Human Resources Employee Relations

Shirley Cuffee, Ed. D, MBA, MPA, B.S., a seasoned professional with a unique blend of academic qualifications and practical experience in human resources.

**** **** **** *****

Waldorf, Maryland 20601

540-***-**** (Cell)

Senior Consultant: Human Resources Director

As a subject matter expert in human resources, I bring a wealth of experience in employee relations, organizational development, and managing human resources. My expertise extends to designing and delivering programs, serving as an ombudsperson specialist, and providing HRIS support. I have a proven track record in training, retention, and mentoring, fostering the growth and success of both employees and managers. I excel in resolving employees' and managers' problems amicably and promptly. My experience also includes recruiting and working with unions in various capacities, making me a versatile HR professional capable of providing human resource services for large, small, and start-up organizations.

My hands-on expertise in human resources includes strategic planning and evaluation to ensure that an organization meets its mission using measurement tools, succession planning, and organizational development. I have the proven ability to interpret and advise on federal, state, EEO, and ADA laws and compliance mandates that provide a solid foundation for legal compliance and problem resolution within the organization. My extensive and broad-based experience in employee relations and human resources, coupled with two master's and doctoral degrees, complement my skills and knowledge.

Employee Relations

Conducted investigations of discrimination cases. Ensured compliance with Title VII and Title XI; handled labor and employee relations and diversity and inclusion programs. In addition, I trained other investigators and delivered training on discrimination.

Consulted with management on employee relations issues, policies, grievances, and training.

Interpreted and guided supervisors and managers on applying EEO, employment, and discrimination laws.

Reviewed and investigated complaints of harassment and discrimination presented by employees and applicants.

Mediated between managers and employees to resolve disputes; proven ability to handle and resolve conflicts.

Performance Management (Organizational Development)

Provided support and direction to management regarding talent management. Has experience in performance management, talent review and development planning, and competency modeling.

Partnered and guided management as a subject matter expert.

Measured performance of departments and organization performance using

tools (metrics, dashboards, scorecards) to ensure that goals are achieved.

Human Resource Management

Worked with employees, supervisors, and staff on all human and labor relations issues; developed and implemented policies and programs encompassing all aspects of this function.

Consulted with management on employee relations, succession planning, policies, procedures, and training issues.

Counseled staff and management on human resources and employee relations, union activities, terminations, employment, and policy interpretation and updates.

Created employee suggestion systems, opinion surveys, and other motivational and communication tools.

Leadership

Managed human resources professionals and support staff.

Handled all union negotiations, serving as the company's Chief Negotiator.

Served as a member of the Senior Management Team, reporting directly to the Chief Executive Officer (CEO).

Research, gather, and prepare information to assist senior management in making decisions or actions on various human resources and employee relations matters. Possess skills, knowledge, experience, and a master’s in organizational development and strategies that support the organization.

Compensation & Classification

Ensured that employees were compensated equitably; conducted classification studies for four consecutive years, resulting in over 400 employees receiving a salary increase.

Conducted salary surveys, comparability studies, classification reviews, desk audits and reviews, job descriptions review and development.

Developed compensation and recruitment policies and recommendations. They provided accurate, timely compensation information to the President, managers, and employees.

Established new employee salary ranges for new positions, created fresh positions, and conducted position reviews for promotions and in-band adjustments.

Implemented the new compensation program for the Commonwealth of Virginia.

Recruitment and Retention

Developed and extended the company recruiting program.

Partnered with management to create initiatives to increase staff retention.

Developed and consulted with management on succession planning and developed an employee retention program.

Responsible for recruitment and staffing; promoted diversity in hiring practices and retaining a diverse workforce.

Human Resource Information System

Extensive technical background; knowledgeable in human resources information systems (HRIS) and skilled in evaluating applicability to specific organizational environments.

Served as the Project Manager for implementing two (2) Human Resource Information Systems (HRIS).

Training

Analyzed and assessed employee training and development needs; developed and designed training programs based upon assessments.

Conducted training for managers and employees on policies and grievance procedures, compliance with Title VII, diversity, disabilities (ADAA), sexual harassment, customer service, discrimination, documentation, workplace violence, and other issues related to employment and retention.

Employment

Senior Consultant EBED Community, Inc.

Subject Expert 2021-2023

Served as the Strategic Manager of Employee/Labor Relations and Director of Human Resources. Advised managers and employees on sensitive labor and employee relations matters, including arbitration procedures and disciplinary actions; advised and assisted managers in identifying employee and labor relations issues and determining appropriate action; and managed complex performance management issues, complaints and grievances, and employee terminations.

Conducted investigations, developed and maintained policies, and provided guidance to ensure a consistent application for fairness and equity in the organization. Responsible for programs, including negotiation of collective bargaining agreements, contract administration, interpretation, and guidance/coordination of related management activities consistent with the organization's mission. Serves as the primary contributor to developing and maintaining comprehensive Human Resources policies and strategies in employee and labor relations.

Senior Consultant Wilson’s Transport

Human Resources 2011-2021

The organization smoothly responded to industry/market changes and technological advances. Product innovation was increased through competitive analysis, market research, and an understanding of consumer expectations and preferences. The organizational development process used and created a continuous cycle of improvements, where strategies were planned, implemented, evaluated, improved, and monitored.

Other goals included improving communication by aligning all employees with the organization’s goals and values. An Employee Performance Evaluation tool was developed and implemented to provide merit increases based on performance. The procedures and salary schedule were developed, and the new tool was implemented and rolled out to staff. This tool incentivized employees to be more engaged in achieving salary increases based on measurable goals.

Human Resources Director Fairfax County Government, Fairfax, Virginia 2006-2011

I have advised management on succession planning, policies, procedures, and training. Additionally, I have guided staff and management on human resources matters, including union activities, termination, employment, and policy interpretation. I have also focused on ensuring compliance with Title VII and Title XI and have managed labor and employee relations and diversity programs. I have offered consulting services to management on employee relations issues, policies, procedures, and training. Furthermore, I have interpreted and guided supervisors and managers on applying EEO, employment, and discrimination laws. Additionally, I have reviewed and investigated complaints of harassment and discrimination made by employees and applicants. Mediating between managers and employees to resolve disputes and demonstrating an ability to handle and resolve conflicts have also been part of my responsibilities.

Compensation/Classification Northern Virginia Comm College

2000-2006

Out of all the community colleges reporting to the National Association of Community Colleges (NVCC), authorized to hire executive staff without the approval of NVCC. The only Team Leader that was given such authority. Developed a Merit-Based Performance Evaluation tool. Salary increases were based on merit. This included the Salary Plan, Salary Schedule, and Incentive Program. They had a Salary Scale and Procedures. Reduced high turnover of employees by ensuring that employees were compensated equitably; conducted classification studies for four consecutive years that resulted in over 400 employees receiving salary increases. Completed salary surveys, comparability studies, classification reviews, desk audits and reviews, job description reviews, and development. Developed compensation and recruitment policies and recommendations and provided accurate, timely compensation information to the President and management.

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Shared Services Human Resources Director American University

1998-2000

Directed oversight of eight (8) departments, including recruitment, payroll, HRIS, Worker’s Compensation, organizational development, auditing, labor relations, and benefits. Served as the project manager for implementing the Human Resource Information System (HRIS).

Designed and delivered the HRIS tool that served a massive institution of higher learning. Hands-on expertise in human resources activities with a proven ability to interpret and advise on applying federal, state, and EEO laws.

Human Resource Director MVM, Inc.,

1997-1998

Managed human resources professionals and support staff.

Handled all union negotiations, serving as the company's Chief Negotiator.

Served as a member of the Senior Management Team, reporting to the Chief Executive Officer. Influenced the senior management team as a strong advocate for organizational development and other vital human resources strategies that support the organization.

Director Employee Relations Marine Spill Response Corp

1994-1997

Counseled employees were experiencing workplace performance issues, including absenteeism, tardiness, substance abuse, or poor work performance. Conducted investigations related to claims related to discrimination. Served as an ombudsperson specialist to resolve issues in five (5) states.

Partnered and provided guidance and support to management on issues related to interpersonal difficulties, fitness-for-duty, and medical determinations related to employability, disability, and retirement. Served as a presenter, facilitator, coach, and mentor and developed material to train staff.

Assistant Executive Director Human Resources Alexandria City Public Schools

1989- 1994

Analyzed and assessed employee training and development needs; developed and designed training programs based on assessment. Handled employee relations guidance and conducted claims of discrimination. Completed training, provided guidance for managers and employees on policies and grievance procedures, compliance with Title VII and the Americans with Disabilities, diversity in the workplace, sexual harassment, discrimination, workplace violence, and other issues related to employment.

EDUCATION

Ed. D, Leadership, and Management - Bowie State University

MPA, Human Resources Management - Bowie State University

MPA, Organizational Development- Bowie State University

B.S. Business - Bowie State University

Skills

Payroll, Microsoft Office 2010, Oracle Cloud HCM PowerPoint, ADP Payroll and Human Resources Cost Point, Human Resource Information Systems (HRIS), PeopleSoft, Excel, I-Q, Metrics, Dashboard and Scorecards, Paycor, PMIS.

Accomplishments

Developed a Merit-Based Performance Evaluation Tool. Included Salary Scale and Procedures

Served as an Arbitrator with the American Arbitration Association

Served as ombudsperson specialist.

Certified EEO Investigator trained by the Equal Employment Opportunity Commission.

Trainer, arbitrator, facilitator, negotiator, ombudspersons specialist and mediator.

Worked as an Adjunct Professor with Northern Virginia Community College.

Received Doctoral Chair’s Award for 2009 dissertation.

Received the Outstanding Doctoral Research Award.

Wrote an article published in the American Association of Behavioral and Social Sciences magazine in 2010.

Served as a Presenter and Facilitator at the 2009 Annual American Association of Behavioral and Social Sciences.

Implemented two Human Resource Information Systems (HRIS) that enhanced employees' technical skills.

An author.

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