Human Resources Manager

RANDALL WORMLEY

**** ******* ****** *******, ** *5111 205-***-**** *******.*******@*****.***

HUMAN RESOURCES PROFESSIONAL

• Human Resource Professional offering a +19-year HR career distinguished by commended performance and proven results.

• Extensive background in HR generalist affairs, including experience in employee recruitment and retention, staff development, mediation, conflict resolution, benefits and compensation, HR records management, HR policies development and legal compliance.

• Demonstrated success in negotiating win-win compromises, developing teambuilding programs, and writing personnel manuals, corporate policies, job descriptions and management reports.

HR SKILLS

HR Department Startup

Employment Law

FMLA/ADA/EEO/WC/HIPPA

Mediation & Advocacy

HRIS Technologies Staff Recruitment & Retention

Employee Relations

Alternative Dispute Resolution (ADR)

Benefits Administration

HR Program/Project Management Orientation & On-Boarding

Training & Development

Performance Management

Organizational Development

HR Policies & Procedures

PROFESSIONAL EXPERIENCE

WASTE MANAGEMNT, INC (GULF COAST) Madison, MS

North America's leading provider of integrated environmental solutions.

Area Human Resources Manager – 2011- 2012 (Market Consolidation – Reduction in Force)

Mississippi, Louisiana, Florida Panhandle, South Alabama

Direct all of the people functions (2000 employees) for four state area (MS, LA, FL Panhandle & South Alabama) of the Sales, Marketing and Employee and Customer Engagement departments in accordance with the policies and practices of the corporation, and conducts strategic human resource planning to provide the departments with the best people talent available.

Key Responsibilities:

• Plans, develops, implements, and directs the department’s human resource function and performance.

• Participates in the development of the corporation's plans and programs as a strategic partner but particularly from the perspective of the impact on people. Translates the strategic and tactical business plans into HR strategic and operational plans.

• Evaluates and advises on the impact of long range planning of new programs/strategies and regulatory action as those items impact the attraction, motivation, development and retention of the people resources of the corporation.

• Develops staffing strategies and implementation plans and programs to identify talent within and outside the corporation for positions of responsibility. Identifies appropriate and effective external sources for candidates for all levels within the company. Implements human resource planning models to identify competency, knowledge and talent gaps and develops specific programs for the filling of the gaps.

• Areas of activity include talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities and general business development programs to enhance employee knowledge and understanding of the business of the company and the waste industry.

• Implements policies and programs for effective management of the people resources of the departments. Included in this area areprograms for employee relations, affirmative action, sexual harassment, employee complaints, external education and career development.

LOWE’S TUSCALOOSA, AL

National Home Improvement Fortune 500 Company

Human Resources Manager, 2010 to 2011 (Career Advancement)

Responsible for the implementation of policies and procedures, recruitment; group benefits; orientation, training and incentive programs. Manage Affirmative Action Plan; Good Faith Efforts; leave-of-absence programs, return-to-work programs, and personnel records; administer benefits enrollment and programs; administer HR budget; and handle HR workplace issues.

Key Results:

• Maintained a daily Employee Relation (Open Door) Program that fostered communication and goal setting.

• First time achievement in receiving quarterly employee focus bonus.

• Interviewed, hired and assigned applicants to various roles and responsibilities.

• Conducted internal investigations.

• Maintained employee files for 180+ employees.

• Personal efforts were cited in the successful maintenance and reduction of employee grievances during 4th quarter.

MOUNTAIN LAKES BEHAVIORAL HEALTHCARE Guntersville, AL

Multi site Behavioral Healthcare Organization

Human Resource Director, 2009 to 2010 (Reduction in Federal Funding – Benefits)

Work with Directors and management in the creation of HR policies and procedures; recruitment (Psychiatrists, nurses, drug and alcohol counselors, therapists, clinical social workers and support staff); establish electronic personnel database; and develop orientation, training and incentive programs. Manage leave-of-absence programs, return-to-work programs, and personnel records; administer benefits enrollment and programs; administer HR budget; and handle HR workplace issues. Maintain preparedness for regulatory compliance (DMHMR, DHR, and Joint Commission)

Key Results:

• Extensive working knowledge of state/federal employment labor laws.

• Collaborate with management to achieve organizational outcomes.

• Multi-site HR guidance and compliance.

• Investigation of worker’s compensation issues, safety, employee grievances and work place appropriateness issues.

• Establish ongoing training and incentive initiatives.

• Established structured employee orientation program, which included HIPPA, harassment, safety, Abuse & Neglect, CPI, blood borne precautions, etc.)

• Mediated employee grievances and recommended obtainable solutions.

• EEOC, FMLA, HIPPA compliance officer.

CAPSTONE BUILDING CORP. Birmingham, AL

Nationwide General Contractor of multifamily housing (student housing, apartments, condominiums, hotels.)

Director of Human Resources, 2004 to 2009 (Reduction in Force)

Worked with senior management (multiple locations/states) to create HR policies and procedures; recruit employees; create group benefits databases; and develop orientation, training and incentive programs. Manage leave-of-absence programs, return-to-work programs, and personnel records; administer benefits enrollment and programs; administer HR budget; and handle HR workplace issues.

Key Results:

• Structured and implemented programs and policies in the areas of training, compensation structures, benefits packages, incentives and new-employee orientation.

• Fostered a teamwork/open-door environment conducive to positive dialogue across the organization.

• Negotiated salary offers and sign-on bonuses/relocation packages annually at the exempt level.

• Brought workers’ compensation program into full compliance. Instituted preferred providers list and trained managers and associates on procedures to follow in case of injury.

• Assisted President and CFO in budget reconciliation and other forecasting/planning activities.

• Developed employee manual covering issues including disciplinary procedures, code of conduct, FMLA policy and benefits information.

• Introduced company’s formal performance review program, creating a flexible and well-received tool that was later adopted company-wide.

• Revised job descriptions across all levels and 50+ categories.

• Incorporated anonymous employee grievance program.

• Personal efforts were cited in the successful maintenance and reduction of employee grievances.

• Served as Substance Abuse Professional (SAP)

• Saved company thousands of dollars by reducing reliance on employment agencies and outside recruitment services. Brought the majority of formerly outsourced recruiting functions in-house to reduce expenses.

IMDC, INC. Birmingham, AL

Leading minority-engineering company.

Director of Human Resources, 2000 to 2004

Complete responsibility for all HR functions (multiple locations/states), including recruiting and training employees, administering benefits, overseeing disciplinary action and managing HR records. Resolved conflicts between employees and insurance carriers.

Key Results:

• Successfully handled EEOC and harassment claims.

• Created employee handbook/guide.

• Developed policy & procedure manual.

• Established Employee Assistance Program (EAP)

• Served as Substance Abuse Professional (SAP)

• Trained team on interviewing techniques and best practices, conducting workshops and one-on-one coaching sessions.

• Developed company’s standardized disciplinary procedures and tracking system that insulated company from legal risk and ensured consistent and fair discipline processes.

• Devised creative and cost-effective incentive and morale-boosting programs (including special events and a tiered awards structure) that increased employee satisfaction and productivity.

• Worked with managers to develop new, in-house computer software training courses.

R & S SERVICES Birmingham, AL

Human Resource Consulting.

Consultant – Human Resources, 1999 to 2000

Consulted small business on all aspects of human resources.

Key Results:

• Assisted small business in developing employee handbooks.

• Created employee handbook/guide.

• Developed policy & procedure manual.

• Trained team on interviewing techniques and best practices, conducting workshops and one-on-one coaching sessions.

• Developed disciplinary procedures.

• Consulted with business owners and managers concerning personnel issues, training, and evaluations.

CVS PHARMACY (DISTRIBUTION CENTER) Bessemer, AL

Leading retail Pharmacy Company.

Human Resource Manager, 1997 to 1999

Complete responsibility for all HR functions for 300 employees, including recruiting and training employees, administering benefits, overseeing disciplinary action and managing HR records.

Key Results:

• Successfully handled EEOC and harassment claims.

• Trained team on interviewing techniques.

• Trained managers and front line supervisors on coaching and counseling employees.

• Responsible for creating, implementing and communicating policies and procedures to management and hourly personnel.

• Track and monitor compliance with all Federal, State, and local employment laws.

• Responsible for compensation and benefits administration including medical, dental, and 401k.

• Served as HR Manager at union distribution center during 3 month leave of absence of center Hr Manager.

EDUCATION & CERTIFICATIONS

FAULKNER UNIVERSITY Montgomery, AL

Bachelor of Arts (BA) in Human Resources (with honors), 1994

OF NOTE

Professional Development:

• Complete ongoing training in the areas of compensation and benefits, employee and labor relations, leaves of absence, workers’ compensation and workplace safety/security.

Affiliations:

• Society for Human Resource Management (SHRM)

• Birmingham Society of Human Resource Management (BSHRM)

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