Human Resources Employee Relations

Cara Brubaker, PHR, SHRM-CP

*** ******** ***** *****, ********, CO 80132

aczpzl@r.postjobfree.com 719-***-****

Dynamic Human Resources Business Partner with a track record of establishing sound working relationships within corporate environments supporting teams in IT, HR Operations, Call Centers, and Sales environments. Experienced in developing best HR practices to meet organizational needs in identifying, developing and retaining human capital.

Employee Relations Change Management Talent Acquisition/Staffing

Training, Coaching and Consulting Project Management Regulatory Compliance

Relationship Management Risk Management Leadership Development

Succession Planning Performance Management FMLA/ADA/FLSA

Firstsource Group USA, Inc. Colorado Springs, CO 2/2015 – present

Human Resources Manager

Collaborates with HR Leadership to develop strategies to minimize risk to the organization. Develops a consistent implementation of policies, procedures and processes. Maintaining compliance with governmental and regulatory agencies.

Developed Standard Operating Procedures (SOPs) to define and structure department processes, creating tools for cross training and effective support for the operations teams.

Drives employee engagement by conducting monthly focus groups. Collaborates with site leadership, analyzing employee engagement feedback and developing action plans to address concerns. Overseeing the people elements of transformation and change.

Partners with Finance and key stake holders in operations on organizational design, succession planning, staffing needs, as well as employee and leadership development.

Designed and implemented leadership training to improve performance management within the leadership teams, creating a culture of continuous growth and development. Partnered with Operations to create leadership development benchmarks and strategies for the organization to ensure adequate talent was readily available in our internal pipelines to support the rapid growth of the organization.

Manages a recruitment team responsible for attracting, screening, and hiring qualified candidates for exempt and non-exempt positions, resulting in stronger client relations and higher quality candidates. Redesigned and implemented recruitment strategies to set timelines and expectations for operations for large growth. Implemented solid foundation of recruitment sources and implemented a marketing campaign to improve brand awareness and recognition. Developed strong relationships to implement new recruitment sources with online advertising, recruiting databases, staffing firms, and local colleges.

Directs the professional development of Human Resources Department. Provides coaching, mentoring, feedback, and guidance for career development within the HR team.

Continuously develops strong and trusting relationships with employees and managers to successfully mediate and resolve employee relations concerns.

Responsible for HR Analytics, identifying trends with attrition and staffing. Conducts a monthly review of data within SAP to ensure clean data is reported and maintained in the HRIS system.

Strengthen community partnerships by developing relationships with various outreach programs.

Maxx Sunglasses Monument, CO 10/2012 – 2/2013

Human Resources Manager

Reason for leaving: Position was downsized

Developed and lead a human resources strategy that aligned management practices with core mission and values. Implemented best practices in the areas of recruitment and selection, policy development and implementation, compensation programs, employee relations, retention, EEO compliance and reporting, Affirmative Action tracking and compliance, and training and development.

Investigated employee relations issues that included: age and gender discrimination, harassment, wage and hour concerns, inconsistent practices, misconduct, performance, attendance, conflict management, compliance, reasonable accommodations, and fitness for duty determinations.

Responsible for training managers on handling employee relations issues including coaching, discipline, and terminations. Coached leaders on proactively managing poor performance and handling difficult employee situations.

Conducted exit interviews as well as employee engagement meetings to provide feedback to senior management regarding employee engagement; giving employees an opportunity to share new ideas and concerns.

Played an integral role in partnering with the senior leadership team to evolve the culture of the high growth, fast paced business environment, creating a positive working environment where employees felt valued, respected, and empowered.

Facilitated strategic initiatives in areas of workforce planning, succession planning, performance management, talent management, and change management to promote a high performance culture within organization.

Conducted full life cycle / high volume recruitment of business to business call center sales associates. Partnered with C-level decision-makers to develop long-term business relationships. Developed an ongoing and diverse pipeline of candidates using research, networking, and database mining for prospective candidates.

Created and implemented an employee handbook, developed policies and procedures, and job descriptions.

FedEx Trade Networks Elk Grove Village, IL 4/2010 to 6/2/2011

Regional HR Representative / HR Business Partner

Reason for leaving: Moved to Colorado

Regional HR Representative for 100+ employees in the Midwest region.

Investigated employee relations issues of harassment, discrimination, behavior, theft, vandalism, safety, and violations of work rules. Resolved issues related to conflict management, attendance and performance, and worked with management to administer an effective progressive disciplinary process.

Monitored moral, identified key employees for succession planning purposes, and identified employees with high flight-risk/turnover potential.

Responsible for the investigation of all EEOC and Department of Human Rights charges. Conducted all fact-finding interviews and partnered with the Legal Department for creating responses to charges.

Conducted full life cycle recruitment. Placed ads, searched resume databases, conducted interviews, ran background checks, presented offers/offer letters, processed new hire paperwork, and conducted new hire orientation training.

Partnered with leadership to create a positive working environment where employees feel valued, respected and empowered to perform at the best of their abilities.

Responsible for identifying training needs and implemented monthly training for managers. Implemented training for changes in policies, HR laws, and effective management of employees. Developed and implemented training programs in support of company-wide human resources initiatives including preventing harassment and union avoidance.

HSBC, formerly Household International, Wood Dale, IL 5/2004 to 4/2010

Senior Employee Relations Consultant / Sr. HR Business Partner

Reason for leaving: Layoffs

Worked within a Center of Excellence (COE) service delivery model, consulting with management on employee relations issues for businesses units within Corporate, IT, Project Management, HR Operations, Customer Service, Sales, and Marketing organizations. Provided employee relations support in a team of Employee Relations Consultants who supported over 50,000 employees nation-wide.

Partnered with Leadership on developing a consistent application of policies, performance management processes, team building, self-service management tools, and employment law.

Consulted with management on employee satisfaction to identify strategies to improve morale and retention. Identifies gaps and makes recommendations to management regarding employee’s concerns surrounding leadership, trust, and image by leading employee focus groups.

Assessed the needs of the business by partnering with management on workforce planning, organizational design, succession planning, and leadership development. Created tools needed to drive consistency across the business units, and application of policies and procedures. Developed process flows, defined SOPs, and implemented structure to the organization to drive the needs of the business.

Implemented process improvements in regards to policy interpretation and implementation, diversity awareness, developing leadership capabilities, enhancement of HR analytics, and performance management. Developed project plans, milestones, and timelines to establish tasks required for the completion of key initiatives. Partnered with business leaders to ensure that HR programs and processes were implemented in a timely and effective manner.

Investigated employee relations issues including: harassment, discrimination, misconduct, performance, attendance/punctuality, LOA, FMLA, and FLSA violations. Responsible for all functions related to employee relations issues including coaching, discipline, and terminations. Coached management on proactively managing poor performance and handling difficult employee situations.

Executed a change management strategy that focused on driving cultural shift after an acquisition, integrating, stabilizing and improving the performance of the organization, which underwent significant leadership changes and was highly geographically disbursed.

Provided full life-cycle recruitment for executive, exempt, and non-exempt level positions for IT, sales, marketing, operations, and call center positions. Analyzed employee turnover, recommending ways to improve staffing levels. Decreased recruitment time to fill through the development of strategic recruitment efforts that identify top talent through multiple sources that continually attract qualified candidates to the organization.

Managed vendor selection and partnership with staffing firms. Collaborated with vendors to manage the flow of contract and temporary employees and aligned policies and best practices as associates were converted to full time regular employment.

UltraNebs – Office Manager 2002 – 2004

Nextel Communications – Sr. HR Generalist 2000 – 2002

HSBC / Household International – HR Generalist 1999 – 2000

Superior Bank / Alliance Funding – HR Generalist 1998 – 1999

ADP – HR Assistant 1997 – 1998

EDUCATION / CERTIFICATIONS

Professional Human Resources (PHR) Certification, HRCI 2008 – present

Society for Human Resource Management Certified Professional (SHRM-CP) 2015 – present

Northern Illinois University – DeKalb, IL Bachelor of Science, May 1997

Major: Management Emphasis: Human Resources

COMPUTER SKILLS

Proficient in Microsoft Office: Word, Excel, PowerPoint, and Access. PeopleSoft, SAP, Ceridian, Applicant Tracking Systems (Findly/Symphony, Recruitmax, VURV, and Resumix), ACT, and QuickBooks.

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