Human Resources Manager

Sabrina R. Lewis, SPHR

*** ******* **.

Holly Springs, NC 27540

Cellular: 919-***-****

Email: *************@*****.***

SUMMARY

A human resources professional with over 10 years of experience. Specialties include employee relations, talent acquisition, salary administration, benefits, onboarding/new hire orientation, policy administration, and reporting with the ability to work effectively with all levels of management and employees of various backgrounds and diversities, and proven consistency with meeting and exceeding requirements.

PROFESSIONAL EXPERIENCE

Raleigh-Durham International Airport (RDU) April 2019 – Present

Morrisville, NC

Human Resources Generalist/Recruiter

• Analyzes recruitment procedures and makes recommendations for updates, enhancements and process improvements

• Continuously develops and enhances recruiting services to include training, policies, and best practices

• Assess departmental staffing needs and provide recommendations as needed

• Works with HR staff to conduct employee recruitment and selection activities and other specialized training as needed

• Manages full lifecycle recruiting and updates managers regularly on the recruitment process

• Partners with hiring managers to identify requirements and understand business needs, while building strong relationships with hiring teams

• Trains hiring managers on recruitment processes and necessary documentation needed to start the recruitment process

• Advises hiring managers on recruitment and selection best practices

• Works with HR staff to develop and track recruitment metrics

• Provides hiring managers with recruitment classification and compensation data necessary to attract the desired candidate pool

• Assists with the planning, organization and execution of a complex open enrollment process and all open enrollment-related activities

• Assists with maintaining performance management and improvement systems

• Addresses employee questions and concerns related to benefits, performance and other issues

UNC-CH, Office of the Vice Chancellor for Research February 2016 – April 2019

Chapel Hill, NC

Human Resources Consultant/Sr. Generalist

• Function as an HR Consultant and Generalist within the Vice Chancellor for Research (VCR) Unified Business Cluster, and as the lead human resources expert for select centers and institutes.

• Manage the range of human resources subject matter areas including classification and compensation, recruitment and hiring, employee relations, leave administration, and certain benefits inquiries in consultation with the University’s Benefits Department.

• Provide consultation and support across all employee types including faculty, EHRA Non-Faculty, SHRA employees, Postdoctoral Scholars and temporary employees.

• Provide interpretation of University HR policies, consultation and advice on general HR issues and concerns, and carry out both unit-level and campus-wide HR strategies and plans, articulating to key leadership the relationship between such policies and unit needs.

• Interact and coordinate HR activity within the work unit with key University central offices including the Office of Human Resources (OHR), Academic Personnel, the EEO/ADA Office, and University Payroll Services.

• Prepare, approve, and/or troubleshoot proposed or implemented HR actions to assure compliance with relevant Federal, State, and University policies and the institution’s equal opportunity and diversity goals.

• Serve as the final Division Level approval authority on all HR actions along with other designated Vice Chancellor for Research HR Consultants.

UNC-CH, OHR Employment & Staffing February 2014 – February 2016

Chapel Hill, NC

Human Resources Consultant/Background Check Supervisor

Oversees and orchestrates the implementation of two new online background check user portals, and manage the campus-wide transition to candidate/appointee and school/division representative use of both online portals

Acts as subject matter expert in the areas of Background check verifications which includes criminal convictions, education credentials, professional licensure, driving (DMV) checks, and federal debarment checks

Supervises three permanent full-time HR Specialist/Journey positions and one temporary Coordinator position, directing the day-to-day background check unit functions

Provides guidance and consultation to unit staff, campus HR Representatives, and others responsible for completing background checks for paid and unpaid individuals to promote consistent compliance across the University

Regularly evaluates the background check program and recommends process improvements as necessary

Consults with internal and external business partners and agencies to determine service delivery best practices

Ensures compliance with federal and state laws/regulations and consults with university departments to research and resolve related issues

Analyzes, researches and evaluates adverse background check results, including but not limited to interpreting complex and often conflicting regulations and policies, and coordinating with other central offices to determine if an individual may/may not be eligible to be employed

Compiles and analyzes statistics to determine adverse impact on protected classes and reports results to Staffing Services Manager and Senior Director of Employment & Staffing

Consults with and advises a diverse client group regarding decisions that are impacted by laws and regulations, considering clients’ culture, issues and relationships to address HR situations

Drafts communications and conducts presentations to announce initiatives and process improvements to HR Officers and secondary contacts

Assists with the development, enhancement and maintenance of a comprehensive background check database to manage monthly billing, departmental recharges and compile related metrics

Recommends policy exceptions where necessary based on knowledge of related federal, state, and university regulations, and communication with university departments

Represents the university in cases of internal or external audits, recommendations during the service provider Request for Proposal (RFP) process, or other related inquiries to ensure that unlawful employment practices do not occur in the background check process

Develops communications and training content for background check processes and ensures that internal procedures, training and reference materials are regularly reviewed and updated in accordance with federal and state laws

Facilitates training for background check processes to department HR and select business office users to acclimate and familiarize them with the background check service provider system, and to address questions and technical issues

Vision Quest NC July 2013 – February 2014

Durham, NC

Human Resources Representative/ Compliance Evaluator

Vision Quest is an employee-owned comprehensive national youth services organization that adheres to the highest professional standards in providing innovative intervention services to at-risk youth and families.

Screen and interview applicants on a continuous basis to maintain a constant pool of qualified applicants for current or future openings

Provide guidance and training to Managers and supervisors on appropriate interviewing practice

Coordinate second level interviews with appropriate program staff and provide necessary paperwork for interview process

Process clearances in accordance with state regulations and company policy

Submit to corporate payroll, timely and accurate payroll time cards and/or Kronos records

Work with the Regional HR Director in tracking, preparing and communicating information in the areas of overtime, raises/promotions, roster changes and weekly HR summary reports, in a timely manner.

Respond to employee inquiries, explain and resolve problems in the areas of benefits, policies and procedures, vacation, sick, payroll, etc.

Discuss and educate employees on various Leave of Absence options, eligibility for leave, and provide guidance through the leave of absence request process.

Advise employees on medical leaves, maternity leave, FMLA and eligibility for leave involving non-work related injuries that qualify under the Americans with Disabilities Act

Issue terminations and explanations to employees following investigations or determinations of ineligibility for extended leave

Collaborate with Risk Management Department for decisions regarding company specific leave policies

Submit to the Corporate Benefits Department, timely and complete information and documentation regarding benefit enrollments, change of status request or other benefits forms

Under the direction of the Regional Human Resources Director, counsels and guides employees and supervisors on issues and concerns related to team building, program environments, staff development, employee discipline and other Human Resource related topics

Act as resource for supervisors and employees regarding location of resources, resolution of poor staff interactions, concerns regarding work schedule, program environment, etc.

Completes at the direction of the Regional HR Director exit interviews on departing staff to solicit information about the perception of salary, job duties, supervisory involvement, work environment and safety in order to facilitate the collection of data for program improvement

Reviews disciplinary action and/or corrective action documents for employees and ensures filing in both the employees file and electronically in the Lawson Human Resource Information System

Assists the Regional Human Resources Director in tracking required training hours, background clearances, appraisals, health assessments, and primary source verification of education, staff actions and other reports as required for business operations or to ensure program compliance

Assists with the investigation of workers’ compensation claims and ensures that documentation is completed and submitted according to company policy.

Under the direction of the Regional Human Resources Director, conducts investigations and/or compiles documentation for investigations of employee misconduct or staff disciplinary action.

Under the direction of the Regional Human Resources Director, completes and processes paperwork regarding Unemployment Compensation claims.

Accompanies, when warranted, managers and supervisors when terminating employees to ensure legal process with the minimum disruption to the program.

Distributes any documentation received regarding employment litigation to the Regional Human Resources Director to facilitate timely consultation with legal counsel (if required).

The MENTOR Network September 2011 – June 2013

Raleigh, NC

Founded in 1993, North Carolina MENTOR is a leading provider of treatment and rehabilitative services for At-Risk Youth and Persons with Intellectual and Developmental Disabilities in the state.

Human Resources Coordinator October 2012 – June 2013

Attend weekly program staffing conference call, obtaining necessary information to update, distribute and maintain an accurate Open Position Report

Notify employees and management daily, and work to resolve all NC Alerts, obtaining statements and other necessary documentation in order to maintain accurate records of criminal charges and driving violation statuses

Manage and Maintain Payroll Spreadsheet on a biweekly basis according to all employment actions (new hires, transfers, terminations, etc.) for the current pay period and distribute to management

Obtain and document additional documentation such as new job descriptions, additional policies and training in response to employee transfers and promotions

Update and maintain All Purpose Leave (paid time off) balances for all NC and VA staff and distribute balance report on a monthly basis to all management

Refer eligible employees to leave department and work with the leave coordinator to obtain all necessary information regarding leave requests

Counsel and advise employees regarding rights and options following leave department decisions

Issue termination notices to employees no longer eligible for leaves of absence

Respond to all New Hire System Access Requests (CRMIT) and make any necessary updates to employee access statuses for new hires, transfers and terminations

Run and distribute monthly payroll and time off reports from Oracle/Kbace for Area Directors

Process Add-runs for lost checks, late status changes, and overpayment communications to former employees

Enter and process all new hire criminal background and references requests and follow-up for additional information and waiver statements for explanation of any past charges and violations

Oversee the onboarding process, including the review of new hire personnel files from recruiters, and the request, receipt and tracking of new hire official transcripts and orientation paperwork

Coordinate and distribute performance based bonus letters to all eligible staff on a quarterly basis

Complete all database entry for Workers Compensation updates

Coordinate Background Checking and Onboarding procedure for all interns and maintain separate intern HR files for all interns and Overhead (Management) Staff

Receive, review and approve all employee action requests (terminations, transfers, salary changes) and communicate them to payroll according to payroll deadlines

Contact any employees who have received overpayment and guide them through the reimbursement process

Serve as a general contact for all employees with questions and concerns as it relates to their employment

Serve as back-up for talent recruiters

Assist HR Generalist and HR Managers with other duties as needed

Human Resources Sr. Talent Recruiter September 2011 – October 2012

Partner with human resources and hiring managers to attract, recruit, and hire employees in support of daily operations of the business unit. Identifies key talent, maintains proactive sourcing activities and ensures qualified and diverse applicant pools are identified. Networks and builds relationships with potential candidate communities to facilitate hiring strategies.

Drafts employment ads and determines appropriate external websites and other external sources (such as newspapers and college career services) in order to recruit qualified applicants.

Develops and implements sourcing and recruitment strategies such as advertising campaigns, job fairs, and school programs.

Analyzes recruitment and retention results for reporting to management.

Prepares and analyzes HR related reports and statistics. Informs HR management of developing trends.

Coordinate new hire orientation/on-boarding programs; maintain confidential documents and employee files, and track applicants and corresponding documentation.

VISTA Staffing Solutions July 2009 – August 2011

Cary, NC

Physician Recruiter

Founded in 1990, VISTA Staffing Solutions helps hospitals, medical practices, and government agencies in the US, Australia, New Zealand, Bermuda, and Canada optimize their physician staffing, ensure quality and continuity of care for patients, and maintain financial stability. A leading provider of short-term US Locum Tenens, Extended Placements, and Permanent Physician Search Services, VISTA is the only agency that offers both domestic and international work opportunities for locum tenens physicians. Responsibilities include:

Utilizing organizational skills and flexibility, with the ability to set goals and review them regularly to produce immediate and consistent sales results in a primarily phone-based selling situation.

Demonstrating the ability to close sales while upholding quality standards, conducting rate and contract negotiations, and leading team-based critical thinking and problem solving.

Using a variety of sales concepts, practices, and procedures, and coordinating sales activities from conceptualization, to planning, to successful execution.

Maintaining current knowledge of financial and budget information, and consistently operating within these parameters.

Providing quality services to physicians and clients, and engaging them in positive ways.

Regularly expanding working knowledge of the locum tenens business and staying informed about market and competitive issues through research and professional networking.

Utilizing office systems and computer programs to provide effective service to clients and colleagues.

COMPUTER SKILLS:

Microsoft Office Suite

Internet Explorer, Mozilla Firefox, and Google Chrome

Oracle

Kbace

Kronos

Taleo

PeopleSoft/Connect Carolina

CastleBranch/CertifiedBackground

PeopleAdmin

InfoPorte

Lawlogix

Ultimate Software

EDUCATION:

University of North Carolina at Chapel Hill

BA Psychology

CERTIFICATIONS:

HRCI Senior Professional in Human Resources

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