Human Resources Resource
Resume:
Lisa A. Medland
**** ** **** ***** • Parkland, FL 33067
954-***-****(C) • znu25s@r.postjobfree.com
SENIOR HUMAN RESOURCES DIRECTOR
MANAGEMENT PROFILE
Senior Human Resources Director experienced in leading all Human Resources functions to optimally operate multi-site, multiple-State operations. Strong business acumen with an ability to understand how to quickly and effectively integrate new acquisitions and mergers into a cohesive unit. Successful in building a strong corporate culture to ensure workforce focus on the business direction and goals.
Core Professional Strengths:
● Strategic Planning & Budgeting ● Employee Relations ● Benefits Administration
● EEO / Affirmative Action ● Worker’s Compensation ● Retention Programs
● Recruitment / Staffing ● Payroll Administration ● HIPPA Compliance
● Performance Management ● Compensation & Benefits Management ● Training & Development
● Cost / Benefit Analysis ● Strong Presentation/Public Speaking ● Strong Communication Skills
PROFESSIONAL EXPERIENCE
New Management Solutions, Inc. 2004 to December 2011
HR Business Partner
Responsible for performing a full range of Human Resources consulting services for small to medium sized businesses.
• Founded Human Resource Consultancy providing solutions and expert insight that grew to a 10 strong team.
• Developed best practice Human Resource frameworks for business startups including complete policies and procedures and Employee Handbooks.
• Performed SWOT analysis of existing companies developing detailed strategic and operational recommendations for salary/compensation administration, succession planning, recruitment, development, performance management, employee relations, on-boarding strategies and benefit administration.
• Led business workshops with executives brainstorming and developing innovative business solutions.
• Developed extensive business operational curriculum to facilitate entrepreneurial growth and development.
• Performed professional executive level recruitment services for business clients, identifying and successfully providing to diverse client base from law firms to technology companies.
• Responsible for all company business functions leading sales, marketing, accounting and payroll activities.
• Performed outsourcing of Human Resources and payroll functions for a portfolio of clients.
• Responsible for the design, implementation, and evaluation of new business initiatives.
• Accountable for the administration of benefit and COBRA programs providing benefits support through notification of eligibility, processing all enrollment/change documents, conducting benefits orientation and overseeing open enrollment.
• Maintained productive partnerships with clients and vendors, monitoring and ensuring cost control.
• Responsible for business on-boarding following a successful RFP process, defining HR strategy, timelines, and budget for each project.
• Partner with clients to understand their company cultures assisting them in understanding the commonalities in our company cultures, how we can maximize utilization of resources and identify value added services.
• Comply with legal requirements and regulations affecting Human Resource functions ensuring policies, procedures, and reporting were in compliance.
• Provide Employee Relations assistance coaching, mentoring, training/development by creating seminars and workshops addressing organizational issues and conflict resolution.
• Provide job search assistance, coaching and strategies for executive candidates seeking employment.
Intercept Incorporated July 2000 to October 2004
Norcross, Georgia and Deerfield Beach, Florida
Director of Human Resources (Intercept Payment Solutions)
• Directed all strategic and operational HR functions for manufacturing company of 1,300 employees across 7 states including the administration of all human resources policies, employee relations, benefits and compensation, and employment.
• Provided guidance to Senior Management regarding leadership development and organizational design.
• Directed all Human Resources functions, playing a key role in company’s overall goals, strategic planning, risk management and operational effectiveness.
• Responsible for all change management and reduction in force for entire company followed the guidelines of the WARN Act.
• Led, developed, trained and mentored the team of 3 Human Resource professionals.
• Responsible for the recruitment functions for the Intercept Payment Solutions division.
• Analyzed, designed and administered employee benefit programs partnering with CEO to decide on benefit selection and plan design.
• Collaborated with senior management for 2 merger and acquisitions handling due diligence, compliance requirements, legal landmines, training, recruitment, and integration of company policies and culture.
• Facilitated reduction if force following acquisitions, partnering closely with CEO and department managers.
• Worked with employees to portray culture and provide new training during transition phase.
• Created and implemented an automated HR system company-wide and participated in labor planning increasing plant efficiency in generating reports.
• Created and implemented consistent and standardized policies and procedures for all locations addressing performance management, recruitment processes and mandatory requirements for managers.
• Responsible for regulatory compliance, regulatory inquires, training and legal actions including investigations.
Director of Human Resource Operations
• Responsible for regulatory compliance, regulatory inquires, training and legal actions including investigations.
• Managed the compensation development for 2,500 employees in 4 unique business units.
• Created new performance based incentive program for all employees of InterCept Incorporated.
• Managed the day to day aspects of the payroll department to ensure accuracy and minimize exposure.
• Managed all aspects of Human Resource compliances, such as FMLA, Worker’s Compensation, EEOC and Multi-state Unemployment.
• Created “Manager’s Guide to Human Resources” a tool for the 42 location managers to develop Human Resources competencies.
• Developed and managed Human Resources Information System (HRIS) system for 1500 employees.
• Led the definition of the functional specifications, and managed the development of new Performance Management software.
Human Resources Manager
• Managed the day to day aspects of the payroll department, this encompassed the payroll reconciliation process and the creation of payroll policies and procedures.
• Assisted the Director of Human Resources when counseling employees, helping managers determine probationary actions assisting with terminations when needed.
• Responsible for the recruiting function for 43 separate geographic locations nationwide.
• Developed departmental and company-wide human resources budgets for review and approval.
Long Aldridge & Norman LLP November 1998 to July 2000
Manager, Benefits and Compensation
• Implemented new healthcare carrier for company 400 person staff.
• Responsible for administration of all healthcare benefits, payroll processing and administration.
• Created payment analysis for monthly minimum premium arrangement.
• Responsible for all 401(k) and profit sharing administration.
EDUCATION
Bachelor’s Degree, Mass Communications. St. Bonaventure, New York
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