TARA STAFFORD, Human Resources/Talent Management Business Partner

702-***-*****adefoa@r.postjobfree.com*http://www.linkedin.com/pub/tara-stafford/23/79b/14b

Positioning HR/TAM as a Business Partner for Excellence

Strategic and innovative HR/TAM Executive who translates business vision into HR and Talent Management initiatives that improve performance, profitability, growth, and employee engagement. Empowering leader who supports companies and top executives with a unique perspective and appreciation that human capital is every organization’s greatest asset. Genuine influencer who thrives on tough challenges and translates visions and strategies into actionable, value-added goals.

Signature Qualifications-Areas of Emphasis

HR Best Practices & Business Acumen

Employee Relations/Wellbeing & Diversity

Strategic Talent Acquisition & Talent Management

Coaching & Mentoring

Conflict & Complaint Resolution

Succession Planning

Organizational Development Employee Performance Improvement Leadership Development

HR Policy, Process & Systems Design

Grievance, Arbitration & Peer Review

Transparent Communication

Cultural Awareness

Challenger of Conventional Wisdom

Customer Centric-Brand Ambassador

Candidate Relationship Management

Change Management Workforce Segmentation, Planning & Development

Compliance & Safety Management

Investigations & Performance Management

Results-Driven Leadership

Tenacious Quest for Success & Learning

Stakeholder Mentality

Entrepreneur Spirit

PROFESSIONAL EXPERIENCE

CREDIT CORP. West Region Financial Services 2015 – Present

Talent Acquisition Business Partner – Field & Corporate

Regional partnership with proactive involvement within a multi-unit/multi-state environment with executive leadership and field operations for the West Region, which consists of AZ-CA-CO-ID-KS-NE-NV-WY. Focused with a strategic approach to identifying, attracting, and onboarding top talent to efficiently and effectively meet dynamic business needs, foster employee engagement, and mobilize talent. Contributed to the development of the Talent Acquisition Department in 2015 from the ground up. This included the creation of Recruitment strategy and processes, evaluation and implementation of systems and infrastructure. Successfully streamlined and modernized the recruiting and on-boarding process to utilize online applications, candidate tracking, and electronic new hire paperwork through iCIMS and Ulti-Pro. Coached, consulted, and collaborated with executive leadership and field operations on staffing process, sourcing strategies and talent assessments. Recruited exempt and non-exempt employees from the individual contributor level to the C-level. Responsible for negotiating contract rates (hourly or salary) with all new hires and educating hiring managers on current market rates and their internal equity. Continuously supported the business strategy, goals, shared values, culture and philosophy of the organization. Developed creative staffing solutions. Provided cost effective solutions to maximize reach to potential candidates. Initiated, recommended, established, implemented and assessed effectiveness of advertising and media campaigns. Managed consistent, high flow volume of dynamic candidates to build pipeline. Expert in Internet data mining, professional networking, branding and passive candidate sourcing. Proficient with iCIMS, Social Media, People Answers, Monster, CareerBuilder and other sourcing tools. Updated job postings, sourced new talent by utilizing the Internet, open house event, cold calling, search firms and referrals. Responsible for reference checking, employment verifications and assessment administration. Presented candidates, scheduled interviews, managed offer process through salary recommendations and extending offer. Quickly built a relationship and collaborated with Human Resources, Area Directors and the owner through the hiring process. Responsible for sourcing, interviewing, and hiring all levels of both clinical and allied health professionals. Evaluated potential candidate skills, qualifications, and experience against the requirements of the position. Effectively worked in a team structure throughout the entire recruitment cycle. Provided integral support during integration of new ATS-iCIMS. Evaluating corporate strategic staffing and recruiting plans to ensure that maximum effectiveness and organizational goals are met; and coaching, mentoring, consulting, and supporting the leadership and field operators on employee growth, development, and performance practices. Managed recruiting function for organization, including sourcing, interviewing, and hiring of candidates. Ensured all hiring activities stayed within corporate established budget. Briefed executive team on weekly openings report, showing all vacancies within the Region/Districts and status of each. Trained the field leadership on how to recruit on Twitter, Facebook, LinkedIn, Google and how to use Boolean methodologies. Lead the recruiting function for the West Region-Arizona, California, Colorado, Idaho, Kansas, Nevada and Nebraska. Develop strategies identifying the most qualified candidates by taking a proactive strategic approach. Manage a team of three recruiters and one coordinator. Ensure all compliance with OFCCP, FCC, local state and federal employment-related regulations are met. Partnered with business leaders to develop action plans and solutions to support short-term and long-term goals. Participated in the design efforts for in-house applicant tracking system and procedures; Facilitated implementation by training management and administrators; Advised how system best fit with procedures and departmental protocols in practice. Conducted work climate assessments to identify issues and proposed action plans as appropriate. Advised management and employees on policies/procedures, and federal/state regulations. Selected skilled employees that will enable the businesses to achieve its long-term goals. Skills relevant to this position and found on example resumes include sourcing diverse candidates at all levels via multiple means including job boards, niche sites, job fairs, professional associations, networking, social media, and strategic advertising; and negotiating salaries and oversights of contractual and administrative components involved in full life-cycle recruiting. Developed and managed all recruiting activities for the company by implementing innovative company-wide recruiting strategies, processes and procedures. Successfully implemented a new applicant tracking system (iCims) resulting in improved user and candidate experience. Developed and strengthened relationships with key executives and hiring managers throughout the company. Eliminated all 3rd party recruiting fees resulting in over $200,000 in savings. Updated and maintained all job board postings. Increased candidate flow.

CASH AMERICA INTERNATIONAL West Division Financial Services-Loans-Pawn-Retail 2014 – 2015

Human Resources/Talent Management Business Partner-Field & Corporate

Division partnership with proactive involvement within a multi-unit/multi-state environment with executive leadership and field operations for the West Division, which consists of AK-AZ-NV-NM-TX-UT-WA. Focused with a strategic approach to providing comprehensive human resources support through business acumen, relationship management and proactive involvement within a multiunit/multi-state environment. Championed HR and TAM vision while forging sustainable HR infrastructure, systems, processes, and practices. Provided coaching to executives and filed managers across the division/region on issues of employee relations, compensation, benefits, wage and hour, training, staffing, workforce planning/job re-leveling, performance management and skill assessment. Partnered with and consulted to determine and execute organizational objectives and strategies that supported the culture, company direction and business needs of their organizations, as well as across functions. Served as employee relations advisor for all employees including field operations and leadership in regards to workplace conflict, policy interpretation, and corrective action. Supported leadership and filed managers with Reduction in Force actions including guidance with developing and writing business cases and supporting documentation, and conducting notification meetings. Conducted thorough, confidential investigations of complex employee issues. Recommended course of action with effective resolutions that applied knowledge and understanding of HR guidelines and employment laws, ensuring compliance while reducing liability to company. Consistently met metric of <30 days to complete investigation and close case. Worked side by side with business leaders to drive company/division/region/district goals. Created a talent pipeline by implementing leadership development tools and processes such as talent identification and action plans, succession planning, training, coaching. Provided a full range of consultative services in Human Resources and Organizational/Talent Development. Subject matter to include, training program design and curriculum development, workplace policies and procedures, strategic planning and organizational goals, benchmarking and performance optimization. Collaborated with corporate and field operations to design and co-lead manager training for "Stay Conversation" discussion, resulting in shared best practices knowledge which positively affected the selection process as well as retention. Partnered with internal resources to execute corporate-wide HR initiatives and specific programs. Guided Senior Managers through Change Management training, resulting in a greater awareness adapting to a shifting environment as well as diversity awareness training in support of the company culture and core values initiative. Focused on aligning human resource strategies with the lines of business to provide leadership in change management activities and resolution of employee relation issues in the division/region/districts. Managed a Safety Committee/Program to ensure compliance with OSHA.

POKER PALACE Las Vegas, NV Hospitality and Gaming 2013 – 2014

Human Resources Manager

Led human resources practices to provide an employee-oriented culture that emphasizes empowerment, quality, productivity, goal alignment, and on-going development of a superior workforce. Directed cross-functional work teams to exceed corporate goals for production output. Supported all employees in all facets of general Human Resources. Delivered seminars and employee training programs. Coordinated all weekly communication efforts, trainings, employee surveys, processed workers' compensation, disability, terminations, exit interviews, and unemployment claims. Facilitated issue resolution between employees and management; guided disciplinary actions. Provided guidance to managers while taking into consideration company culture and human resources budget. Monitored human resources trends and shared solutions to improve productivity, increase employee retention, identify training needs, implemented and evaluated training programs, developed staffing models, recruitment and human resources strategies. Introduced proactive employee relations and communications programs to resolve previous labor and management issues and restored the credibility and employee-centric focus of the company. Created, implemented and managed a Safety Committee/Program to ensure compliance with OSHA. Contributed to senior-level decisions, supporting initial analysis through due diligence and subsequent integration. Enabled business growth by assessing HR cultural compatibility and talent impacts. Ensured management and staff were fully educated on the proper interpretation and application of collective bargaining agreements, personnel, compensation, performance management and grievance policies management. Investigated/mediated disciplinary actions and grievance hearings to determine the proper outcome. Designed and conducted employee exit interviews/stay interviews and performed analysis for retention. Provided harassment and diversity training to new hires. Created and delivered two segments, on workplace violence and sexual harassment, in Company Leadership Training. Performed exit and stay interviews designed to highlight best practices and areas of improvement.

TARA STAFFORD, Human Resources/Talent Management Business Partner

702-***-*****adefoa@r.postjobfree.com*http://www.linkedin.com/pub/tara-stafford/23/79b/14b

EZCORP US PAWN & RETAIL West Region Financial Services-Loans-Pawn-Retail 2010 – 2013

Human Resources/Talent Management Business Partner-Field & Corporate

Region partnership with proactive involvement within a multi-unit/multi-state environment with executive leadership and field operations for the West Region, which consists of CO-NV-TX-UT. Focused with a strategic approach to providing comprehensive human resources support through business acumen, relationship management and proactive involvement within a multiunit/multi-state environment. Served as employee relations advisor for all employees including field operations and leadership staff in regards to workplace conflict, policy interpretation, and corrective action. Coordinated and attended city wide job fairs and in house job fairs. Conducted thorough, confidential investigations of complex employee issues. Recommended course of action with effective resolutions that applied knowledge and understanding of HR guidelines and employment laws, ensuring compliance while reducing liability to company. Consistently met metric of <30 days to complete investigation and close case. Spearheaded the division's first Leadership Development Academy-Future Leaders of EZPAWN which built high-performance teams-produced self-managed field leaders in 3-mo. through design and delivery of extreme leadership hands-on and classroom training-Future Leaders of EZPAWN. Eliminated organizational barriers to success-implemented strategic recruitment and selection plan to attract and retain a high-quality, performance driven workforce. Lowered turnover. Brought transparency to decision making-coaching and communication. Communicated and engaged in individual and team objectives. Improved performance, retention, leadership and employee engagement through a “Greater than Yourself” culture and continued support. Customized career progression and manager "Fast Track" programs that developed our management team and increased company over-all talent pool. Supported mergers and acquisitions company-wide ensuring successful handling of all HR-related issues, from compensation and center/store safety to recruitment and employee relations. Conducted division/region skills gap analysis and individualized development plans for all field positions. Created recruiting model and talent pipeline that increased position time to fill by 14 days. Developed comprehensive on-boarding passport program and retention management training that reduced turnover by nearly 50% in key positions. Improved retention 30% by developing and implementing a compensation system with established salary ranges for all positions in Utah and Nevada. Responsible for gathering, understanding and disseminating competitive intelligence as it relates to recruiting and retention best practices within all districts. Developed and implemented quarterly and annual recruiting plans for hiring and marketing strategies. Developed interview guides that where based on behavioral interviewing. The guides where created around the company culture and core competencies. Training was conducted for all supervisors and above in person as well as webinar. Then conducted on a quarterly basis to accommodate new employees. Created a talent pipeline by implementing leadership development tools and processes such as talent identification and action plans, succession planning, training, coaching. Provided a full range of consultative services in Human Resources and Organizational/Talent Development. Subject matter to include, training program design and curriculum development, workplace policies and procedures, strategic planning and organizational goals, benchmarking and performance optimization. Business partnered/consulted with senior leadership to align human capital strategy with business goals-Includes performance management, talent management, employee development, organizational effectiveness, culture and HR administration (benefits, compensation, HRIS, etc.). Collaborated with corporate and field operations to design and co-lead manager training for "Stay Conversation" discussion, resulting in shared best practices knowledge which positively affected the selection process as well as retention. Partnered with internal resources to execute corporate-wide HR initiatives and specific programs. Guided Senior Managers through Change Management training, resulting in a greater awareness adapting to a shifting environment as well as diversity awareness training in support of the company culture and core values initiative. Focused on aligning human resource strategies with the lines of business to provide leadership in change management activities and resolution of employee relation issues in the division/region/districts. Successfully streamlined and modernized the recruiting and on-boarding process to utilize online applications, candidate tracking, and electronic new hire paperwork through PeopleSoft, ADP,Taleo and Success Factors. Developed and inspired teams and coached team members, as appropriate, to develop skills and confidence in their ability to examine work processes, create solutions, and measure improvements. Introduced, inspired a “Greater than Yourself” culture and environment within the field/districts.

LOEWS LAKE LAS VEGAS RESORT Henderson, NV Hospitality and Gaming 2008 – 2009

Human Resources Manager

Served as employee relations advisor for all employees including front line and leadership staff in regards to workplace conflict, policy interpretation, and corrective action. Facilitated and presented new hire orientation to new hires. Responsible for human resources, organizational development, HRIS, leadership coaching, management counseling, conflict mediated, employee relations, HR practices/policies, compensation, non-medical benefits and legal/internal investigations. Collaborated with corporate and field operations to design and co-lead manager training for "Stay Conversation" discussion, resulting in shared best practices knowledge which positively affected the selection process as well as retention. Partnered with internal resources to execute corporate-wide HR initiatives and specific programs. Guided Senior Managers through Change Management training, resulting in a greater awareness adapting to a shifting environment as well as diversity awareness training in support of the company culture and core values initiative. Focused on aligning human resource strategies with the lines of business to provide leadership in change management activities and resolution of employee relation issues in the division/region/districts.

DR. SALEHA K. BAIG M.D Henderson, NV Child, Adult Psychiatry 2007 – 2020

Human Resources Manager-Consultant (as needed)

Consulted with Doctor to manage recruitment and employee relations for office personnel. Created and implemented staffing models and recruiting strategies to support long-term growth. Introduced proactive employee relations and communications programs to resolve previous labor and management issues and restore the credibility and employee-centric focus of the practice. Served as employee relations advisor for all office employees in regards to workplace conflict, policy interpretation, and corrective action.

HARD ROCK HOTEL & CASINO Las Vegas, NV Hospitality and Gaming 2001 – 2007

Human Resources Manager

Provided comprehensive human resources support through business acumen, relationship management and proactive involvement within a multi-unit/department environment. Served as employee relations advisor for all employees including front line and leadership staff in regards to workplace conflict, policy interpretation, and corrective action. Responsible for human resources, organizational development, HRIS, leadership coaching, management counseling, conflict mediated, employee relations, HR practices/policies, compensation, non-medical benefits and legal/internal investigations. Provided support and guidance to managers with on-going problems. Ensure the manager takes ownership for the issues while offering the support to achieve the required results quickly and in line with company ethics and employment policies. Developed an established recruiting strategies and processes while managing recruiting needs for the company. Collaborated with corporate and field operations to design and co-lead manager training for "Stay Conversation" discussion, resulting in shared best practices knowledge which positively affected the selection process as well as retention. Partnered with internal resources to execute corporate-wide HR initiatives and specific programs. Guided Senior Managers through Change Management training, resulting in a greater awareness adapting to a shifting environment as well as diversity awareness training in support of the company culture and core values initiative. Focused on aligning human resource strategies with the lines of business to provide leadership in change management activities and resolution of employee relation issues in the division/region/districts. Providing human resources leadership for multiple business units including sales and marketing and remote teams, aligning with client group leadership to facilitate business and human resource strategy execution. Ensure development, delivery and alignment of human resource products and services to support achievement of business objectives. Successfully streamlined and modernized the recruiting and on-boarding process to utilize online applications, candidate tracking, and electronic new hire paperwork through JobFlash/Taleo and People Answers.

EDUCATION & PROFESSIONAL CREDENTIALS/CERTIFICATIONS

Human Resources Management–C.C.S.N Soaring Eagle Ent. – 2005

Advanced Human Resources Management–C.C.S.N Soaring Eagle Ent. – 2006

Leadership Professional–C.C.S.N Soaring Eagle Ent.– 2006

Human Resources Management-UNLV Professional Dev. Center-2007

Recruiting Techniques -UNLV Professional Dev. Center-2007

HMM-Harvard Manage Mentor On-Line-2011

REVELANT COURSES & CONFERENCES

HMM-Harvard Manage Mentor On-Line-Leadership Development - 2010-2012

Organization Training – 2010

T3 (train the trainer) – 2006

Radical Leap-Management Program -2005

7 Habits of Highly Effective People-Franklin Covey Signature Mgmt. Program -2011

Future Leaders-Extreme Leadership -2010-2013

COMMUNITY RELATIONS & NON-PROFIT

Easter Seals of So. Nv-B.A.C.A-Children’s Heart Foundation-The Shade Tree-Boys & Girls Club Big Brothers Big Sisters-I Have a Dream Foundation-United Blood Svc- So NV Children First

PROFESSIONAL HR AFFILIATIONS

Member – Society of Human Resources Management (SHRM)

LANGUAGES

English

Speak and understand some basic Spanish

*Able to Relocate & Travel Extensively

*Available for Full-Time & Contract

Contact this candidate