Human Resource Generalist- 10 years

Experienced human resource professional with ** years of demonstrated success in managing employee relations, recruiting, training and development in a non-union facility, and continuous improvement.

QUALIFICATIONS

• High level of generalist functions including: safety, union avoidance, benefits, FMLA, AAP, compensation, performance management, retention, recognition, training, recruiting (exempt and non-exempt), talent management, and strategic planning.

• Built and developed team work through various employee recognition programs.

• Continuously improve employee relations, ethics, and communication skills.

• Facilitate and design training for technical processes, problem resolution, discipline, termination, sexual harassment, diversity, customer service techniques, leadership development and legal compliance in one on one and team environment sessions.

• Recruitment of management/ hourly positions using internet, military and college.

• Proficient with MS Office, HRIS (People Soft, Tesserect & Lawson), Workbrain, Kronos, Kenexa systems.

PROFESSIONAL EXPERIENCE

Current Employer (Do not Contact) NEA AR

Human Resource Generalist 6/07 to present

• Recruiting through use of behavioral interviewing of hourly, salary, maintenance positions for factory of 600 with a new line startup of 175 associates

• Updated hourly /salaried orientation program, EJF’s, and ETM’s

• Migration into TPM Management

• Development of succession plans for managerial positions

• Assess and develop yearly action plans for supervisory development, employee satisfaction survey and wage analysis survey

• Execute development plans for supervisory development

• Discuss recruiting needs with outside recruiters/ negotiate contracts

• Oversee AAP, FMLA, Service Awards, pay increases, development of yearly hourly COLA increase

J. B. Hunt Lowell, AR

Regional Assistant HR Manager 4/06 to 6/07

Training Manager 3/05 to 4/06

• Recruited, sourced, researched, all nationwide operations, management, and finance and administrative positions.

• Facilitated company wide training on Workbrain (payroll system), online training courses, Genesis, 7 Habits.

• Initiated military recruiting, branding, and promotion of the company and recognized as the 11th ranked company nationwide for hiring military veterans.

• Developed a mentoring program to support our succession plan and performance management for increased employee development.

• Database management of E-Recruit, People Soft, and compliance systems.

Office Depot Annapolis, MD and Fayetteville, AR

Product and Sales Associate 11/03 to 4/05

• Trained all new hires on sales and presentation techniques used by Office Depot.

• Monitored employee participation on the online training programs.

When I left Cargill, I moved because my husband accepted a better job offer. Once in Annapolis, MD HR positions were difficult to come by without having to travel 1 ½ hours or more to/from work. I started working for Office Depot with the option to enter the Management Trainee Program. My husband became very ill and became disabled, needing many surgeries over the next 5 years. His health insurance was very limited in cost and coverage. During this time, I continued to work for Office Depot and transferred with the company to Fayetteville, AR to be near his family for recovery, I remained with Office Depot and provided HR Consulting services to a Northwest Regional Medical Center Hospital until I successfully gained employment with JB Hunt Transport.

Cargill Turkey Products, (formerly Shady Brook Farms) Mt.Crawford, VA

HR Manager 12/02 to 10/03

Asst. HR Manager 4/00 to 12/02 Human Resource Sr.Supv. 4/98 to 4/00

• HR Manager for 225 sales, fleet, and hourly distribution employees; Asst. HR Manager for 1300 2nd shift plant process employees.

• Managed complete strategic planning, leadership development, succession planning, and operating management responsibility for all HR and OD affairs including employment/recruitment, compensation, benefits, employee relations, training & development, quality, safety, organization effectiveness, and HRIS.

• Decreased hourly turnover by 30% and increased hourly promotion by 70%.

• Introduced and drove a series of innovative HR programs, services, and leadership initiatives (e.g. TQM, train the trainer, performance based incentive compensation program, succession planning, Performance Management Process, and 360 feedback).

• Increased public service participation by 25% and increased United Way contributions by $13,000.

Heinz U.S.A. Pittsburgh, PA

Training and Development Consultant 7-97 to 4-98

• Re-designed the salary orientation program, co-created the diversity program.

Developed the management training catalog for 1,000 employees along with participant and instructor materials.

• Audited, negotiated, and budgeted training program vendors for quality and cost effectiveness.

Giant Eagle, Inc. Pittsburgh, PA

Human Resource Associate 9-96 to 5-97

• Revised policy and procedure manuals to comply with federal and state regulations, standardized procedures for employee record maintenance, networked with educational agencies for recruitment.

EDUCATION

LaRoche College, Pittsburgh, PA 1997 M.S. HRM/ T & D

University of Pittsburgh, Pittsburgh, PA 1992 B.S. Psychology

SHRM- Society for Human Resource Managers

Preparing for the HRCI exam

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