Talent Acquisition Employee Relations
Resume:
SHELBERT M. JONES
Baldwin, NY 11510
H: 516-***-**** *************@*****.*** C: 516-***-****
SUMMARY
Workforce Development and Human Resource Professional with both single and multi unit management experience and extensive knowledge of Employee Relations, Performance Management, Benefits and Recruiting. Develop and implement training programs that improve organizational results. Formulated partnerships with all levels of management to ensure and enhance productivity and company morale.
PROFESSIONAL EXPERIENCE
HAROLD LEVINSON ASSOCIATES / NCD, Farmingdale, NY 2018-Present
Recruiting Manager / Talent Acquisition Manager
Responsible for Full Cycle recruiting process for Farmingdale, Philadelphia, Maryland.
Ensured all Onboarding, Best in Class experience.
Ensured all branding was adhered to in the public arena.
Participated in all Job Fairs, colleges and general public events.
Reduced the use of Temp Agency by 90%, saving over $700K.
Reduced cost per hire.
Partner with all stake holders to ensure a timely and proper hire.
Implemented ATS System (Paycom) to the company.
Responsible for monitoring company’s present with LinkedIn and Indeed.
Introduced the use of Community Partners to the company.
DEJANA INDUSTRIES, INC, Port Washington, NY 2016-2018
Recruiting / Talent Acquisition Manager
Responsible for the full cycle recruiting process for the entire organization from Boston to Denver. Ensured each new hire understood the benefits and the 401K.
Learned new skills on recruiting Heavy Equipment Operators for seasonal snow removal
Developed a pipeline for Diesel Mechanics and CDL Class A and B Drivers
Reduced turnover by 40% through incentives
Increased the hiring from 1000 to 1300 in year 2016/2017
Increased the hiring from 1300 to 1600 in year 2017/2018
GRANT ASSOCIATES, INC, New York, NY 2009-2015
Corporate Recruiter
The Brand ambassador for the company while expressing the company’s core values in selecting and attracting quality candidates for the organization. Excellent experience in the use of ATS, variety of job boards and social media and the administering of pre-employment testing, Wonderlic and Proveit.
Developed strong pipeline for Account Managers
High volume recruiting
Provided 93 per cent on time filled by date.
Ensured proper on-boarding of all candidates
Uncovered passive candidates through LinkedIn, Monster, Facebook, etc
Deputy Director, B2W Program Site Director
Enhanced the efficiencies of the mid-town unit through active participation and monitoring the daily roster to ensure that staffing levels matched the candidate’s needs. Developed and trained a staff of nine Account Managers and Career Advisor as well as support staff. Managed the SNAP, STEP and Literacy Programs.
Consistently met company’s placement goals of 60 per month
Resolve conflict before having to escalate to upper management.
Able to develop a relationship between the staff and candidates.
Business Service Manager
Responsible for the growth and development of 4 Account Executives and 3 Career Advisors. Fostered business relationships and partnerships with both community-based programs and business leaders to educate them on the hiring of ex0offenders. Developed training programs and workshops to assist ex-offenders to put their lives on track and become productive members of society. Developed and facilitator of several LTW (Learn to Work) workshops for Board of Education.
Train and Developed 4 account Executives
Developed workshop “What Employers Look For In A Candidate”
Exceeded first year placement goals, 300 goal versus actual 386
Exceeded second year placement goals, 450 goal versus actual 503
THE HOME DEPOT, Elmont, NY 2007-2009
District Human Resources Manager/ Employee Relations
Investigated and determined the final outcome of all internal investigations of discrimination, sex harassment and other Title VII violations. Formulated partnerships with Regional, District and Store Management to promote and improve the morale of the district. Coached and developed management teams in the stores on how to handle difficult employee relations issues. Supervised the growth and development of 1,000+ employees, eight store managers, 35 assistant managers and 100 department supervisors.
Reduced Management turnover by 25% by ensuring that managers received all necessary training.
Improved overall district morale through the implementation of “Employee of Choice” committees in each store.
Increased and improved the company’s community image by increasing store participation in community-based projects by 30%.
Reduced the number of hotline complaints from 125 to 85 for the year ending 12/31/08.
Promoted six Department supervisors to Assistant Store Manager and 12 Associates to Department Supervisor level based upon strong performance.
Increased 401(k) participation to 92% from 78% through education and training.
THE TARGET CORPORATION, Farmingdale, NY 2006-2007
Executive Team Leader / Human Resources
Managed the growth and development of 275 team members, 10 Executives and 20 Team Leads. Drove HR Performance Management Process, Analyzed and executed store staffing needs based on turnover and churn reports. Improved store morale by ensuring a positive “Open Door” policy was exhibited in the store.
Improved morale by revitalizing the “Open Door” policy and ensuring that team members took ownership of the store’s success.
Successfully developed and implemented a team member Referral Program to assist in meeting store staffing needs.
Reduced executive turnover by 40% through implementing mentoring and chat sessions.
THE HOME DEPOT, Long Island City, NY 2003-2006
Human Resources Manager
Liaison between management and the associates. Directed the growth and development of 450 associates, 10 Assistant Store Managers and 25 Department Supervisors. Anticipate the staffing needs through forecasting. Supervised Performance Management process to accurately assess the talent.
Improved store morale by ensuring all performance appraisals were written and presented in a timely manner.
Succeeded in meeting store staffing needs that contributed to the store gross sales of $90 million for 2004 and $96 million for 2005.
Decreased the number of internal complaint calls to 85 from 150 in 2005 by increasing the number of chat sessions conducted.
EDUCATION & COMPUTER SKILLS
Long Island University, Brooklyn, NY
B.A. in Psychology
Computer Literate, Excel, Power Point, Microsoft Suites
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