Employee Relations Social Media

CAROLE ROBINSON

*** ******** ******, *********, **** 43023

614-***-**** adg77h@r.postjobfree.com Carole Robinson

Experienced Human Resources professional seeking employment or contractor engagements in the following specialties:

● Human Resources Leadership

● Human Resources Consulting

● Employee Relations and Communications

● Recruiting, Training and Development

● Compensation and Benefits Management

EMPLOYMENT HISTORY

CHECK IT OFF, January 2013 to present

● Responsibilities: Market, sell, and administer human resources projects. Engagements: focus groups, human resources functional audit, recruiting, handbook development, vendor evaluation, harassment investigation, training, human resources consultation, human resources department development, on-site human resources management, strategic alignment of leadership team, general project management, etc.

PPGOH, December 2013 to December 2016

● Director, Human Resources Services, reporting to President and CEO

● Employee Base: 290 employees located throughout Ohio at 23 locations.

● Responsibilities: Both personally and through subordinate employees, responsible for all aspects of human resources and recruiting; development of departmental structure, and rebuilding of trust relationships with management and staff after multiple years of mergers. Developed communication programs, policies and procedures, shared resources, and regulatory compliance programs. Provide training and counsel to leadership and staff. Benefits plan design and administration, 1st year cost savings of $60,000 with benefits and wellness program.

MEDICAL CENTER OF NEWARK, July 2008 to February 2013, ceased operations December 2012

● Senior Director, Human Resources, reporting to CEO

● Employee Base: 187 regular and contingent employees Carole Robinson Resume HR Professional

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● Responsibilities as a member of the Executive Team: Personally responsible for all aspects of human resources, corporate compliance, marketing, and community-relations engagement. Development of policies, committees, and programs. Provide training and counsel to management and employees. Ensure legal compliance in human resources and corporate compliance. Benefits administration with 4 years’ savings exceeding $400,000. SEQUENT, August 2000 to July 2008

● Human Resources Services Director, reporting to Vice President of Operations

● Employee Base: Directly supervised staff of 6 Human Resources Service Managers providing telephonic HR support to professional employer clients. Total employee base over 4000 employees assigned throughout the United States.

● Responsibilities: Hired to develop consulting division for PEO and non-PEO clients, performed consulting projects and on-site HR Director assignments at client sites which included performing and directing consulting projects, performing human resource audits and analysis, compliance interpretation, client and associate problem resolution, coaching and supervisory services, human resource development and support, development of career & performance management programs, harassment investigations, and career and training program implementation. Later, I led and supported the in-house Human Resources call center and its staff.

VOLVO PARTS NORTH AMERICA, INC. December 1997 to August 2000

● Position: Employee Relations Manager, reporting to Vice President of Human Resources

● Employee Base: 50 Office/Management employees and 285 unionized Warehousemen

● Responsibilities: Labor relations management, benefits administration, payroll, Workers Compensation processing and investigation, UAW contract negotiations, supervisory training and support, interface between union personnel and corporate leadership. LANTEC SOLUTIONS, INC. August 1997 to December 1997

• Position: Personnel and Training Administrator, reporting to Director

• Employee Base: 25 employees

• Responsibilities: Development the human resources function which included handbook, policies, processes, forms, training schedules and certification tracking. TEAM AMERICA, INC. April 1990 to August 1997

• Position: Human Resources & Communications Manager, reporting to Vice President and President

• Employee Base: Assisted in the management of human resources services for 25 local companies with staffs of 5 to 100 on-site employees.

• Responsibilities: 1990 to 1993: Recruiting management, auditing, Workers Compensation processing and providing research and support to Regional Human Resources Representatives. 1993-1997 assigned to the client, J&D Hydro-Tech, as their on-site Human Resources Manager.

Carole Robinson Resume HR Professional

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SKILLS

● Consultation. Support and guide leadership, managers, and employees in day-to-day human resources activities; advise on best practices, liabilities, employee relations, and potential ramifications of proposed actions; ensure guidance is in concert with the employer’s values and desired outcomes.

● Regulatory Compliance. Advise and guide leadership staff on compliance issues with real-world solutions and processes; develop handbooks, job descriptions, and policies and procedures; balance regulatory compliance with business practices; conduct investigations, including sexual harassment discrimination.

● Community Relations. Represent employer at community functions and community committees. Coordinate volunteer and charitable opportunities for employer and staff.

● Recruiting. Develop and manage recruiting plans and resources utilizing traditional and non-traditional recruiting techniques: social media, networking, and social service links.

● Compensation Planning. Develop and administer compensation plans in line with secession plans.

● HR Auditing. Develop three-tiered comprehensive human resources auditing protocol. Conduct audits for large and small employers. Utilized audit findings to construct specific and measurable recommendations and strategic planning initiatives.

● Training Program Development. Develop and implement training programs for compliance, communications, performance management, interviewing & hiring, performance management, and industry-specific programs. Developed training programs for youth and disadvantaged adults: interview skills, presentation, applications, and career development.

● Management Training. Customize and/or develop individualized training programs on “Crucial Conversations,” leadership principles, organizational structure, employee relations, problem resolution and legal compliance.

● Performance Management. Analyze job descriptions for specific and weighted performance management systems; ensuring accountability and responsibility by utilizing clearly defined career development paths.

● Discipline. Administer and issue disciplinary action in a respectful and consistent manner; Coach and support leadership and employees throughout disciplinary actions to provide resolution vs. confrontation.

● Career Pathing. Develop and administer career pathing programs: training, individual coaching, evaluation, staffing projections, and succession planning.

● Claims Management. Investigate, process, report, and track Workers Compensation and disability claims.

● Benefits Administration. Source, bid, and made vendor selections to support the employer’s budget and employee satisfaction. Act as liaison between employees and insurance company.

● Learning Management Systems (LMS) and Human Resources Information Systems (HRIS). Evaluation and selection of appropriate vendors. Management of implementation, ensuring the efficient flow of data and effective workflows to support company policies and procedures. Carole Robinson Resume HR Professional

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Carole Robinson Resume HR Professional

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