Human Resources Resource

OBJECTIVE

To obtain a position as a Human Resources Department as a Business Partner utilizing my leadership development, management, and building relationship skills to understand the business operations and how Human Resources can contribute to achieving business goals.

EDUCATION

College of Business, Eastern Michigan University, Ypsilanti MI

Masters: Human Resources and Organizational Development April 2018

Bachelor of Arts and Sciences, Western Michigan University, Kalamazoo MI

Major: Criminal Justice and Sociology June 2012

Human Resource Management Experience

Performance Driven Workforce Dearborn, MI

Human Resources Manager December 2022-Present

Administer compensation and benefit programs; continually assess competitive position and affordability.

Ensure the performance management process aligns to business objectives to employees’ goals and reward system.

Administer safety programs and submit OSHA/MIOSHA reports as applicable.

Identify staff vacancies and recruit, interview and hire selected applicants.

Provide current and prospective employees with information about benefits, compensation structure, employee code of conduct, job duties, working conditions and opportunities for career growth.

Integrate customer compliance and training requirements into new hire on-boarding process.

Investigate potential performance issues and provide effective resolution up to and including termination.

Train and coach leaders on organizational policy to ensure consistency in application and equitable treatment.

Conduct annual review of Employee Handbook/Code of Conduct to ensure policies and procedures are current and identify required revisions.

Ensure company is in compliance with applicable federal and state regulation including but not limited to FLSA, ACA, EEOC, ADA, etc.

Plan and conduct new employee orientation to create a deeper understanding of the organization’s vision, structure, goals and culture.

Responsible for Workers’ compensation case management.

Responsible for applying employee relations practices to ensure a consistent approach to assessment and conflict resolution.

Keep UIA costs to a minimum by monitoring responses and ensuring review of claims.

Conduct annual skills assessment to identify gaps and develop a training plan to close the skill gaps.

Performance Driven Workforce Dearborn, MI

Sr. Human Resource June 2019-December 2022

Structured compensation and benefits according to market conditions and budget demands.

Implemented a process improvement to automate office operations, including record tracking and attendance.

Contribute to client success by developing performance appraisal program and conducting performance evaluations.

Maintain in-depth knowledge of legal requirements related to day-to-day employee management; reduced legal risks and ensured regulatory compliance with FMLA requirements.

Align health coverage with organizational strategies in compliance with the Affordable Care Act.

Develop and implement communication plan to help employees understand new healthcare/ benefits policies and plans.

Eliminate discrepancies in financial reporting and record-keeping through accurate preparation and management.

Planned, monitored and appraised employee work results by training managers to coach and discipline employees.

Maintains work structure by updating job requirements and job descriptions for all positions.

Audit workplace, employee and management policies and procedures.

Performance Driven Workforce Dearborn, MI

Human Resource Generalist April 2018-June 2019

Conducted confidential investigations of discrimination, harassment and workplace violence.

Educated and advised employees on group health plans, voluntary benefits and 401(k) retirement plans.

Implemented and supervised orientation procedures for all new hires

Processed unemployment claims and acted as company representative at unemployment hearings.

Managed employee rewards programs.

Coached managers through employee relations matters including employee engagement, documentation, discipline and performance improvement plans.

Helped change organizational culture to overcome resistance to change through open communication for addressing employee concerns, allowing for different opinions and publicizing new strategies.

Facilitated criminal background check process for new hires.

Acted as liaison between employees and insurance carriers to resolve problems and clarify benefits.

Updated key human resource metrics, including turnover and terminations, using reporting tools on HRIS database.

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