Greetings Hiring Manager

I’m extremely excited about the Human Resources opportunity available with your Corporation. Providing consultative support on workforce issues that impact business objectives.

Understand the ABCs of Human Resources:

- Accountability to make judgment calls and display ethical decision planning

- Balancing the business needs and legal requirements

- Communicate daily with management, employees, and contractors to design a positive workplace

- Design best practices to train and develop the best talent internally and externally

20 Years HR Skillset

Responsibilities

(20) HR Agenda

Oversees HR activities including employee/management advocacy, and is accountable for maintaining and impacting HR metrics that support the achievement of the organization's business goals.

(20) Policies & Practices Moral

Center objectives to ensure treatment of employees that is fair, respectful, and consistent with the framework of core business values and support action plans with Area leadership aimed at optimizing employee morale, engagement, and teamwork.

(20)Employee productivity

Maintain a positive work environment, conducting pro-active employee relations activities such as holding regularly structured feedback sessions.

(12) Leadership

Provide leadership with direction to establish and maintain partnerships with all staff through effective counsel on HR and Federal & State Law.

(15) Process Improvement

Create, audit, and sustain positive workplace relations programs for individuals working actively to improve critical components lacking in completing job tasks.

( 18 ) Employee Relations

Crisis Management: Reactive on crisis-oriented partner issues under extreme time limitations while exercising excellent judgment

Project Management: Network-wide projects to improve employee's experiences

Analyze and Interpret Data: Exercise strong analytical skills to develop narratives and recommendations; demonstrated the ability to define and measure the success of company-sponsored programs.

Communicate: Concisely analyze problems and recommend solutions.

Collaborate: Build constructive relationships with employees and leadership

Problem Solve: Work independently with minimal supervision, and persevere over internal and external barriers to drive resolutions.

My Workforce experience as an HR Specialist, HR Generalist, HRBP, and Leadership is in the following industries Aerospace, Medical, Construction, Retail, Shared Services, and Government. I have worked as a consultant for the last 18 years, hired by brand companies to assist with implementing new projects, policies, and procedures.

Thank you for your time and consideration.

J. Marie Walker

J. Marie Walker adwg70@r.postjobfree.com (562) 304 – 6120 Cell Las Vegas, NV

Vision Summary – HR Specializing to provide day-to-day advice and counsel to managers, supervisors, and HR related to establishing and maintaining effective labor-management relations across Union & Non-Union Staff. Identify the company’s strategy and philosophy through various resources including but not limited to Adhoc surveys. Extensive background as a Senior HR professional of 18 years with experience in conflict resolution.

Skillsets

Microsoft Office, Excel, Word, and PowerPoint

HIPPA Compliant

UltiPro

Health and Welfare Benefits

FMLA/ ADA / STD / Work Comp

ADP – Accounting & Payroll

Leave and Productivity Management

SAP – Payroll & Inventory

Leave Link

HR Program/Project Management

Work Day - Workforce

LMSII/ITSM

Relationship Management

Union Compliance & Contracts

Stars

Data Analysis/Reporting

Kronos – Payroll & Scheduling

PeopleSoft

Customer Service Management

Service Now

Oracle/Fusion

Compliance / Auditing / Adhoc

Employee Relations 18 Years

Taleo / Kenexa

Acquisition Planning for Payroll Conversions

Payroll Processor up 5,000 + EE

Staffing & Sourcing 8 Years

Clients

10/2022 – Present Amazon Sr. Work Comp Manager Las Vegas (remote)

09/2021 – 09/2022 7 – Eleven Corp Sr. Talent Acquisitions Rep Irving, TX (remote)

09/2020 – 09/2021 Amazon HR DLS Case Manager Las Vegas, NV (remote)

03/2017 – 09/2020 Lehigh Hanson HRBP Specialist & Payroll Irving, TX

01/2016 – 12/2016 Elwood Staffing Senior HR Generalist/ Onboarding Arlington, TX

03/2014 – 09/2015 Volt Management Senior HRBP Irvine, CA

12/2009 – 12/2013 Global Management HR Specialist - Aerospace Contracts Fort Worth, TX

HRBP & Specialist Job Description

Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.

Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.

HR domain areas and process centers, such as HR shared services, Human Capital Analytics, Talent Management, etc. support the delivery of HR processes, while acting as a collaborator, driving a feedback loop so that processes are developed and executed to meet the needs of the business unit/area.

Cultural resources studies and business development activities for a wide range of project types, reporting to and supporting nationwide. Works successfully through ambiguity and exercises considerable latitude in determining objectives and approaches for assignments.

Investigates and responds to employee relations issues of sexual harassment, misconduct, policy violations, and management retaliation with prompt resolutions internal & external.

Updated senior management to investigate, track, and audit HRIS systems to provide in-depth reports for analyzing compensation, headcount, promotions, and various HR functions per business units.

Responsible for onboarding new hires using Taleo into the organization; prepared offer letters for review by the recruiter for correct compensation. Managed issues with processing delays regarding recruitment selection, interviews, background checks, drug screenings, and final stages of orientation.

Establishes and maintains effective labor-management relations at all levels. Interprets Union collective bargaining agreements to ensure proper compliance and competitive positioning for negotiations. This includes developing strategic bargaining proposals and/or proactive solutions to current issues.

Supports/administers/counsels leaders in response to the escalation of grievances. Provides internal clients and departments with interpretation and communication of changes in CBA wages, benefits information, and other contractual terms. In addition, brainstorms solutions to complicated situations and executes research and resolution of certain contractual disputes and obligations.

Demonstrates confidence and skill in negotiating capabilities. Handles confidential information maturely and professionally. Relies on experience and judgment to plan and accomplish goals. Displays a strong attention to detail and accuracy.

Responsible for managing several HR functions such as employment, labor relations, compensation, training, equal employment/affirmative action, records, safety and health, benefits, and employee services. Ensuring confidentiality and professionalism are maintained when dealing with sensitive and confidential information pertaining to the investigation.

Review and make recommendations to improve the organization’s Human Resources policies, procedures, and practices; create, update, and revise Human Resources policies and procedures. Consult with the VP, of Human Resources & Administration regarding department goals, strategies, and planning. Develops and executes strategies in collaboration with the Human Resources team and operational leadership to support business strategy and objectives for the customer group.

Consult, coordinate, and partner with our third-party administrator, HR, Safety, Legal, Payroll, Benefits, team members, and other departments/systems as appropriate. Maintain system records to ensure accurate and timely information/documentation ensuring compliance with standard work, federal/state regulations, and company policy. Communicate regular updates to management and stakeholders both verbally and in writing.

Lead investigations for mid-level to serious allegations and issues by assembling all relevant facts, interviewing case critical witnesses, reviewing similar cases, and using judgment & experience to recommend a course of action to management. Case files I have investigated are sexual harassment, discrimination, a hostile work environment, and personality conflicts.

Handles the leave administration process from the employee’s initial notice of the need for leave to return to work. This includes gathering and completing all required paperwork, determining to leave eligibility, designating leave as FMLA-qualifying, requesting medical certification as needed, and accounting for intermittent and reduced scheduled leave use.

Facilitates other leave requests, which may include accommodation requests under the ADA. Maintains reasonable communication with employees on leave to facilitate a smooth and timely return to work; relays communication between employees and their managers during leave within reason.

Collaborates with senior leadership to understand the organization's goals and strategy related to staffing, recruiting, and retention. Executes recruiting plans/programs that will provide adequate staffing for all professional job openings nationwide. Follows up with managers to determine the effectiveness of recruiting plans and implementation.

Oversee the accurate and timely processing of data for benefit enrollments, changes, and termination information in the HRIS and vendor systems; Ensure compliance with FMLA, PDL, CFRA, ADA, and any other applicable Federal and State mandated laws.

Demonstrate the ability to work well with team members and business colleagues in the delivery of benefit initiatives as assigned and the benefit plan(s) principles, COBRA, HIPAA, and FMLA regulations.

Crisis Management training for management to deal with hostile situations that may arise by being reactive on oriented partner issues under extreme time limitations while exercising excellent judgment; building constructive relationships with employees and leadership.

Network with all business units on projects to improve employees' experiences. Analyzing the data Adhoc surveys to develop narratives and recommendations; demonstrated the ability to define and measure the success of company-sponsored programs.

Conducts research and analysis of organizational trends including review of reports and metrics from the organization's human resource information system (HRIS) or talent management system.

Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.

Create a work environment which promotes teamwork, performance feedback, recognition, mutual respect and employee satisfaction; quality hiring, training and succession planning processes that encompass the company’s diversity commitment; compliance with company policies, legal requirements and collective bargaining agreements. Handle unemployment claims and work with the Third Party Administrator (TPA); post and file separation Requests in Manager Self-Service (MSS)

Education

2015 Cal State Long Beach University - SPHR Human Resources Management Certificate: Labor & Employee Relations, Recruitment & Selection, Training & Development, Total Compensation, Benefits, Coaching

2014 Long Beach City College – Coursework Completed: Business Administration

Medical Billing & Insurance Certificate = Cobra, HIPPA Medical Terminology, Insurance Claims, Work Comp Assessments

1996 San Leandro High School – High School Diploma

Contact this candidate