CARLOS GIPSON

Mesa, Az ***** 480-***-**** ad4ra1@r.postjobfree.com

S U M M A R Y

Dedicated and seasoned HR professional with a proven track record of directing comprehensive activities to address diverse human resource needs. Adept at providing strategic HR services to enhance the overall employee experience. Excels at resolving complex employee relations issues, coordinating performance management processes, and maintaining crucial metrics for continuous improvement. Collaborative and adaptable, build strong relationships across departments and management levels, ensuring effective communication and negotiation of agreements. Hands-on experience in policy development, corrective action, and HRIS management. Strength in multi-state labor laws including CA and AZ. E X P E R I E N C E

Human Resources Manager

Eco Chic Consignments, Inc, Phoenix, AZ Jan 2021 – Present Eco Chic is the parent company of 3 Stores: My Sister’s Closet, My Sister’s Attic and Well Suited. Provided full HR support for 11 stores (2 in CA, 9 in AZ) including but not limited to managing biweekly payroll, employee relations, talent acquisition, HR compliance (onboarding/offboarding, report generation/HR metrics), compensation and benefits. Regularly visit store locations to ensure positive employee relations and retention partnering with store leaders. Employee Relations

• Conduct thorough investigations into allegations of company policy violations with varying levels of complexities across multiple jurisdictions. Make appropriate remedial or disciplinary recommendations following an investigation.

• Adhere to investigative best practices and protocols around gathering and preserving information, documentation, and report writing.

• Partner closely with Legal and other functional partners within the Executive team to recommend and implement solutions. Talent Acquisition

• Responsible for leading Talent Acquisition and managing the full cycle recruiting for crucial positions.

• Implement a comprehensive sourcing strategy involving social media, referrals, employee database, hiring agencies, educational institution network and other sources for potential candidates.

• Create effective partnerships with Hiring Managers that will ensure a full understanding of the requirements of their positions.

Data Analyst

• Maintain HRIS (Paycom) and generate reports from HRIS system to run reports, perform analysis, and interpret data.

• Work with internal stakeholders to maximize the effectiveness of key strategic and operational projects and grow the people-data reporting function and people analytics capability into a predictive and trend-focused approach.

• Build, analyze, and maintain ER metrics and review them on a quarterly basis. Using data analysis tools helps identify high achievers within the organization.

• Process data changes in HR systems including, but not limited to rehire, terminations, promotions. Supports HR-led events

(typically internal learning and development opportunities) through calendaring, communications, and management of training materials and records.

Compensation and Benefits:

• Research and assess incentive compensation plan of comparable organizations for enhancement recommendations. Conduct external and internal pay studies, recommend pay structures.

• Manage the annual merit, bonus, and promotion cycle.

• Administer and communicate benefit programs, including open enrollments and qualifying events.

• Oversee HRIS configuration and maintenance for compensation and benefits management. HR Business Partner

Pearl Interactive Network (US Census - Temporary Contract), Tempe, AZ March 2019 – Jan 2021 HR “Start-up” Assignment to build HR Operations in Tempe facility for Pearl Interactive (third-party administrator).

• Spearheaded the recruitment strategy for temporary Census positions, ensuring alignment with business needs and maintaining optimal staffing level of 950 CSRs for the Q&A Call Center.

• Collaborated with business leaders to identify staffing requirements, developed comprehensive business plans, and worked closely with recruiters to streamline the hiring process, ensuring timely and efficient onboarding.

• Played a key role in the development, implementation, and enforcement of company policies and procedures (including handbook development), ensuring compliance with federal and state regulations for a large and diverse workforce.

• Led employee feedback meetings, actively participating in management updates to enhance the working environment and overall employee relations, resulting in improved satisfaction and productivity.

• Conducted thorough investigations, corrective actions, and terminations, collaborating with legal to ensure adherence to standard operating procedures and maintaining consistency in enforcement across the assigned business unit.

• Resolved complex employee relations issues, demonstrating a high level of professionalism and conflict resolution skills, contributing to a positive work environment and improved employee satisfaction.

• I played a crucial role in promoting a positive working environment by addressing behavior violating company policies, making necessary staffing changes, facilitating employee growth and development through various initiatives. Human Resource Business Partner

Freeport McMoran, Phoenix, AZ May 2015 – Feb 2019

Freeport McMoran is a Copper Manufacturing organization with approximately 3,500 employees. As HRBP, I supported 3 Manufacturing sites (2 in AZ with approximately 1,000 employees and back-up for Northern Mexico facility).

• Developed effective relationships with People Partner Directors and Generalists, promoting positive employee relations resolutions. Collaborated closely with People Partner Directors, providing relevant communications, and reporting on investigations, escalating issues to Leadership when needed.

• Effectively managed and coached employees at all levels through complex and emotional situations, utilizing strong interviewing and documentation techniques. Maintained comprehensive documentation, tracking, and metrics within the case management system.

• Placed significant emphasis on investigations, communication, and teamwork to bring about resolutions to employee concerns. Conducted thorough employee relations investigations, addressing issues such as harassment, discrimination, retaliation, and policy violations.

• Represented the company in handling unemployment claims, collaborating with legal counsel to facilitate prompt and effective resolutions of workplace concerns, including interactions with the EEOC and responses to legal actions.

• Implement Human Resources goals, processes, practices & systems to build organizational and people capability (e. g., staffing, performance management, training & development, employee relations).

• Responsible for Benefits Administration including administering benefits to employees and serving as a key liaison between employees and insurance carriers.

• Initiated and managed ergonomic initiatives, conducting ergonomic assessments and implementing improvements that led to a 60% reduction in reported workplace injuries.

• Supervised and coordinated work activities of HR Coordinators. Provided cross functional training to obtain a team that is cross trained and flexible.

• As a member of the compensation committee, I worked with the committee to change the pay for performance incentive programs.

Leave Manager

Cigna Healthcare, Pittsburgh, PA May 2012 – April 2015

• Supervised a team of 10 to 15 call center professionals, offering training, conducting performance evaluations, and facilitating weekly quality assurance (Q/A) assessments and coaching sessions.

• Managed all FMLA requests within appropriate service metrics. Respond to all inquiries within time standards.

• Assisted Learning and Development Team in creating a Leave of Absence and Accommodation Training Program for managers.

• Maintained communication with employees and managers regarding duration, return to work, extensions of leave, and accommodation when applicable.

• Conducted an evaluation of all FMLA requests, including a review of all medical information, and determined whether to approve or deny.

• Obtain a medical review from a Nurse Case Manager when necessary.

• Support the Benefits Team with benefits administration including assisting employees with benefits related questions, enrollments, benefits training, 401(k) and ESPP administration, and special projects. HR Generalist/Benefits Administrator

University of Pittsburgh Medical Center Health Plan, Pittsburgh, PA Nov 2006 – Apr 2012

• Acted as a liaison between HR and other departments, providing support and expertise on HR policies and procedures.

• Collaborated with internal stakeholders to address employee relations issues, ensuring a consistent and supportive approach.

• Conducted training sessions for HR representatives and other departments, fostering a cohesive understanding of HR practices.

• Responsibilities included enrolling new associates in benefit plans and responding to routine benefit related inquiries, notifying outside vendors of newly terminated associates and ensures COBRA packets are sent by the vendor in a timely manner.

• Worked with Compensation & Benefits Accounting, external auditors, and internal auditors to ensure timely completion of plan audits and filings.

• Responded to questions from Shared Services, HR Representatives, and plan participants regarding coverage under the 401(k) Plan.

• Performed day to day interaction with 401(k) record keeping vendor, reviewed monthly checklist reports and trust reconciliations.

M I L I T A R Y :

US Army

MOS - 42A4O2S – Senior Human Resource Sergeant

June 1998 -July 2004 (Active Duty) - July 2004 -July 2008 (Army Reserves) T E C H N I C A L S K I L L S :

HRIS applications (Paycom, ADP Workforce, Lawson, Oracle, Benefits Solver, Workday, Taleo, Share point) MS Office (Word, Excel, PowerPoint, Access, Outlook)

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