Human Resources Manager
Resume:
BRIDGETT FRANCE
Kernersville, NC 27284
********.******@*****.***
PROFESSIONAL OBJECTIVE:
Capable and confident Human Resources Professional skilled in leading and motivating groups of people, communicating with all levels of Management, and resolving multiple personnel issues. Seeking a challenging position, using competencies in HR Administration, Compensation, Recruitment, Employee Relations, Training/ Development and Safety. A proven professional candidate that can assist a progressive organization in exceeding their goals.
PROFILE:
Ability to translate strategy into HR Practices through organization and leadership.
Ability to prioritize and manage conflicting demands.
Ability to partner and build rapport with all levels of management and staff.
Proven experience in HRIS and Employee On-Line Benefit systems implementations.
Proven ability to positively impact retention and Company culture.
Solid Strategic Planning experience
Flexibility to deal with ambiguity and change.
Collaborative approach with HR and business partners.
Exceptionally strong influence management, analytical and communication skills
Evidence of being proactive, anticipating needs, initiating solutions.
Proven ability of motivating and retaining employees.
Exceptional recruiting, interviewing, staffing, and training skills.
Proven ability to handle adverse actions, grievances and unemployment appeals successfuly
Expert capabilities in recruitment strategies and labor market data.
Supportive of Safety and Environmental initiatives.
EXPERIENCE:
Winston Salem Industries for the Blind-Manufacturing Plant
Human Resources Manager September 2005– Present
Responsible for the direction and monitoring of the Human Resources staff.
Assist Department Managers and Plant Manager with developing and implementing alternative recruiting strategies for all positions with strong focus dedicated to “hard to fill” positions.
Responsible for Employee Relations for three manufacturing plants.
Identify and comply with legal requirements and government reporting regulations affecting Human Resources.
Responsible for evaluating the company’s policies and programs while maintaining consistency and competitiveness and continually retaining key talent.
Developed a formal Management Training and Development program to educate current and future leaders.
Provide consultation to Management for the purpose of ensuring compliance with legal and administrative requirements.
Planned and coordinated all corporate events.
Implement and interpret Management policies and operating practices to achieving department objectives.
Collaborated with internal and external stakeholders to ensure compliance with mandated legal requirements
Responsible for monthly Lunch and Learns, Assimilations and Skip level assessments with middle management team.
Analyze exit interview data and developed exit interview feedback tool for management review.
Developed Employee Wellness Program
Ensure the company is consistent with administration and application of pay policies while identifying, controlling and reducing payroll and administration costs.
Create salary ranges with minimum and maximums for each grade and the frequency for which the ranges will be reviewed for competitiveness.
Enhance the formal Performance Review process to ensure achievement of company and employee goals.
Work closely with Plant Manager on conflict resolution, progressive disciplinary issues and coaching.
Determine and enforce legal and regulatory requirements for a multi-site facility
Developed and assisted in the design of efficient workflow processes such as the automation of HR procedures to eliminate the manual paperwork process.
Evaluate the company’s programs and policies to maintain competitiveness in the market.
Developed job descriptions for each position within the company. Compared Exempt and Non-Exempt positions with customized market data or published surveys data to verify competitiveness
Enforce regulatory and safety requirements as required by OSHA.
Responsible for developing daily departmental safety audits and enforcing accountability on corrective actions.
Campus Partners, Call Center
Human Resources Manager September 2000 – 2005
Responsible for staff of 6 which included Human Resources and Training and Development.
Responsible for adverse actions, grievances and other employee relations matters.
Responsible for interpreting trends in U.S. private industry wages, as well as to provide timely
Information to plan for year to year changes in compensation costs.
Functioned as primary liaison for company with outside counsel on any employment related legal matters.
Responsible for the development and implementation of orientation programs for staff employees and new supervisors.
Directed the recruitment, retention and recognition of 250+ employees.
Served as liaison with external entities including committees and task forces while maintaining representation on the Executive Management and Strategic Planning Council.
Developed and managed annual budgets for the organization and performed periodic cost and productivity analyses.
Directed the administration of insurance, retirement, and other benefits programs; evaluated and implemented improvements on an annual basis.
Recommended in the development of organizational policies and procedures.
Administered training for Management and staff on company policies and procedures.
North West Child Development Council, Inc.
Human Resource Director March 1992-September 2000
Administered various human resources plans and procedures for all company personnel; assisted in development and implementation of personnel policies and procedures; prepared, maintained and updated employee handbook and policies and procedures manual.
Participated in developing department goals, objectives, and systems
Administered compensation and performance appraisal programs
Performed benefits administration to include claims resolution, change reporting, approving invoices for payment, and communication of benefit information to employees.
Developed and maintained affirmative action program; filed EEO-1 report annually or other required compliance reports; maintained other records, reports, and logs to conform to EEO regulations.
Supported recruitment efforts for assigned personnel, students, and temporary employees.
Handled employee relations counseling and exit interviewing.
Maintained company organization charts and employee directories.
Assisted in evaluation reports, decisions, and results of department in relation to established goals.
Recommended new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.
Worked closely with the Board of Directors with the Executive Compensation Structure based on
the success of the company - in terms of, revenue, assets, profits and new services.
Maintained Human Resource Information System records and compiled reports from database.
Ensured compliance with federal and state regulations concerning employment.
Performed accident reviews on all workplace injuries and completed investigations with root cause analysis.
EDUCATION: High Point University
Industrial and Organizational Psychology -1992
ADDITIONAL SEMINAR/TRAINING:
• Diversity Training Lean Six Sigma Certification
• Dale Carnegie Training HRVantage Training
• Human Resources Training Annual Recruiters’ Symposium
• Annual AMA Training Seminar Annual Linkeage Workforce Training
• Developing and Writing Affirmative Action Plans Recordkeeping for Affirmative Action
PROFESSIONAL AFFILIATIONS:
Society for Human Resource Management
HR Management Consultant
COMPUTER KNOWLEDGE:
Windows, Microsoft Word, Excel, and Access, AS400, HRIS, PowerPoint, MS Outlook, People Trak, ADP Payroll, Millennium Payroll, Kronos
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