Sylvia Gonzalez

**** ******* *****

San Diego, CA 92106

adu1hv@r.postjobfree.com

Phone: 619-***-****

SUMMARY

•Highly driven certified Human Resources Professional with a firm understanding of benefits, total rewards, annual Open Enrolment rollout, leaves of absence, FMLA, ADA, ACA and COBRA regulations and requirements.

•Has over 12 years of experience working as a Human Resource Professional with various backgrounds such as hospitality, engineering and other consulting firms.

•Proficient with talent acquisition functions such as sourcing, screening, scheduling interviews, on boarding and conducting new hire orientations.

•Excellent analytical, organizational, and communication skills with an aptitude for leading others, constantly working to improve processes to remain compliant and meet business needs while taking on new opportunities and projects to acquire new capabilities.

•Assertive problem solver and decision maker with the ability to set priorities and initiate action plans to attain objectives.

•Strong written/verbal communication skills with the proven ability to interact with and present to employees at all levels of the organization

EDUCATION

Diploma - Holtville High School -June 2002

Certification - Human Resources Business Managment -Brandman University - October 2010

SKILLS

•(Background screening programs); Primary Source professional licensure verification sites,HRIS Systems such as: ADP;Famous 6.0; Meditech, Position Manager; Smart Search (applicant tracking system),Ultimate Software; Paylocity; and Kronos; Equifax; E-Verify; Sharepoint; DocuSign

•Human Resources Management

•Performance Management

•Strategic Planning, Workers' Compensation, Employee Orientation

•Benefits Administration, Succession planning

•Conflict management, Change management, Project management

•Talent Acquisition, Benefits

•Oracle, PeopleSoft, Ultimate Software, Paylocity User Interface (UI)

•Operations Management, Financial Report Writing

•Compliance and Quality Assurance

•Workday Scheduling

•Microsoft Office; HRIS Implementation, Project Management;

•Bilingual - Spanish

WORK EXPERIENCE

Private Consulting September 2021 to November 2022

Human Resource Professional

Handle the day to day human resource functions and. provide human capital guidance and advice to a variety of companies. Helped develop human resource models, advise businesses on policies and procedures, and resolve any issues that a company might have with its workforce. Also assisted with recruiting and training new employees.

•Knowledge of general HR practices and programs, global HR trends, and management programs (e.g., performance management, individual development).

•Resolve Conflict, ability to manage and resolve conflict or disputes between individuals. This includes seeking an understanding of all sides involved in the conflict and striving for win-win solutions.

•Applicant Tracking System implementation, integration.

•Analysis and audit management; benefits; turnover; EEO; FMLA; WC; compensation

•Employee relations, full investigations, working closing with union representation.

Sodexo at Sharp Grossmont Hospital - June 2019 to September 2021 HR Manager III

Handle the day-to-day human resource functions at Sharp Grossmont hospital for 450 Sodexo employees.

•Manage complex issues and administration for unit/account such as; payroll, benefits, training, employee relations, recruiting, safety, leave of absence, compliance, performance reviews and management training.

•Position focuses on exempt and non- exempt workforce and includes working with two different unions accounts Local 30 and Local 501.

•Knowledge of HR policies, procedures, and external regulations and laws including (Title VII), ADA, EEO/AA, FMLA,CFRA, FLSA, NLRA, Child Labor Laws, HIPAA.

•Knowledge of general HR practices and programs, global HR trends, and management programs (e.g., performance management, individual development).

•Resolve Conflict, ability to manage and resolve conflict or disputes between individuals. This includes seeking an understanding of all sides involved in the conflict and striving for win-win solutions.

•Talent development and organization design, reward, change and performance management, employee relations, employee engagement, and mobilization support.

•Respond to inquiries regarding HR plans, programs, policies, and or grievances/complaints.

•Educate managers and employees on policies and procedures.

•Develop, implement and train on existing and new policies and procedures.

•Oversees all Federal, State and Local laws to regarding human resources.

•Knowledge of the broad range of relationships that could impact an employee, employer, or applicant. This includes knowledge of Federal and State laws, Company policies and practices, and ethical obligations to investigate, evaluate, and recommend an appropriate resolution to an employee and labor relations complaint.

•Knowledge of regulatory laws that affect employment. This includes an understanding of ADA, FMLA, and Title VII/Civil Rights Act.

•Knowledge of Workers Compensation Guidelines.

•Unemployment, Knowledge of regulatory state laws which affect claims filings, appeals, and hearings, including state charges by tax corp.

•Investigate and resolve employee issues and recommend resolutions in a timely manner, based on policy, as appropriate.

•Professional communication and involvement of necessary individuals based on incidents, such as union rep; union steward; manager; identified witness, and legal if applicable

•Orientation and management of union employees; understanding of all contract rules/policies and management of arbitration.

•Contract negotiations

•Provide direction to managers and employees on implementation of HR plans, programs, policies, and training. Act as the primary consultant on various HR initiatives

•Serve as the HR consultant and work with operations to positively impact business.

•Perform due diligence for new business initiatives to determine appropriate efficient best practices within HR plans, programs, process, and tools (including compensation, benefits, leadership, staffing, diversity & inclusion) based on financial and legal exposure.

•Audit payroll; ensure managers understand the importance of proper time keeping and documented time corrections and or exceptions to pay. Ensure meal penalties are paid and also managed.

•Recruitment Restructure; Improve onboarding experience.

**Personal Time Off**

Kona Kai Resort and Spa November 2018 to April 2019

Human Resources Director

Manage the day to day Human Resources and payroll for 240 employees. Working with union account. Manage two direct reports, and co-manager accounting department of 5 employees. Temporary position for 4 months covering a leave of absence. Selected to roll out the onboarding recruitment module of Paylocity and assist in union negotiations. Assessment of HRIS database and onboarding experience. HRIS implementation, integrations, and maximized usage (project lead)

•Compensation management to include safety program and injury reporting.

•Increased staff morale

•Workers Ability to coach line managers to deliver business plans and drive performance and capability improvement within their teams.

•Applicant Tracking System implementation, integration.

•Analysis and audit management; benefits; turnover; EEO; FMLA; WC; compensation

•Employee relations, full investigations, working closing with union representation.

•Develop and recommend new personnel policies and procedures to respond to the needs of the organization.

•Safety Committee officer and Quality Assurance

•Performance Management process ensure timely and quality reviews.

•Develop online performance evaluations.

•Develop and conduct trainings based on organizational needs.

•Renewal of Collective Bargaining Agreement

•Assess and develop efficiencies within payroll and human resources

Casa de Manana Retirement Community January 2016 to November 2018 Human Resources Director

Full Human Resource responsibility (selection, orientation, training and development of employees, including initiating personnel actions, such as the hiring and termination of employees, scheduling). Responsible for all projects assigned to department or staff operation. Acts as an advisor to managers to meet schedules or resolve technical or operational problems. Staff directly participates in establishing and administering many companies centralized functional projects.

•Develops and administers budgets, schedules, and performance.

•Manage the day-to-day Human Resources and Payroll functions for a retirement community of 200 employees. Manager the HR Coordinator and Business Coordinator to ensure all functions are running smoothly. Assessed Human Resources departmental functions to ensure efficiency in processes and procedures and make sure statutory training requirements are met. Manage and revisions of HR policies to comply with changing or new legislation. Creating an efficient process by observing, inquiring, and thinking outside the box.

•Provide direction to managers and employees on implementation of HR plans, programs, policies, and training. Act as the primary consultant on various HR initiatives

•Project Lead making decisions moderate in nature, impacting project schedules. Errors detected and corrected with relatively minor financial impact or effect on projects, operations, or customer relationships.

•Recruitment Management created efficient recruitment process.

•Serve as the HR consultant and work with operations to positively impact business

•Perform due diligence for new business initiatives to determine appropriate efficient best practices

•Retention, assessment and development of a plan to retain employees.

•Boost Employee Morale - Retention efforts

•Workers Compensation Management - Changing employee culture.

•Employee Survey

•Developed and Implement Wellness Program

•Manage Employee Survey and develop action plans to work on areas of improvements!

•Quality Assurance

•Payroll Management

•Analysis and audit management; benefits; turnover; EEO; FMLA; WC; compensation

•Safety Committee Chair

•Performance Management process ensure timely and quality reviews.

•Handle all employee relations; provide support and guidance to management.

•Employee Events

•Safety and Compliance successfully implemented safe work practices and procedure

San Diego Center for Children May 2011 to December 2016 Human Resources Manager

Manages HR issues for the organization aligned with operations of the business. Coaches and counsel's management in all areas of HR. Plays a lead role in the design, implementation and management of HR programs. Ensures compliance with all HR policies and procedures and local, state, and federal requirements. Manages aspects of HR administration including payroll, benefits, records retention, EEO/AA compliance, compensation, and employee relations. Manage a staff of 3 employees, for an organization of 350 employees. Implementation of best practices building a successful HR department. Implementation of new systems, and tools. Accomplished in transforming disorganized HR organizations into cost-efficient strategic entitles and valued partners in attaining top priority business goals.

•HRIS implementation, integrations, and maximized usage (project lead)

•Provide direction to managers and employees on implementation of HR plans, programs, policies, and training. Act as the primary consultant on various HR initiatives

•Shifted WC modification experience ratings.

•Increased staff morale over a period of 3.5 years by conducting thorough and extensive job descriptions to include core competencies and evaluations.

•Applicant Tracking System implementation, integration. Created full cycle recruitment process and procedures.

•Analysis and audit management; benefits; turnover; EEO; FMLA; WC; compensation

•Employee relations, full investigations, working with third party agencies at times such as California Care Licensing; Child.

•Protective Services; Insurance providers, Legal; Police Department.

•Develop and recommend new personnel policies and procedures to respond to the needs of the organization.

•Safety Committee officer and Quality Assurance

•Performance Management process ensure timely and quality reviews.

•Develop online performance evaluations.

•Develop and conduct trainings based on organizational needs.

KBM Facility Solutions November 2010 to May 2011

Human Resources Manager

•Efficiently perform all functions related to Human Resources in a time of growth. Core responsibilities include Benefits

•Administration, WC Case Management, Training, EE Development, Safety Assessments, FMLA Case Management,

•Employee Relations. Perform utilizing my Generalist HR knowledge to work with: talent development and support Senior.

•Leadership with the design, reward, change and performance management, employee relations, and employee engagement.

•Participates in developing department goals, objectives, and systems.

•Performs benefits administration to include claims resolution, change reporting, approving invoices for payment, and communicating benefit information to employees.

•Handles employee relations counseling, outplacement counseling, and exit interviewing.

•Assists in evaluation of reports, decisions, and results of department in relation to established goals. Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.

•Administers each and every step (from DOI until closure) of all Workers' Compensation claims.

•Conduct safety investigation of accidents and injuries

•Preparation of material and evidence for organization use in hearings, lawsuits, and insurance investigations.

•Plan and implement safety policies and procedures in compliance with local, state, and federal OSHA regulations.

•Act as main liaison to upper management, Interact with executive leadership including Directors, in order to communicate current workers comp cases and action plans for each

•Support & implement new programs and training for safety and new policies/procedures

•Conduct site safety assessments and provide feedback of hazards and train on observations

•FMLA/LOA case management

Rady Children's Hospital July 2008 to October 2010

Human Resources Specialist

Efficiently performed Human Resources functions including core responsibilities in requisition posting, on-boarding process with new hires, and compliance with licensures and background checks. Assisted utilizing conceptual knowledge of theories, practices and procedures in own discipline acquired through hands on and career development within the organization.

•Audit and approvals for annual employee evaluations

•Pre-Screen applicants on daily basis

•Facilitating requisitions for open positions, writing ads and posting open positions, Drafting and negotiating offer letters for new hires

•Maintain licensure compliance for all positions - Update system; Run reports and notify managers Coordinate annual background checks.

•Joint Commission complaint; Audit QC for all employee personnel files

•Scan all new hire paperwork into Chartmaxx electronic EE file system.

•Process background checks, OIG, GSA,

•Meet with new hires and process new hire paperwork

•Verification of employment for employees

•Set-up new hire information into HRIS system

•Requisitions and Postings of all new jobs for the organization

•Leave of Absence Management

•Maintain all Labor Law Posters up to date.

•I-9 compliance/auditing/recordkeeping

Scripps/Manpower March 2008 to July 2008

Employment Specialist

•Efficiently performed Human Resources recruiting, and background checks for Scripps as they took over 3 Sharp sites within 5 months' time frame. Temporary position until the project was completed.

•Assisted in the transition of Sharp facility employees converting into Scripps employees.

•I-9 audits of new hires coming in and background check audits.

•Process all new hires make sure paperwork compliant with Joint Commission and onboarding was welcoming

•Set up new employees in HRIS.

•HRIS system audits monthly.

•Schedule physical exams and orientations for all employees

•Background checks/Licensure Checks/OIG/GSA

Vessey and Co., Inc February 2004 to February 2008

Human Resource Generalist / Payroll

•Efficiently performed all Human Resources functions including Payroll, and some Accounting functions.

•Payroll for 350+ EE on weekly basis; manual

•Handled all workers compensation claims, from filling of the forms to driving them to network provider

•Worked according to get the claims closed; conducted analysis on open cases for training purposes.

•Provide safety training meetings on a monthly basis for all labor employees.

•Created safety procedures.

•Enrolled and maintained domestic and international employee benefits

•Conducts recruitment effort for all exempt and nonexempt personnel, students, and temporary employees; conducts new- employee orientations; monitors career pathing program, writes and places advertisements.

•Maintained all personnel files and HRIS System

•I-9 Audits/compliance and training

•Maintain Labor Law Posters

•Accounts Payable/Accounts Receivables

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