for government reporting.

Human Resources/Payroll Manager

Complete Home Concepts, Inc. - Riverside, MO

March 2008 – April 2009

Responsible for identifying legal requirements and exposure and as well as government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance.

Responsible for development of Company’s Affirmative Action Plan.

Administer all aspects of the employment process from establishing staffing needs and strategy to the offer and onboarding.

Plan and conducts new employee orientation.

Maintains records of benefits plans participation such as insurance and pension plans personal transactions such as hires, promotions, transfers, performance reviews and terminations, along with employee statistics for government reporting.

Coordinates management training on matters of interviewing, hiring, terminations, promotions performance review, safety and sexual harassment.

Advises management of appropriate resolutions to employee relations issues.

Responds to inquiries regarding policies, procedures and programs

Established and Oversees performance review program to ensure effectiveness, compliance and equity within the organization.

Manages salary program to ensure compliance and equity within organization.

Coordinates and executes all payroll processes.

Administers all employee benefits, retirement, and insurance programs

Works directly with outside vendors providing temporary labor.

Compiles employment data to prepare reports for government reporting.

Implementation Specialist – Major Accounts (HR/Payroll Employer Services)

ADP, Inc. - Lenexa, KS

September 2005 – September 2007

Results driven to conduct thorough analysis of clients' payroll and human resources needs.

Responsible for converting/installing the ADP Payroll and HR products for clients and ensure the transition to the service support organization is seamless.

Coordinates training of client personnel on ADP products to ensure effective and proper product use.

Provides follow-up with clients to ensure satisfaction and retention.

Division Human Resources Representative (Generalist)

Corporate Express - Kansas City, MO

December 2001 – September 2005

Staffing/Relations/Benefits/Payroll/HR administration at the Division Level (300 Employees) KC/Omaha/Des Moines

Assuring that all associates were aware of enrollment dates and plan redesign as well as cost increases. Open Enrollment Presentation.

Community Affairs: Responsible for the successful corporate sponsorship/partnership with

Children’s Mercy Hospital- Book Drive/Volunteer Reading for Annual Dr. Seuss Birthday Event.

Administer and maintain Short Term/Long Term Disability Claims.

Responsible for New Hire Orientation development and Presentation

Exempt & Non-Exempt Staffing/Recruiting

Employee Relations

Processing Terminations/Conducting Terminations/Downsizing

Division record maintenance/ compliance.

Presentation and administrator of Annual Enrollment Health & Welfare benefits

Worker’s compensation/case management/Safety

Material in facilitating employee understanding of change of record keeper for 401(k) plan.

Division Liaison between corporate benefits/payroll and the division

Policy Interpretation

Responsible to the employee at all levels with regard to their questions and/or concerns regarding benefits and compensation.

Paid Time Off Accrual Maintenance and policy explanation/application.

Responsible for all payroll related duties/reporting for the division. Requiring working closely with all employees and management.

Generalist position with payroll responsibilities, which required working with all departments and managers with regard to everything from reconciliation with accounting to coaching of managers regarding performance management and employee moral.

PeopleSoft HR and Kronos Software/ADP /Training of Supervisors on Kronos application.

Staff Accountant – Payroll

American Century Services - Kansas City, MO

October 1999 – November 2001

Part of a team that processed the payroll for over 3100 employees in over 18 states and two countries. Worked closely with Legal, HR, Staffing, Benefits, and Finance. Consulted with all levels of management regarding employee/compensation issues.

Conducted Corp. New Hire Training using PowerPoint for each new hire class orientation (class size average: 30)

Knowledgeable of FLSA laws and Rules and Regulations of Payroll/Employment Law

ADP Payroll Software, PeopleSoft HR/FN, Payroll Intranet Web Page Design/Maintenance

Relocation, New Hire Incentives and Reconciliations, New Hire Set Up, Calculated Compensation

Terminations: worked closely with Legal and HR Departments – Point of Contact for terminated employees

Accounting Assistant/Accounts Payable Coordinator

Nursing 2000, Inc.- Kansas City, MO

April 1998 – November 1999

Accounting/Payroll Assistant

Accountemps Inc. - Kansas City, MO

December 1997- April 1998

Office Manager

Majestic Property Services - Liberty, MO

March 1993-November 1998

Senior Call Center Customer Representative

Senior Courier/Team Leader

FedEx - Kansas City, MO/Overland Park, KS

December 1984-September 1993

Education & Certificates

Bachelor of Science Business Administration - William Jewell College, Liberty, MO

SPHR (Senior Professional in Human Resources) - HRCI

SHRM – SCP (Society for Human Resource Management - Senior Certified Professional)

HRCI Human Resources Generalist Certificate- Johnson County Community College

WORKDAY HCM Implementation Consultant Certified (11/2011) - Workday

ADP

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