Employee Relations Manager

BACKGROUND SUMMARY

Enterprising, results-oriented, independent Human Resources professional who can identify needs and trends, sets practical short and long-term goals, and executes plans to manage complex projects to successful completion.

PROFESSIONAL EXPERIENCE

Berks Community Health Center, Reading, PA June 2018 – Current

HR Director

Reports to Chief Executive Officer and responsible for implementing HR policies and programs and manage all aspects of employee relationship and development. Responsible for managing staffing and recruiting, organization development, performance management, training, compensation, benefits administration. Ensure job descriptions for all positions are accurate and up to date. Conduct performance reviews with department managers. Recruit and retain top quality staff for each department and conduct interviews. Provide company-wide communications and manage social committees. Oversee Payroll processing and maintenance payroll records in accordance with governmental regulations and internal policies.

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GEODIS, Bethlehem, PA May 2015 – April 2018

Regional HR Manager

•Effectively managed the Human Resources function for three locations with just under 500 employee and a HR team comprised of an HR Generalist and a Recruiter.

•Developed Talent Management strategies that aligned in support of current and new business requirements.

•Engaged with senior stakeholders within the business to advise and support appropriately on people issues.

•Worked closely with direct reports to transform priorities and requirements into plans that optimize resources and set appropriate expectations.

•Drove change management with talent development activities, coordination of people talent, resource allocation, succession planning, recruiting and new hire onboarding.

•Ensured that the company’s Human Resource operations and talent management policies and practices were consistent with applicable laws and regulations, as well as the values and mission of the organization

•Conducted or managed employee relations issues, investigations, recording and maintenance of employee information, such as personal data, compensation, benefits, attendance, performance reviews or evaluations, disciplinary actions, and terminations/separations of employment.

•Identified training needs and designed and developed training programs as appropriate. Also conducted monthly training sessions for Supervisors and Managers.

•Launched employee engagement activities that rewarded and recognized employees.

•Created and implemented employee relations practices that ensured HR accessibility, monthly chats with employees, one on one meetings with Supervisors and exit interviews.

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Republic Services, Telford, PA October 2012 - May 2015

Division HR Manager

Acted as a business partner with the local management team to effectively manage the human resources function for two divisions, which includes six locations and approximately 600 employees, while maintaining compliance with industry regulatory agencies and company programs. In addition to administering staffing, training, employee relations, compliance, benefits, and compensation programs at the local level, this role is actively engaged with the implementation of strategic Human Resources initiatives.

•Provided human resources advice and consultation to employees and management, to include coaching and counseling on performance management issues, conflict management, interpretation of employment policies and resolution. Implemented, disseminated, and monitored company policies, programs and procedures in the areas of training, compensation, compliance, and benefits to attract, retain, and motivate employees.

•Oversaw recording and maintenance of employee information, such as personal data, compensation, benefits, tax data, attendance, performance reviews or evaluations, disciplinary actions, and terminations/separations of employment.

•Monitored division compliance with federal, state, and local laws and regulations relating to equal employment opportunity, affirmative action, unemployment compensation and any other employment-related requirements.

•Coordinated with division operations and corporate/regional/area Human Resources staff regarding all employment activity (i.e., hiring, employee relations, compliance, terminations, etc.) within the division.

•Assisted in conducting and resolving investigations regarding employee complaints and concerns.

•Involved with coaching and counseling managers as it relates to performance management.

•Identified training needs and/or gaps and developed training programs as appropriate. Also conducted training sessions, including but not limited to, new hire orientation, classroom training and additional leadership sessions.

•Performed and assisted with necessary human resource related audits for specific location and union negotiation.

•Implemented succession planning and talent management plans to support leadership by identifying current talent and anticipating future needs.

CINTAS, Emmaus, PA July 2010 – October 2012

HR Manager

Responsible for managing the day-to-day operations of the Human Resources office for a facility of 180 employees.

Participated in recruitment and hiring process, which included: placing internal and external ads, discussing staffing needs with line managers, screening applications and conducting interviews, recommending salary levels, making employment offers to candidates, preparing offer letters, reference checks, background checks and new hire orientation.

Responsible for benefits open enrollment, record keeping, administering and maintaining HRIS, HR related activities and programs such as compensation, benefits, performance management process, health and safety and diversity.

Responsible for processing of payroll and submission of changes in a timely basis.

Planned and directed for Training of employee including senior managers, maintain contact with outside resources for training.

Responsibilities included recruitment, policy interpretation and administration, employee relations, training, compensation administration, FMLA administration, and other duties as necessary to ensure maximum effectiveness of the Human Resources function.

Provided primary coaching and counseling support to mid-management and supervisors in the areas of employee relations, performance management, training, and policy interpretation.

Facilitated timely resolution of all employee relations issues maintaining an appropriate balance between employee and management advocacy.

Assisted in internal audits of employee relations’ issues, prepare proper documentation, and make recommendation to resolve employee relation issues.

Investigated and authorized employee terminations while maintaining legal compliance. Submitted unemployment forms, monitored quarterly statements, attended hearings as required.

Counseled Managers and supervisors regarding the proper and consistent application of company policies in regards to employment, salary related matters, and problem resolution.

Promoted good employee relations by counseling employees on company policy, assisted with job related problems, and attempting to reconcile differences between individual employees and their managers/supervisors.

Participated in career development issues including discussing career paths with line managers and employees and serving as a resource for employees to express their concerns and career plans.

Prepared or assisted in preparing disciplinary documents and counseled management regarding employee performance.

Coordinated resolution of formal complaints/charges such as EEO, age discrimination, and sexual harassment.

Lehigh Valley Health Network; Allentown, PA October 2003 – July 2010

Career Consultant May 2004 – July 2010

Responsible for ensuring that 400 – 500 positions were filled within a 60-day period.

Assisted as a Consultant in the resolution of departmental Human Resources issues as needed.

Assisted with application screening, benefit enrollment, unemployment claims and addressing employee questions.

Collaborated with Cultural Awareness Liaison in Strategic Planning and Program Development.

Developed diversity presentations/workshops for multiple audiences.

Developed and maintain collaborative relationships internally and externally to further cultural awareness initiatives.

Assisted with patient data evaluation for Cultural Awareness Liaison.

Provided personal career counseling as needed.

Facilitated the study that led to the communication and implementation of initiatives to retain Registered Nurses 55 years of age and older.

Wrote a grant to fund a school to work program and received $103,000.

Community Liaison October 2003 – May 2004

Organized community groups around local issues.

Planned and facilitated community meetings.

Provided technical assistance to communities for strategy development, implementation, and evaluation of activities to improve the health of individuals, groups, organizations and the community.

EDUCATION

DeSales University, Center Valley, PA

MBA in Management

New York Institute of Technology; New York, NY

BA degree Major: Business Administration

Minor: Human Resource Management

CERTIFICATION & SPECIALIZED SKILLS

SHRM (SCP) and HRCI Certifications: Professional in Human Resources (PHR)

Fluent in Spanish

Proficient in Microsoft Office Applications including: Word, Excel, Access, Outlook, and PowerPoint

Knowledge of Paychex, Kronos, Ceridian, PeopleSoft and Position Manager.

PROFESSIONAL AFFILIATIONS:

Society for Human Resource Management

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