Vanessa L. Smith, MS

215-***-**** aduh9n@r.postjobfree.com

www.Linkedin.com/in/vanessa-smith-ms-3478774a

Human Resource Professional

NONPROFITS UNIONS EDUCATION ACQUISITIONS ORGANIZATIONAL CHANGE Bridging the gap between employees and leadership

Strategic Human Resources Professional with innovative visions and initiatives to improve performance, growth and employee engagement. Empowering leadership with the fundamental tools of effectively managing employees. A visionary who thrives on challenges. With a proven track record for lowering workers compensation claims, and their amount of time out on leave. Signature HR Qualifications

Employee Relations & Diversity

Strategic Planning

HR Policy & Process Developing

HR Administration

Talent Acquisition

Organizational Developing

Negotiation Expert

Leadership Development

Budgeting

Staff Coaching & Mentoring

Business Operation

Leadership Development

HR Best Practice

Workforce Planning

Professional Experience

L3Harris Technologies, INC Philadelphia, PA 2022- Present Senior Specialist, Human Resources Business Partner

● Coordinate with Talent Acquisition and client areas to ensure the business is able to hire the right talent at the right time.

● Promote a process improvement mindset to implement new ideas and streamline transactional processes while adhering to Corporate and Segment HR policies as well as government compliance.

● Leverage decision making capabilities to facilitate resolution of employee relations issues, complaints and investigations.

● Run analytics to drive people related decisions; identify trends in employee relations, retention and engagement.

● Identify and implement continuous improvement efforts related to people strategy.

● Recommend solutions and creative ideas to continually improve engagement and productivity.

● Promote effective diversity and inclusion activities across the site and the functions supported.

● Collaborate with the Division and Sector HR team to plan and implement HR initiatives. Mural Arts Philadelphia Philadelphia, PA 2021-2022 Director of Human Resources

As an effective member of the executive leadership team within a high volume organization, I created policies around Covid and the “new normal”. Engaging employees that are both remote and hybrid. Maintaining an “open door” policy while being virtual. Engaging with stakeholders to help foster the mission of the organization.

● Policy Development: Created policies and implemented them within the organization

● EEOC Investigations: Conducted all investigations within the organization and provided an outcome that would keep the organization out of litigation.

● Budgeting: Created and maintained a budget within the human resources department, as well as participated in the budgeting for the entire organization.

● Training and Development: Maintained all employee training files and conducted the annual training

● DEI Committee: Lead and managed the DEI committee

● Recruitment: Partnered with the communications department to utilized all social platforms along with job board to recruit new hires

● Retention: Maintained working relationships with employees by attending departmental meetings, scheduling 1:1 check in with the staff that are not in leadership, administer engagement surveys to see why employees stay and what motivates them within the workplace The Philadelphia Housing Authority Philadelphia, PA 2018- 2021 Labor Employment Relations Specialist

Effectively engages with injured employees to insure they are treated by a panel doctor while they seek care for their work related injury. Maintain the current workers compensation policy to ensure that the organization is following federal and local regulations. Maintain open communication with union and non-union represented employees about policies and procedures within the organization. Created and administers all disciplines and conducts internal investigations for EEOC complaints.

● WORKERS COMPENSATION: Assures PHA workers compensation processes are compliant with PHA regulations and the Pennsylvania Workers’ Compensation. Conducts workers compensation training for claims coordinators. Performs liaison activities with internal and external Health Care professionals as it relates to Workers' Compensation claims.

● EEOC INVESTIGATIONS/COMPLAINTS: Conducts surveys and investigations on Human Resources and workplace related issues, and prepares a summary of findings for review and approval.

● FMLA: Administered both FMLA requests as well as other leave of absences that employees may apply for. Help employees identify what leave works best for their current situation.

● DISCIPLINE: Investigate behaviors and incidents that have been reported by a manager or director, and if a policy or procedure has been followed, discipline will be administered.

● POLICY UPDATES: Researches and reviews human resources information to keep abreast of policy changes and updates.

● SAFETY COMMITTEE: Communicates and disseminates information to management and staff on operational, organizational, and work safety issues which affect PHA. Broomall Rehabilitation and Nursing Center (SavaSeniorCare) 1/2018-8/2018 Human Resource Coordinator

As the sole Human Resource professional within a 24 hour nursing home. I maintained a new hire employee orientation class of 20 new hires on a biweekly basis. I reported to a regional Manager who was located in Maryland. By maintaining a large number of new hires, it decreased the budget to agency nurses. I administered all disciplines throughout the facility, as well as maintained a good level of morale for the employees.

● Workers compensation: Complete all workers compensation reports

● Leave of Absence: Distribute FMLA and LOA for all employees

● Recruitment: Source and schedule all interviews for the nursing department. CNA’s, Registered Nurses and Licensed Practitioner Nurses. Talent acquisition management.

● Legal Commitments: Complete and attend all unemployment claims and hearings.

● Local and Federal regulation: Maintain employee files, as well as create new hire files.

● Business Partner: Advise and administrator all employee relations issues related to company policies, as well as administer all disciplinary actions to employees.

● Labor and Employment Regulation: Review and sign off on all disciplinary action letters before they are administered to the employee.

● Employee engagement: Conduct the employee experience committee, where we put on weekly events to keep up employee morale within the organization. Horizon House, Philadelphia, PA 2016- 2017

HR Manager

Supervised a staff of two recruiters, while focusing on maintaining a presence within all the programs that were under my division. Maintained staff training, as well as ran an ongoing 8 week training session for new and seasoned managers and directors. Conducted internal investigations of employee complaints, as well as taught new hire orientation bi-weekly.

● Employee Relations: Assures sound employee relations practices by helping supervisors understand and consistently apply policies and procedures as they relate to disciplinary actions, grievances, terminations and affirmative actions.

● Training and Development: Responsible for accurate, efficient and timely processing of employee paperwork for hires, transfers, promotions, disciplinary actions, terminations, and changes in status by submitting completed paperwork within specified timeframes and follow up as necessary. Provides career counseling to all levels of staff by identifying career options and development needs for both lateral and upward moves. Participate in the design and implementation of in-service training programs specifically Human Resource issues.

● Data and Analytical Reports: Prepare monthly activity reports for assigned work area(s). Adhere to submission deadlines.

● Policy: Recommend changes in personnel policies and procedures as needed. Participate in annual review of human resource policies and procedures. St. Francis St. Vincent Homes for children, Bensalem, PA 2015-2016 Director of Human Resource

● Recruitment: Coordinate staff recruitment activities to help ensure open positions are filled in a timely manner.

o Write/review and place advertising in appropriate venues. o Review resumes and applications for employment to ensure basic qualifications are met. o Pre-screen applicants and refer those who are qualified to program directors for interview.

● Training and Development: Ensure all new employee paperwork is completed prior to start date and that State and City DHS, CBH and federal requirements are met.

● Annual Performance Evaluation: Ensure job descriptions and matching performance evaluation forms are current and accurate. Revise as needed in consultation with the CSS Divisional HR Director. Oversee annual performance evaluations of all staff.

● Benefits: Oversee all employee benefits functions including initial enrollment, annual open enrollment, and processing of bills for medical, dental, and life insurance. Maintain benefits database.

● Policy updates and Revision: Implement SFSV personnel policies and practices and effectively communicate to line employees and management to promote their understanding, acceptance and adherence. Suggest policy revisions to Regional HR Director.

● Effectively recommend corrective action up to and including termination of employment for policy violations.

● EEOC Complaints: Ensure fair and timely processing of employee grievances and complaints.

● Compliance and Quality Assurance: Assure that SFSV remains in compliance with all applicable, personnel-related COA standards and DPW, DHS, and CBH regulations. Assure that SFSV remains in compliance with all federal and state employment laws and regulations.

● Unemployment: Coordinate the agency response to all unemployment claims. Enter information on all separated employees into Equifax Casebuilder. Attend Unemployment hearings as needed.

● Workers Compensation: Process and monitor workers’ compensation claims.

● FMLA and LOA: Process and monitor FML and ADA requests/situations.

● Employee Engagement: Chair SFSV Staff Morale Committee. Human Resources Generalist /Payroll Specialist 2011-2015

● Payroll and Timekeeping: Enroll employees into the timekeeping system and schedule all staff for 24 hour shifts

o Make sure all the staff is working 70 or 80 hours bi weekly o Approve or deny overtime and insert any missed or unusual punches that is Made in the time keeping system

o Manage all employees sick, personal, vacation and holiday time o Run payroll reports 3 to 4 times throughout a pay period to determine overtime for the current week.

o Investigated and resolved employee related issues Education

Master of Human Resources: Holy Family University

Bachelor of Science in Administration of Justice: Pennsylvania State University Professional Organizations: SHRM

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