NAOMI L. BROWN

904-***-**** adep8l@r.postjobfree.com BATAVIA, NY

HUMAN RESOURCES TALENT ACQUISITION GENERALIST / HRIS / TRAINING Core Proficiencies & Areas of Knowledge:

• Talent Acquisition / Regional

• Recruitment / Life Cycle

• Staffing Contracts / Job Fairs

• Onboarding / Training

• HR Generalist

• Employee Relations

• Performance Management

• Succession Planning

• Employee Benefits

• HRIS Analyst / Implementation

• HR Compliance

• Develop Policies & Procedures

• Vendor Management

• Supervision & Support

• Professional Mentorship

Master of Business Administration

Bellevue University

Human Resource Management 2021

Bachelor of Science

Bellevue University

Human Resource Management

State & Field Offices Talent Acquisition Supervisor January 2019 – August 2020 Georgia Department of Behavioral Health and Developmental Disabilities Atlanta, GA As an HR TA team member, I work in all aspects related to recruiting healthcare industry team members while using Taleo ATS, various job boards, job fairs, passive recruiting, PeopleSoft, Kronos, etc. I also develop and process job posting, source, screen and conduct phone interviews; complete reference checks; finalize selections and job offers; submit background process requirements; and any other applicable new hire requirements.

• Consult with managers to discover staff requirements and specific job objectives

• Maintain relationships with Senior Management and Executive staff to assure needed skill sets are known and obtained timely. Design and implement overall recruiting strategies

• Act as a liaison with hiring managers throughout the recruitment process, ensuring that they are kept up to date on the status of open requisitions, candidate pipeline and active candidate status and expectations. Leverage hiring manager relationships to successfully influence, guide and drive the recruitment process to meet the needs of the business.

• Create new/approved positions in the HRIS where needed; work with hiring managers to initiate job requisitions for approved, replacement roles and post positions via the ATS. Write and post job descriptions on career websites, newspapers and universities boards

• Identify talent for full-time and temporary positions through both traditional and creative sourcing methods including internet research, social media, networking, direct sourcing, passive recruiting, various associations, and other sources as needed; Handle day-to-day lifecycle recruitment for all support roles, including: sourcing, candidate evaluation/ screening, scheduling, the interview process, reference checks, offer negotiations, closing, and onboarding.

• Attend recruiting events, job fairs and assist Manager, HR Administration with the coordination of various HR training initiatives. Demonstrated ability to recruit for a broad range of positions.

• Help the hiring team with recruiting methods and interview questions. Conduct initial phone screens, in-person / Skype / WedEx, etc. interviews schedule interviews; conduct in-person interviews, brief and debrief candidates before and after interviews.

PROFESSIONAL EXPERIENCE

EDUCATION

Solid Human Resources team member with the ability to formulate and carry out performance standards, reporting (ad hoc), metrics, etc. as well as meet and exceed monthly, quarterly, and yearly goals. Exceptional time management, interpersonal, persuasive communications skills, self-starter and a team player. Selection and management of third-party vendors. Interpreted and advised on Federal regulations and policy relating to all Human Resources Management functional specialties, i.e., recruitment and placement, position classification, position management, employee relations, labor relations, training, HR development, performance management, employee benefits, HR Compliance, security and suitability, and processing and records. Talent Acquisition HR Generalist

HR Consultant

HR Compliance

• Maintain the candidate database (Applicant Tracking System) and generate reports/spreadsheets and other recruitment resources. Contact new employees and prepare onboarding sessions. Prepare new hire paperwork ensuring legislation / HR compliance requirements are met.

• Participate in weekly meetings with the HR Admin team to keep track of various items such as upcoming new hires, transfers/ promotions, terminations, etc.

• Send out new hire notifications and initiate background checks.

• Solid experience building a candidate pipeline for hard to fill or frequently filled positions. Develop and maintain relationships with staffing vendors

• Routinely identify, gather & analyze information and resolve problems in a timely manner.

• Demonstrates a commitment to quality and accuracy, as well as, excellent organization skills.

• Effective planning and priority setting: Ability to manage several complex projects simultaneously while working under pressure to meet deadlines.

• Solid experience in Internet navigation and Microsoft Office to include Word, Excel, and PowerPoint. Must be able to extract reports to provide metrics on the status of job requisitions.

• Directly supervises employees.

Senior Human Resources Recruiter (Regional) & HR Generalist (Regional) October 2007 – October 2018 Healogics, Inc. (Formerly Diversified Clinical Services, Inc.) Jacksonville, FL Provided daily support, advice and counsel to corporate / regional budget holders(domestic/global) (700+ locations / 3,500+ employees): senior vice presidents, area vice presidents, managers and corporate leaders regarding HR issues in areas relating to staffing and recruiting, compensation, employee relations, compliance, span of control, organizational policies and procedures, joint commission compliance, performance management, succession planning, director level leadership training (face-to-face / online) and benefits. Senior Human Resources Recruiter (Regional) Key Responsibilities:

• Managed full life cycle recruiting from candidate generation through direct sourcing, qualifying, networking, assessing, legal, job analysis / assessment, interviewing, wage/salary/relocation negotiations, offer letters, background investigations, E-Verify (I-9 Audits), hiring, relationship management, due diligence, etc.

• Administered full life-cycle recruitment process for all (clinical/non-clinical) positions (45-50+ openings) related to corporate staffing (C-Suite, Exempt / Non-Exempt-all departments) and field management and clinical /support staff roles (Average 20-25-day time-to-fill).

• Directed entire recruitment process for selection of high caliber candidates for exempt /non-exempt, healthcare industry positions to meet staffing plans and objectives. Administered multiple recruiting strategies – working with internal & external resources / vendors – from initial sourcing through assimilation for open positions. Selection and management of third-party vendors.

• Developed a pipeline of passive qualified candidates and maintain a network of contacts to help identify and source qualified individuals (i.e, vendors, career fairs, community organizations, etc.).

• Developed an effective pipeline of key talent potentially available for immediate hire as succession planning needs dictate.

• Consulted with budget holders/hiring managers to determine rate of pay for all candidates within approved guidelines.

• Disposition candidates accordingly. Managed the off-boarding/exit processes and conduct all staff exit interviews.

• Supervised 6-8 team members (junior recruiters and generalists, HR coordinators, onboarding specialist, front desk receptionist and contract / temporary / intern staff).

• Developed and delivered training presentations (PowerPoint, WebEx webinars & E-Learning); educate and mentor Budget Holders (Hiring Managers (30+ monthly) on employee relations and recruiting procedures; Junior Recruiters and Physician Recruiters (6 to 10 team members at any given time) throughout the full lifecycle recruiting and employee relations processes.

• HR Subject Matter Expert (SME) and Point of Contact: Trained and educated hiring managers, program director intern co-horts; and employees regarding the interpretation of legal HR practice compliance and healthcare industry compliance, audits, reports (ad hoc), policies and procedures.

• Relationship Builder: Worked with designated managers, supervisors, and other HR team members to assure that customer requests for HR services are met timely, accurately and efficiently. Talent Acquisition HR Generalist

HR Compliance / Training

HR Consultant

• Developed, revised, implemented and communicated company legal policy compliance and joint commission compliance policy; as well as procedures and administrative practices to all necessary parties. Compile data for producing related reports (HRIS software, Survey Monkey, etc.). Compiled and discussed findings with appropriate stakeholders accordingly.

• Formed solid working relationships, based on a thorough knowledge of the business, with corporate / regional / field senior vice presidents, area vice presidents, managers and corporate leaders.

• HR Subject Matter Expert (SME) and Point of Contact: Responsible for recruitment, selection, new hire assimilation, employee relations, communications, policy and procedure development, HR Law / compliance, joint commission compliance; new hire compensation, benefits, training, and employee services to meet strategic HR and company objectives.

• Sought and assessed development opportunities to continuously improve professional competencies and stay current on innovations in HR practices through research, analytics, communication (all forms) benchmarking, networking and exposure to research / publications/professional associations. Created Standard Office Procedures (SOPs).

Human Resources Generalist (Regional) Key Responsibilities:

• Provided consultative support and worked closely with management in the implementation of corporate policies related to human resources, organizational design and talent management strategies and initiatives at the business unit or division level.

• Consulted with employees and managers to address root causes of human resources issues, attempting to resolve employee relations issues with a systematic approach. Participated in company-wide programs and initiatives

(e.g., salary review, stock renewal, strategic and workforce planning, organizational change, change management).

• Assisted senior management in the development of solutions through organizational development and cultural and process-oriented perspectives.

• Led the coordination and facilitation of the performance review calibration process.

• Developed and maintained reports using reporting, analytics, and dashboard tools; reports include but not limited to employee relations, recruiting, compliance training reports, salary history reports, and exit interview results.

• Provided counseling/training for unit management in the areas of labor/employee relations, EEO, affirmative action and discrimination.

• Provided policy interpretation and ensures accurate and consistent application of all company policies and procedures, and related local, state and federal laws, etc.

• Received and responded to employment-related claims from various government or public agencies; recommended settlement or defense based on actual investigation of facts.

• Trained and counseled associates and managers on the use of tools and resources for effective performance management and development.

• Supported the integration of newly acquired companies and assists leadership with orientation to HR programs, policies and procedures.

Key Accomplishments:

• HRIS System Implementation Project Lead, Subject Matter Expert (SME) and Administrator for the Talent Acquisition Recruitment (UltiPro Recruitment) and New Hire Onboarding / E-Verify (UltiPro) systems for candidate management.

• Partner and Subject Matter Expert (SME) along with HRIS Manager and other Administrators to ensure that data in various systems that do not automatically update, are aligned (e.g. reporting in Payroll, Accounting, etc. and Organization Charts need to be aligned) via Ultimate Software products.

• Cross trained to be the SME and back up for the HRIS Manager as it relates to back office systems. Including collaborating with other departments (Information Systems, Payroll, Accounting, Legal, Quality, etc.).

• Perform ongoing information technology system maintenance and quality assurance testing. Create and maintain process tracking logs and other procedural documentation.

• Serve as a liaison and help with data integrity, testing of system changes, and report writing. Help analyze data flows to improve processes. Assist with maintenance of all system testing and training documentation.

• Participate in the design and delivery of HR partner/end-user training on enhanced or newly implemented tools / processes / systems, etc. Develop and conduct presentations via PowerPoint, WebEx webinars & E-Learning, etc.).

• Developed and conduct standard operating procedures (SOP’s), presentations via PowerPoint, WebEx webinars & E-Learning, etc.).

• Conducted research, metrics, reports and statistical analyses, as well as participate in the development of communications and resources associated with enhanced or newly implemented tools/processes/systems. Professional Experience (Continued):

Direct Hire Recruiter/Staffing Consultant Kelly Services (Blue Cross Blue Shield, FL) 8/2005-10/2007 HR Representative / Regional Trainer Manager Lane / Watson Property Management 2/2004-8/2006 RN Recruiter/ Transition Specialist PPR International, Inc. 10/2003-10/2004 HR Associate – Executive Search TMP Worldwide, Inc. 1/1997-8/2003

(former parent of Monster.com) & Howard & O’Brien Associates HR & Sales Coordinator/Account Analyst Bicron, Inc. (Division of Saint-Gobain) 10/1991-J1/1997

• Knowledge of HR Compliance / Joint Commission Compliance; Employee Relations, Performance Management, as well as various state and federal government laws / regulations related to guidelines regarding equal opportunity provisions (i.e. OFCCP, Applicant Flow and Headcount on a regular basis, EEOC, AAP, ERISA, COBRA, ADA, FMLA, Workers Compensation, etc.).

• Experience supervising professionals (8) & An excellent team player with strong people skills at all levels of the organization

• Effective communication skills, including verbal (logical and organized), written, listening and presentation. Ability to communicate with and influence employees and management at all levels

• Experience with HRIS systems: implementation, life cycle, reporting, analytics, data integrity, maintenance, etc.

• Knowledge of legal & compliance issues across HR arena; experience with inside / outside legal counsel guidance.

• Excellent process and problem-solving skills. Take charge individual with lots of energy and clear sense of urgency.

• Out-of-the-box thinker, decisive; experienced in and capable of leading change.

• Proven track record of meeting commitments with the highest standards of ethics and integrity. In addition, a high degree of maturity, poise, and discretion along with strong personal ethics and integrity.

• Proficient in Microsoft Office Windows Software: MS Word, PowerPoint, Outlook, Excel, Adobe, Visio, Internet Explorer, Intranet, etc.

• Ultimate Software: UltiPro HRIS, Recruitment, Onboarding, Salary Planning & Budget, Performance Management, Time & Attendance, etc.

• UltiPro HRIS, PeopleSoft HRIS, Taleo, Kronos, Text Recruit, COGNOS 8, Encore, Prohire, SilkRoad, Vurv Express, RecruitMax, Vurv, FLSA, HIPAA-AS Privacy, NetMeeting, WebEx, Skype, SharePoint, PlaceWare, AS400, Access, Yardi, AMSI, REA, AccountMate & Dbase IV, Payroll, AP/AR knowledgeable,. Comm

• SHRM Member & SHRM HR Generalist Certificate

• Professional Human Resources certification (PHR) - Pending

• Select International – Behavioral Based Interviewing “Train-The-Trainer” Certified o Certified in Behavioral Based Interviewing (BBI-Certified). Manage full process of BBI Assessments & analytics.

• AIRS Boolean Advanced Certified Internet Recruiter (ACIR) & AIRS Boolean Certified Diversity Recruiter (CDR)

• AIRS-Job Machine-Boolean Search/Source trained

• Workitect Competency Models-based Talent Management Certification

• Leadership & Team Building Certificate

• EEOC Certificate & Employment Law and Employee Relations Certificate

• E-Verify Verification Certificate

• Communications & Business Writing Certificate

• Legal and Medical Terminology Certificates

PROFESSIONAL CERTIFICATIONS & AFFILIATIONS

PROFESSIONAL SKILLS & EXPERIENCE

Comm

Mark Green Annissia May, MBA

Director, Office of Human Resources and Learning Sr. Talent Acquisition Manager Department of Behavioral Health and Developmental Disabilities Department of Behavioral Health and Developmental Disabilities 2 Peachtree Street, NW, 24-223 2 Peachtree St. NW 24-222 Atlanta, GA 30303 Atlanta, GA 30303

adep8l@r.postjobfree.com adep8l@r.postjobfree.com

762-***-**** (i-phone) 404-***-**** Office 470-***-**** Cell 470-***-**** Fax http://dbhddjobs.com/ DBHDD Employment Verifications: Fax – 770-***-****

Email - adep8l@r.postjobfree.com

Bob Wilson Scott Snyder

Chief Human Resources Officer VP Talent Acquisition Clean Slate Centers (Former EVP, HR – Healogics, Inc.) Clean Slate Centers (Former Healogics Recruiting Director) Cell: 859-***-**** Work: 904-***-****

adep8l@r.postjobfree.com adep8l@r.postjobfree.com

Christy Pittman The Work Number – Healogics, Inc.

Director of People Services www.theworknumber.com

Clean Slate Centers Healogics, Inc. Employer Code: 18314

(Former HRIS Manager / Sr. HR Generalist – Healogics, Inc.) Cell: 904-***-****

adep8l@r.postjobfree.com

Naomi L. Brown Continued

PROFESSIONAL REFERENCES

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