Employee Relations Resources Manager

CONSTANCE ANDERS, MBA,SPHR

E. ***********@*****.***

C. 410-***-****

Summary

Advanced HRIS experience including WORKDAY, ADP, PEOPLESOFT, ULTIPRO KRONOS

Identify opportunities to improve processes through HR systems

Build framework for data audits to ensure Workday is housing clean data

Create, manage, and run reports from HR systems

Manage security and systems administration for HR systems

Configure and manage system workflows and integrations

Work with HRIS team to configure and deploy Workday upgrade functionality

Establish EIB processing framework to lead organizational changes

Ability to deep dive into Workday’s system to diagnose problems

Partner with cross-functional members as needed on HR data audits and validation processes.

Serve as the Workday technical SME to support HR process enhancements, problem solve technical issues, and answers general system questions.

Audit HR data to ensure compliance and data integrity.

Collaborate with cross functions to plan and execute HR system-related changes.

Partner with implementation vendors and IT to develop data interfaces and systems integration.

Drive and support release management, reviewing release summary and release readiness documents from system vendors, identifying enhancements relevant to the HR systems and impacts to downstream systems.

Manage relationships with key business partners to actively identify and address issues and provide timely support.

Serve as Technical resource for HRIS Ops team members.

Implementation, development, and/or functional support of Workday Core HCM and, in Time and Attendance, Payroll, Performance Management, Goals, Reporting / Analytics, Compensation, Benefits, etc.

Required to have hands-on Workday HCM configuration & Reporting capabilities.

Proactive proficient in hiring, developing, and motivating employees. Adept at building rapport at all levels and resolving issues in timely manner.

Highly focused and ambitious administrative professional bringing 20+ years management experience with extensive customer service, public relations, and philanthropic background. Astute and proactive problem-solver possessing elevated business and operations acumen honed through progressive career history, diverse industries knowledge and accomplished education. Talented in key HR functions, spanning employee hiring, training, development, and retention-promoting relationship building. Pursuing opportunities to leverage advanced competencies and deliver valuable contributions.

Innovative Director of Human Resources with well-established knowledge in workers' compensation and federal regulations. Strong communication skills and high level of understanding for compliance and regulation.

Skills

Strategic Leadership

Legal Regulation

Employee Relations

Collaboration

Administrative Support

Interviewing

Risk Management

Talent Acquisition

Program Development

Objective Investigations

Goal Setting and

Recruitment and Retention

Onboarding New Hires

Organizational Change

Customer Support

Staff Training

Performance

Process Improvement

Problem-Solving Management

Teamwork

Relationship Building

Performance Evaluation

Government Reporting

Diversity and Inclusion

A level, Filing, Nursing, Recruitment

Administrative, Goal Setting, Optimization, Recruiting

Administrative duties, Government, Organizational, Relationship Building

Administrative Support, Hiring, Payroll, Reporting

Benefits, Human resource, Performance management, Risk Management

Coaching, Human Resources, Personnel,

Consultant, Leadership, Policies,

Counseling, Law, Problem-Solving, Strategic

Customer Support, Legal, Processes, Tax

Documentation, Legal compliance, Process Improvement, Teamwork

Driving, Management training, Program Development, Travel arrangements

Employee Relations, Meetings, Promotion, Tuberculosis

Staff Training, Mail, Recording, Vision

Competitive and Trend Analysis

Event planning and execution

Background checks

Personnel information systems

Benefits programs

Benefits management

Exit interviews.

Company leadership

Employee mediation

Recruitment policies

HR policy development

Staff compensation

Training development

Compliance

Employment record verification

Union negotiations

Human resources operations

Employee engagement

EEOC expertise

Compensation and benefits administration

Payroll administration

Human resources strategy

Leadership development

Recruitment and hiring

Process improvements

Local, state, and federal regulations

Safety and affirmative action

Education and Training

MBA

University of Notre Dame

Baltimore, MD

Business Administration, Human Resource Management

AMAZON 12/2019 – Present Regional Human Resources Mid-Atlantic AMZL

Support the Business Unit management to develop and implement HR plans and solutions to achieve strategic business initiatives and deliver results. This work includes, but is not limited to, increasing workforce capability, providing change leadership, talent management /succession planning and supporting day-to-day operations as well as on-going process improvement. Drive project management for various HR initiatives including management training and development, succession planning, policy review and implementation, etc.

Partner w/ business on workforce planning, succession planning, and skills assessment

Review and analyze business unit data to identify trends and recommend solutions to improve performance, retention, and employee experience

Work with line managers and employees to address all types of employee relations issues ensuring a balance in representing all parties’ interests

Assess business unit’s human resources training needs and conduct 1:1 and/or group training sessions as appropriate

Implement/administer/interpret corporate policies/programs/procedures

Plan, manage and provide continuous improvement to all aspects of the client organization and leadership review process and the strategic objectives therein. This includes both annual and mid-year processes which focus on performance management and talent development.

Partner with managers to retain, develop and motivate people to achieve their fullest potential.

Working with business groups assess, create and implement innovative solutions for a variety of employee engagement initiatives within client group

Provide ongoing support to the leadership team on human resources related matters, policies and procedures

Provide compensation support including salary planning, approval of salary actions, promotions and job re-leveling

Ability to influence and partner with different levels of the organization to achieve results

Strong business and HR acumen, including strong problem solving skills, critical thinking, and self-initiative

Demonstrated ability to coach managers and supervisors to use company best practices for maximum effectiveness

Excellent written, verbal communication, interpersonal skills; high quality document and report preparation

Excellent presentation skills and knowledge of employment laws

Proven ability to successfully work as a team member and to build and maintain a positive work environment across the network

Experience working in an entrepreneurial environment requiring strong multi-tasking abilities· Proven skill in the operation and utilization software such as Microsoft Word for Windows, Excel, etc.

· Able to travel, as appropriate

· Ability to analyze organization and individual needs and create the most cost-effective package to meet them

· Experience with assessing executive talent and filling technology/operations/management positions

· Proven understanding of the role and functions of a human resource office within a corporate operations structure

· Broad experience and specific knowledge of human resource theory, functions and practice; performance appraisal systems and staff development

· Proven ability to use initiative in carrying out tasks

· Proven ability to prioritize tasks and to organize workload to assure that short timelines are met while having frequent interruptions

· Exposure to multi-state and international employment laws

Secured optimal productivity by supervising 16 employees on staffing and recruiting administrative, operational, and clerical functions.

Renders administrative support to the Senior Executive Staff through mitigating risk and maximizing productivity.

Leads employee relations efforts while driving productivity through talent optimization.

Compiled and analyzed data to identify trends and make recommendations to executive team.

Ensures compliance with local, state, and federal laws.

Promotes organizational efforts and aligns team with company vision and purpose.

Supports top talent recruiting strategies, performance management processes and the retention and promotion of high performing teams.

Assists management with day-to-day duties such as unemployment, worker's compensation, retirement planning and tax and benefits.

Conducts investigations to provide objective guidance and resolution.

Catholic Charities Jenkins Campus Senior Communities

Regional Human Resources Director Baltimore, MD 01/2006 to 01/2019

Provided full time human resources support to all departments through scheduling interviews, making hiring decisions and

. conducting orientations.

Conducted staff training and assisted with performance management on a consistent basis.

Administered terminations, personnel status changes and investigations as needed.

Maintained positive employee relations with staff in the region.

Facilitated payroll and benefits training to new employees.

Conducted criminal background checks on post-offer candidates.

Maintained a record of disciplinary actions and work attendance that included call-ins, leave of absences and sick leaves.

Assisted with coordinating training for non-certified nursing assistants and staff education programs.

Maintained a level of confidentiality when notifying management of onboarding testing dates such as tuberculosis and Hepatitis B testing dates.

Sourced and developed sourcing leads to increase recruiting base.

State of Maryland Governor’s Office

Human Resource Executive Special Appointment Annapolis, MD 01/2004 to 01/2005

**SPECIAL APPOINTMENT”

Assisted in payroll preparation by offering relevant data such as absences, bonuses, and leaves.

Assisted with recruiting by screening resumes, calling, and scheduling interviews for hiring managers.

Drafted confidential correspondence, reports, and statements.

.

Communicare

Senior Human Resources Manager

12/1996 to 1/2004

Aligned business objectives in designated business units while serving as a consultant to management on Human Resources related predicaments.

Managed and resolved complex employee relations issues by conducting effective and thorough investigations.

Maintained up-to-date legal compliance by continuing education on legal requirements.

Rendered accurate legal advice on daily management of employees while reducing risks.

Provided performance management guidance to management on topics such as coaching, counseling and career development.

Spearheaded management training in interviewing, hiring, terminations, succession planning, etcetera.

Improved work relationships and built company morale through direct communication with staff.

Maintained working knowledge of multiple human resource disciplines such as compensation, diversity and inclusion, performance management and sexual harassment.

Executed integrated recruiting campaign across multiple media channels.

Facilitated new hire on-boarding program by scheduling training initiatives, resolving issues and processing paperwork.

Reduced workers compensation claims by implementing strong return to work policy.

Partnered with cross-functional departments to develop, support, administer and maintain PeopleSoft and Point Click Care reporting.

Sourced and developed sourcing leads to increase recruiting base.

Diminished regulatory risks by managing random monthly drug testing for employees to ensure compliance adherence.

Boosted staff morale by resolving personnel and management inquiries on new hire activities or ongoing employee relation issues.

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