Summary

Experienced and results-oriented Human Resource professional possessing strong interpersonal skills to create business partnerships and build trust with managers and employees. Experience at creating a positive work environment and increased organizational effectiveness. Offering over 10 years of HR experience and background of repeated success implementing best practices and establishing effective HR Departments from the ground up. Comprehensive involvement in recruitment and retention, conflict resolution, labor relations and benefits administration. Proven experience collaborating with senior management to conduct Human Resources strategic planning to support and further corporate goals. Excellent ability to address and implement strategic plans for talent acquisition, retention and succession planning. Self-starting, goal-oriented individual able to communicate and correspond fluently in both English and Spanish.

Highlights

Strategic Human Resources Planning, Employee Relations, Diversity & Inclusion, Performance Compensation, Recruitment, Training Development & Facilitation, Succession Planning & Development, Talent Acquisition, Merge & Acquisition Restructuring, Employment Law, Benefit Administration 401K/FMLA/EEO/ADA/WC/ERISA, HIRS Administration and Payroll, 5500, 990N &941 filing.

Accomplishments

Progressive experience in managing employee relations, benefits, leave of absence, recruitment, retention, and training. Demonstrates outstanding ability in providing critical support in the development and implementation of Human Resources strategies that achieve business results. Adept at effectively balancing organizational and employee needs. Reduction in turnover by 20% though implementation new programs.

Experience

MHI RJ Aviation, Talent Acquisition Manager (Previously Bombardier)

June 2020 – current

Bombardier, Talent Acquisition Manager

February 2020 – May 2020

Collaborate with Operations Managers to understand critical staffing needs and key requirements to identify quality talent. A complete understanding of recruiting techniques, scanning resumes, cold calling, networking, referral gathering, and other strategies to build large talent pipelines. Identify and participate in events that develop relationships and connections with quality candidates. Collect and analyze competitive data in designated territories. Develop and deliver on recruiting approaches/concepts and converting them into action – utilizing both “strategic and tactical” engagements to positively impact our TA approach. Implement appropriate metrics and tracking mechanisms to measure and improve results and cost-effectiveness. Maintain collaborative relationships with hiring managers and business partners.

Edmund Optics, Talent Management/Executive Administrative Assistant

March 2018 – October 2019

As part of the Talent Management team, my responsibilities were employment management, coordinating recruiting events, interviewing, training and development, and employee relations for the Tucson location. Partner with line executives and management to proactively address business issues related to work force development, employee engagement and productivity. Responsibilities include providing advice and counsel on multiple initiatives, maximizing all HR programs and cycles, and recommending solutions to complex employee relations and HR issues. Partner with other HR functions to drive and leverage all HR programs including performance management, compensation, executive and employee development, succession planning, work force optimization, staffing and benefits. In collaboration with senior staff, providing guidance to CEO to ensure success in day-to-day operations. Communicated with board members and managed materials and details for quarterly board meetings.

Christian Care Management, Corporate Human Resources Manager

April 2014 – March 2017

Develops and administers various human resources plans and procedures for all company personnel. Administration of company-wide human resources policies, procedures, and practices in accordance federal and state legal requirements. Participates in developing department goals, objectives and Systems. Implements and annually updates compensation program; rewrites job descriptions as necessary; conducts annual salary surveys and develops merit pool (salary budget); analyzes compensation; monitors the performance evaluation program and revises as necessary. Make recommendations up to manager level for compensation related items including salary offers, merit increases to ensure alignment with market, internal salary structure and equity practices. Prepare personnel forecast to project employment needs. Analysis/ propose resolution to address employee turnover.

La Paloma Country Club, Human Resources

February 2012 – February 2014

Assisted with administration of company-wide human resources policies, procedures, and practices in accordance with corporate, federal and state legal requirements. Recruited and interviewed candidates; provided management with hiring recommendations. Coordinated the hiring process, including but not limited to conducting pre-employment background, drug screening, E-verify and reference checks and issuing job confirmation letters. Planned and conducted new employee on-boarding to foster cheerful outlook toward company goals. Ensured proper audits were conducted and maintained of personnel files, I-9's and 401K enrollment and such as hires, promotions, transfers and terminations. Assist with Family Medical leave and Workers' compensation. Conducted exit interviews to determine reasons behind separations. Process bi-weekly payroll for over 125 employees.

Radisson Suites Tucson, Director of Human Resources

October 2006 – November 2011

Directed HR operations for 256 employees. Developed, implemented and monitor personnel policies and procedures in compliance with federal regulations. Coordinate employee events/reward programs. Analyzes wage and salary reports and data to determine competitive compensation plan. Ensure compliance with current wage plan. Recruitment within the community organizations, colleges, universities and trade school. Prepares personnel forecast to project employment needs. Analysis/ propose resolution to address employee turnover. Write directives advising department managers of company policy regarding equal employment opportunities, salary compensation, worker's compensation, disciplinary actions, and employee benefits. Oversees the analysis, maintenance, and communication of records required by law or local governing bodies, or other departments in the organization Conduct employee training classes (staff and management development). Serve as local administrator for company programs such as 401 (k) and company benefits. Compliance with Immigration Reporting Act, ADA, New Hire Reporting, FMLA, Unemployment, and Wage & Hour. Involved with all voluntary and involuntary terminations throughout the complex. Process bi-weekly payroll for approximately 256 employees.

Phoenix Pipelines, LLC, Human Resources Manager

April 2005 – October 2006

Superstition Carpentry LLC, Human Resources/Payroll

May 2003 – April 2005

Radisson City Center, Human Resources Manager

March 2001 – May 2003

Education:

University of Phoenix – Business Management

HRCI & SHRM, PHR

Reference Upon Request