Employee Relations Customer Service

LISA C. OJEDA-BROWN, MBA, MSM

301-***-**** *********@*****.*** Laurel,MD LinkedIn

QUALIFICATIONS SUMMARY

HR Manager with 12+ years of management experience who translates business vision and objectives into HR initiatives that improve performance, growth, and engagement. Coaches and motivates an effective HR team that contributes to business objectives. Strategic leader with proven ability to build successful HR departments from the ground up, add value as a member of the senior leadership team, build reports among employee base, and effectively manage in a remote setting. Human Resources / Global Mobility / Employee Relations / Performance Mgmt. / Team Leadership / Recruitment / Diversity & Inclusion / Talent Development / Union Exp. / Workforce Planning / Start-Ups / Hospitality / Analytical Skills / Workflow Optimization / High Growth Orgs / Org Restructuring WORK EXPERIENCE

Butler Hospitality, Dec. 2021-June 2022 People Operations (HR) Manager

•A strategic business partner with leadership. Design, build and execute strategic talent objectives that drive exceptional business performance. Embed a performance management culture within the business area as a means of driving business improvement by ensuring clear objectives, feedback and the improvement of outcomes through behaviors.

•Develop and evolve employee policies to meet state/federal regulation and company specific needs. Partner with departments to build standard operating procedures (SOPs) in application of policies.

•Demonstrated commitment to Diversity, Equity and Inclusion (DEI) and experience partnering with others in the execution of the strategy. Roll out of Butler’s New Core Values.

•Analyze employee relations trends, and partner with internal stakeholders to improve our processes and develop proactive strategies, programs, and policies. Serve as a trusted advisor to employees and managers, coaching, advising, and empowering them to navigate their people related issues.

•Employee relations expert with the ability to create and implement sustainable solutions. Proactively identifies opportunities and potential issues related to employee engagement and retention.

•Oversees benefits administration, compensation-wage structure, and performance management systems

•Manages legal compliance, adherence to Company policies, and disciplinary actions SPIN, Sept. 2019-June 2021 Regional People Operations (HR) Manager

•As a direct report to the VP, analyze trends and metrics in partnership with Employee Relations to develop solutions, programs and policies.

•Managed 57 US Markets and partnered with 27 Global Markets, in executing the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.

•Developed enhanced telework program redesign proposal; conducted research and conducted focus groups to inform design; key design tenets were recently adapted in rollout of COVID-19 related flexible work enhancements

.•Lead and manage Spin's people operations functions through a period of high growth and change, implementing scalable HR practices and policies. Communicate policy updates and company initiatives to business partners, enforce compliance.

•Serve as a business partner to 42 organizational leaders and managers to establish shared management values and best practices.

•Reduce Fleet Operations turnover by 15% by creating recognition programs, hourly employee focus groups, enhance newhire orientation experience, Onboarding training, Weekly Metrics reports for mgrs, People Ops Playbook

•Maintain in-depth knowledge of legal and compliance requirements related to day-to-day management of employees, reducing legal risk and ensuring federal and state regulatory compliance; liaise with internal legal counsel as needed on all employment related matters.

•Manage and resolve employee relations issues; conduct effective, through, and objective investigations, reports, and recommendations.

•Guide leaders on career path development, individual development plans, performance evaluation cycle, performance management life cycle and compensation planning by leveraging partnerships with total rewards, talent management and acquisition teams.

FreshDirect, Nov. 2016-Aug. 2019 Regional Human Resource Business Partner

•Employee Relations: anticipate people related matters and consults with management and provides solutions. Partners with leaders to institute practices that proactively minimize people related matters and drive company performance. Handle and conduct investigations for union and non-union environments.

•Recruitment: build relationships with key internal and external talent, actively manage the recruiting and on-boarding process; track openings for multiple off-site locations, talent development, drive employee engagement and retention.

•Performance Management: Partner with managers to identify the talent gaps and development needs of the business unit, its managers, key individuals, and people in key positions. Help managers identify and support learning activities and initiatives, including annual review process, goal setting and implementation of performance improvement plans, merit/bonus cycle

•Organizational development, union relations, benefits, FMLA/LOA, WC, Payroll, creating policies and procedures, amongst other HR functions.

CORT, A Berkshire Hathaway Company, July 2015-Oct. 2016 Sr. Human Resource Generalist –SE Region

•Manage the Washington and New York District for all Human Resource Business Needs: Benefits administration, compensation, employee relations, federal and state labor law, personnel policies & procedures, recruitment & retention, union relations, employee recognition, performance management, FMLA/LOA and Workers Compensation.

•Performance Management: Provide necessary consulting support and take proactive steps to enhance the growth of a performance-based culture. This includes, but is not limited to, providing consultation on performance management issues, fostering a learning environment and influencing leadership on appropriate rewards and recognition to enhance the associate experience, or guide when addressing disciplinary concerns.

•Recruitment: Assist assigned leadership group in implementing recruiting strategies to address short and long term staffing needs. Manage and participate in the recruitment and selection process of candidates. Sleepy’s/Mattress Discounters, April 2014-Feb. 2015 Human Resource Business Partner-SE Division

(Contract)

•Partner with 23 District Managers, 2 Market Sales Directors and VP of Sales and Distribution Centers (MD, DC, DE, NC, SC) on administering the performance management and compensation programs to include creating and maintaining job descriptions and job competencies, participating in salary surveys, and conducting competitive market research to establish equitable and competitive pay practices that aid the recruitment and retention of superior staff.

•Recruiting: Develop a network and referral base of high potential candidates, work with agencies, hold job fairs, etc. Maintain monthly recruiting metrics to evaluate past trends and future needs and generate monthly reports.

•Screen, interview, and assesses job applicants to fill positions within, time-to-fill and other strategic recruitment goals. Coordinate with trainers and supervisors for a smooth onboarding process.

•Employee Relations: Disciplinary actions, Internal investigations, EEOC, Unemployment Claims, Performance Evaluation and Performance Plans, etc.

•Lead payroll, leave tracking, new hire orientation and documentation, benefits administration, compliance with state and federal employment laws, amongst other HR functions, enhancing policies and procedures. Omnicare, Sept. 2011-Feb. 2014 Human Resource Manager-Southeast Division

•Responsible for HR initiatives: recruiting, hiring regular, contractual and agency employment, process benefits (health, FMLA, leave benefits, etc.), job fairs, open house.

•Employee Relations: counsel employees and maintain records of training, performance management, employee incentives, manage all hourly employee relations issues, grievance responses, morale and employee recognition.

•Conduct WC audits, EEO reporting and monitoring. Overseeing the Companies' Safety and Benefit Programs, Employee Manual maintenance. Process payroll through ADP systems for all employees.

•Drive Human Capital Planning: Develop and implement HR solutions that drive performance improvement and support the short- and long-term business objectives.

•Collaborate with business leaders to ensure that business strategies appropriately reflect human capital components; Contribute more broadly to business strategies, beyond HR considerations.

•Drive manager accountability for effectively fulfilling the Role of the Manager (e.g., development, performance management, succession and talent management, and pay for performance). Revolution Foods, Inc., July 2009-July 2011 Human Resource/Office Manager

•Recruiting, training and background check of all new hires. Developing the appropriate talent pool to ensure adequate bench strength and succession planning.

•Benefits, job fairs, open house, employee incentives. Safety/OSHA advisor and training.

•Responsible for retaining accurate and compliant employee records, maintaining and managing the Companies' 401K Plan, including year end testing and compliance, maintaining exempt and non-exempt compliant wage structure, and ensuring compliance with applicable Federal, State and Local statutes.

•Process payroll and vendor invoices through Navision and TimeVantage systems for all employees.

•Responsible for developing employees to their full potential and providing challenging opportunities that enhance employee career growth.

•Recruiting liaison for the department of American Studies graduate applicants, departmental inquiries, budget, scheduling and contracts.

EDUCATION

Master in Business Administration (MBA)

Master in Science - Management (MSM)

Certificate in Human Resource Management, Leadership and Management, and Integrated Marketing University of Maryland University College, Adelphi MD B.S., Business Administration

Bowie State University, Bowie MD

MEMBERSHIP

Society of Human Resource Management (SHRM) / April 2014 - Present PROFESSIONAL SKILLS

Proficient in GSuite and Microsoft Office *Experienced with HRIS/Payroll/ATS systems: Rippling, Kronos, Ultipro, Zendesk, Betterworks, Abacus, HelloTeam, Asana, Trello, Deputy, Lessonly, SafetySkills, Goodhire, JazzHR, Greenhouse, Lever, Jira, CultureAmp, iCIMS, Halogen, PeopleSoft, Brassring, PeopleCenter, ReviewSnap, ADP, Workforce, ReportSmith, LearningCenter, Axentis, DotStaff, EV4 and EV5, iAstral, TimeVantage, Navision, Oracle, SAP, Concur, Slack, GoldMine, PHR, SIS, ARS, ELF, APRA, WOW, ARES, CheckR, Sterling, SecureID, WOTC, Concur, EVerify. *Strong communication, organizational and interpersonal skills.

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