Human Resources Talent Acquisition

Angela Dziengel

W***** County Road FF

River Falls, WI 54022

Phone: 715-***-****

Email: ***********@*****.***

I am a seasoned human resource professional that strategically leads and oversees all aspects of the human resources functions, ensuring alignment with the company's goals by developing and implementing HR policies, managing talent acquisition, fostering employee development, maintaining compliance, and promoting a positive work culture; essentially acting as a key advisor to the executive team on all HR matters.

Career Growth Summary:

Nolato Contour, Baldwin WI

(Medical Plastics Manufacturing – ISO: 13485, 9001, 14001) Human Resources Director (Part Time) - (November 2021 to Current)

• Strategic planning - Work with other leadership partners to set and achieve business goals

• Talent management - Ensures the company has the right people to meet its goals, including identifying and implementing talent management goals

• HR operations - Oversees the daily workflow of the HR department, including recruitment, compliance, employee relations, performance, and benefits

• Policy and procedures – Plan, coordinate, set, enforces, and evaluates legally compliant policies, procedures, and best practices

• Conflict resolution - Mediates disputes between employees and the organization or between team members

• Leadership - Provides executive-level leadership and guidance to the HR team and other leaders

• Supervisory responsibilities - Recruits, interviews, hires, and trains HR staff, and provides performance evaluations

• Systems used include Paylocity and IQMS

FamilyMeans, Stillwater, MN

(Mental Health)

Human Resources Director Consultant (August 2020 to November 2021)

• Plan, organize and conduct New Employee Orientation.

• Manage and Maintain employee files and training in accordance with MN Statute 245G standards.

• Maintain Employee Handbook and all SOP’s, Policy, and Procedures.

• Develop, execute, and archive all employment contracts.

• Manage full-cycle benefit administration.

• Engage staff in a supportive way to address the implementation of the Affordable Health Care Act, Retirement Benefits, and Short- and Long-term disability procedures.

• Navigate and process all leaves of absence.

• Manage the workers’ compensation program as the main contact for all injured employees; oversee workers’ compensation cases from injury to resolution.

• Communicate employment status changes, including new hires, terminations, and contracted services.

• Coordinate the unemployment compensation program, including investigation, responding to unemployment claims, and maintaining records.

• Conducting audits of benefits, and other HR programs, and recommending corrective actions.

• Responsible for the full cycle recruitment process.

• Coordinating all employee incentive programs and post-retirement benefits (e.g., HSA, 403B)

• Systems used include Sage, Paylocity, EOS

The Emeralds at Saint Paul, Saint Paul MN

(Skilled Nursing Facility – Union & Non-Union)

Human Resources Director (February 2017 to August 2020)

• Develop organizational strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives.

• Collaborate with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention.

• Provides leadership and guides the work of and manages the staff of the Human Resources Department.

• Plan, lead, develop, coordinate, and implement policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs.

• Administers 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.

• Monitors and ensures the organizations compliance with federal, state, and local employment laws and regulations, and recommend best practices; reviews and modifies policies and practices to maintain compliance.

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

• Facilitates professional development, training, and certification activities for HR staff.

• Systems used include ADP, IQMS

JT Services, Hugo MN

(Industrial Engine Manufacturing – ISO: 13485, 9001, 14001) Human Resources Office Manager- (August 2004 to February 2017)

• Responsible for New Hire Recruiting and Onboarding for Exempt and Non-Exempt positions

• Safety training.

• Participate in group insurance policy renewal, report, and maintain all employee group insurance enrollments and review group insurance statements for accuracy.

• Administer performance evaluations, merit review programs.

• Maintain Compliance and Keep detailed documentation of employee records.

• Employee Relations

• Followed up with customers to collect past due accounts.

• Created, recommended, and implemented development of policies and procedures.

• Counsel employees, assist with problems, resolve grievances, and ensure work rules and personnel policies.

• Responsible for company events.

• Responsible for AP/AR and Payroll

• Systems used ADP, EASE, QuickBooks.

Professional Strengths:

• Strategy: Own and continually assess the strategic Human Resources vision, and work with the leadership team to execute that vision across the organization. With the executive team, owning and championing Portfolio’s culture, vision, and values, and proactively developing human resources strategies that will both reinforce them and enhance the company’s ability to meet its strategic objectives.

• Subject Matter Expert: Serve as subject matter expert on all aspects of Human Resources, including Talent Acquisition and Development, Benefits, Compensation, HR Systems and Analytics, Learning

& Development, Diversity, Equity, Inclusion, and Justice (DEIJ), and Employee Engagement.

• Executive Coach: Serve as a trusted advisor and business partner to the CEO and Executive Team on all aspects of human resources, organizational design, change management, personal performance, and interpersonal and communication issues.

• Talent Acquisition: Guide and lead the recruiting team and ensure processes are in place that proactively identifies and attract the highest quality candidates for each position. Ensure new hires are effectively on board, assimilated, and trained so every new employee feels valued and productive from day one and positioned for success.

• Training and Development: Guide and lead the leadership development and talent management function that ensures the organization is developing leaders required for today and the future. Oversee succession planning process across the organization to ensure employees’ capabilities, recent performance, and career aspirations are thoroughly evaluated and documented so that internal candidates can be quickly and efficiently assessed for new position opportunities as they arise. Academic Accomplishments:

University of Saint Thomas, Saint Paul MN

Master of Business Administration in Human Resources Management

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