Human Resources Generalist

DANA L. MOSS

***** ******** ****** • San Diego, CA 92131

858-***-**** (H) or 937-***-**** (C) • *********@***.***

HUMAN RESOURCE GENERALIST

Offering wealth of experience in the HR field.

Personable, energetic, and results-driven Human Resource professional with 8+ years of multiple contributions within the field. Exceptional people skills and effective liaison between employees and management. Impressive knowledge and understanding of benefits administration, staff recruitment, selection, training and development, classification and compensation, retirement, and all facets of employee relations. Well-versed in Human Resource practices, programs, and philosophies, applicable laws and regulatory requirements in states of Ohio and California, including FMLA, COBRA, ADA, FLSA, ERISA, and OSHA. Additional keys to success include:

• Respected and valued by management at all levels to provide guidance, information, support, and contribute to successful resolution of problems working with a culturally diverse staff.

• Analytical, detail-oriented, and highly adept in problem solving and conflict resolution.

• Computer proficiency in MS Office Suite, and HR specific software of PeopleSoft and ABRA.

PROFESSIONAL EXPERIENCE

PRO UNLIMITED, Burlingame, CA (9/2006 – 11/2008)

SENIOR CLIENT SERVICE COORDINATOR/HR

Working under the general direction of the client HR group as the vendor-neutral management service, facilitated staffing services for contract workers for client base to meet business needs and demands. Worked onsite at both Symantec in Cupertino, CA and Invitrogen in Carlsbad, CA. Worked closely with staffing agencies and secured qualified candidates and administered payroll services for placed workers. Supported client services implementation team and contributed to introduction of company’s new PRO Program that serviced 3 major clients. Trained new client managers and contract workers on proprietary system.

• Managed daily needs of the "payrolled" workers on client site regarding employee relations, disciplinary actions, pay rate changes, benefit inquiries and HRIS data input.

• Planned, coordinated, and conducted “Cafeteria Days” and ensured management and contract workers fully understood program and addressed any system issues/concerns.

• Reviewed, revised, and maintained 2 client-specific Standard Operating Procedure (SOP) manuals and ensured appropriate processes and procedures were documented and edited as required to meet demands of business.

METOKOTE CORPORATION, Huber Heights, OH (10/2003 – 7/2006)

HUMAN RESOURCE MANAGER

Managed and directed all Human Resource plans, policies, and procedures as the solely designated HR management personnel onsite for this automotive manufacturing plant with 100 employees. Administered all benefits, compensation, employee relations, safety, training, employee development, and performance management programs with a yearly budget of $1.2M.

• Created and applied a metrics-based management system for temporary labor staffing supplier to measure turnover and absenteeism that resulted in enhanced worker performance and retention.

• Generated a Request for Information (RFI) to multiple suppliers and selected/implemented a new supplier with minimal disruption to business and reduced turnover by 10% in first 6 months alone.

• Substantially reduced OSHA recordable accidents by 60% in the first year alone and consistently maintained reduction through ongoing safety training sessions that encouraged employee participation at all levels.

• Facilitated HR related and technical training sessions and ensured plant compliance with ISO 9001 specifications.

• Instituted a new performance management process at plant level that provided for optimum communications and encouraged staff development.

O-CEDAR BRANDS, INC., Springfield, OH (10/1997 – 10/2003)

SUPPLY CHAIN MANAGER (6/2001 – 10/2003)

Managed and supported all product ordering requirements for raw materials as per specified quantities and Production demands. Ensured product receipt by Production for conversion of materials to meet customer orders.

• Key contributor to implementation team assigned to convert Material Requirements Planning (MRP) system to PeopleSoft for vastly improved ordering process and work efficiency.

BENEFITS AND COMPENSATION MANAGER (5/1999 – 6/2001)

Managed hourly and salaried benefits and compensation programs for the organization. Administered, planned, and coordinated all medical, dental, 401K, short-term disability, and long-term disability benefits. Responded to any employee inquiries on applicable benefits programs.

• Conducted research and made recommendations for a new hourly employee wage plan that was approved by senior management and resulted in reduction of turnover by 15% in first year alone.

• Supported VP of HR in the creation and implementation of a peer review panel process that enhanced employee morale and provided workers with a more effective means of dispute resolution.

• Introduced streamlined ADP HRIS system for enhanced informational input between HR and Payroll divisions and reduced manual data entry requirements.

• Devised and instituted a process that reconciled monthly billing statements and ensured no overpayments were made to suppliers and provided for effective cost-sharing among employees.

HUMAN RESOURCES ASSISTANT (10/1997 - 5/1999)

Assisted the Vice President and Director of Human Resources with all administrative needs at corporate level.

• Conducted new-hire orientations for all workers at corporate office.

• Maintained calendar for VP and Director.

• Updated and maintained all paperwork in employee files.

EDUCATION & CREDENTIALS

Human Resource Certificate

Cornell University, Ithaca, NY (2009)

Coursework:

Selection & Staffing: The Selection Process; Assessing, Designing, & Implementing Performance Management Systems; Selection & Staffing: The Staffing Process; Achieving Year-Round Performance Management & Appraisal; Issues & Concepts in Equal Employment Opportunities Law; Fundamentals of Retirement Benefits; Employment Laws for the HR Professional; Fundamentals of Welfare and Flexible Benefits; Organizational Culture and Work/Life Balance; Applying a Compensation Model: Internal and Legal Considerations; Communicating, Coaching and Counseling for Improved Performance; and Expanding the Compensation Model: External and Structural Considerations

Bachelor of Science, Business Administration/Accounting Major

Hawaii Pacific University, Honolulu, HI (1995)

Contact this candidate