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Click here or scroll down to respond to this candidateCandidate's Name
PHONE NUMBER AVAILABLE/Candidate's Name @yahoo.comHuman Resources ProfileEducation and Professional DevelopmentEducationLoyola University, B.Sc. PsychologyLoyola University, Masters Program concentration, Organizational Development (in process) Value-added HR Leadership Highest Customer Service Standards Enhanced Profitability A hands-on professional with initiative, drive and the ability to identify problems, think through options and implement solutions. Tactical and strategic human resource professional and business partner, my duties and responsibilities have included the overall direction and governance of all people functions of the organization, the operation and success of the human resources department, company mission, vision and values. My strength in leadership has provided a strong customer and quality focus that sustains positive change. As a strong change agent, I have the ability to quickly learn and understand an organization, its strategy and needs, and align human capital.Trusted business partner with exceptional communication skills; demonstrated ability to effectively liaise with all levels of management and the employee base. Adept at effectively resolving labor disputes/grievances and maintaining union-free environments/campaigns. Demonstrated talent at reducing health and welfare benefit costs, improving organizational performance by re-configuring daily operations, developing attractive total compensation programs, and managing employee benefits plans. Dedicated to leveraging broad, in-depth HR expertise to achieve both short- and long-term organizational objectives.Areas of ExpertiseStrategic Planning / PartneringOrganizational DevelopmentEmployee RelationsBusiness Needs AssessmentTeam BuildingHRIS/Metrics/PayrollLeadership DevelopmentCommunications / NegotiationsTalent Management/SystemsPerformance ManagementM&A Consolidations / IntegrationsBenefits/Incentives/CompensationSafety/Training/OSHAExperienceConsulting Services-Chicago, IL 2018 currentPartner with executive leaders to provide professional Human Resource services including streamlining operational processes and procedures, implementations and integration of Human Resource Information Systems, Organizational Development, Strategic Planning, Benefits and Compensation, Talent Management, Training and Development, Payroll, and Employee Relations.HealthSouth Rehabilitation Hospital-Parkersburg, WV 2015-2018 50 bed Post-acute Hospital offering Rehabilitation Services Director, Human ResourcesResponsibilities include creating an environment and culture that enables the hospital to fulfill its mission by meeting and exceeding its metrics/goals. Ensuring delivery of quality, equitable and culturally competent patient-centered care.Responsible for the operation of the department, measurement, assessment and continuous improvement of the department's performance.Accountability to direct hospital Talent Management including recruitment, retention and onboarding. programs to ensure availability of appropriate staffing resources.Developed and implemented Employee Engagement initiatives which included establishing base line surveys, focus groups which lead to high employee satisfaction/engagement.Management of Workers' Compensation program and assistance with Benefits Administration.Perform as liaison between Corporate HR and the hospital managementResponsible for accurate and appropriate regulatory compliance, documentation and record-keeping.Compliance with all company policies and legal aspects of employee/employer relationship. Jackson Kelly 2011 2015Large law firm located in Charleston, WV.Director, Human ResourcesProviding the highest level of customer service and continuous improvement initiatives in the capacity of a generalist role. Areas include but not limited to:Strategic management of work force, including manpower planning (retention/reduction), overtime, succession planning and PTO.Developed infrastructure leading to consistency across footprint of organization.Skills development training leading to an efficient workforce providing quality work initiatives.Developed onboarding process allowing for staff to become efficient quickly.Streamlined the performance evaluation process bringing staff closer to the expectations of organization.Played a high level role assisting with the structure and function of the organizations benefits program.Developed a compensation structure and program allowing for consistency across the organization.Utilized technology and continuous improvement strategies allowing for efficiencies. Suzo-HappElk Grove Village, IL 2008-2010Multi-state Electro-Mechanical manufacturer and Distributor of Consumer products, sales of $220 million with 350employeesDirector of HRResponsible for developing the service delivery strategy and infrastructure for the HR organization, transactional processes, communication support, and the employee resource center.Closely worked with company leaders, business teams, and external partners to drive significant change and tangible service improvements.Responsible for the delivery of initiatives related to organizational effectiveness, performance management, training and associate development, and the delivery of enterprise wide HR projects and initiatives.Responsible for three Chicagoland locations, two LasVegas locations including two mergers and acquisitions.Some international work with Ex-patriots in UK, Netherlands and China.Negotiated benefits increase from 30% to 10% savings by means of analysis of benefits, utilization, claims experience, trends, discounts from providers, large claims analysis and benefits design.Implemented new HRIS/Payroll System streamlining payroll/HRIS process.Switched from database driven to web-based technology with annual savings over 40%.Implemented new time and attendance system utilizing web based interface streamlining the payroll process from four days to one.Execution and training of new Recruitment and Selection process leading to a unified, objective recruitment procedure with statistical analysis of all recruitment activities and savings. Heavy recruitment of electronic, mechanical, design and project Engineers.Trained and worked with Business Units of the organization for all Safety Programs and functions. Implemented safety program, Continuous Improvement throughout the organization and each of the business units. Attained lowest frequency and severity accidents/loss time through training. The Childrens Place AssociationChicago, IL 2004-2008$7Million corporate not-for-profit social service agency. Operations included an acute care facility with ten beds for children, Family and Community Care Service Program serving over 150 families, Early Childhood Development Program serving over 100 children and Foster Care Program serving children and families. Director of Human Resources and VolunteersMatrix driven organization with responsibilities including: governance of all the people functions of the organization, organizational planning & development for a team of 100+ employees; HR project design & implementation; policy development, monitoring, & advice; recruitment/staffing; performance management; HR training & development program design/delivery; compensation/benefits; cross-company communications; regulatory compliance; & executive leadership.In an organization without an HR practitioner, initiated an organizational analysis and submitted a three year plan that resulted in an HR infrastructure including recruiting, on boarding, performance management, training, climate review (new hires, annual & exit interviews) and termination processes that brought about consistency in the organization.Developed human resource workforce planning models that identified competency, knowledge and talent gaps. Areas of activity included talent management through succession planning programs for key contributor and management positions, training and development programs preparing employees for more significant responsibilities and general business development programs to enhance employee knowledge and understanding of the business of the organization bringing about cultural transformation.Strategize OD/leadership development plan to align managers with best employment practice including ROI, employee orientation, training and development that resulted in a 50% improvement in employee retention over a three-year period.Implemented several new training programs including sexual harassment, conflict resolution, disciplinary procedures, performance management, and customer service achieving increased cultural initiatives.Successfully mediated relational concerns, conducted investigations, coached executives and managers relative to appropriate employee relations. Resulted to 90% drop in sexual and racial allegations in three years and a significant drop in disputes, and EEOC, DHR and IDOL complaints.Managed and directed all Volunteer Services for the Agency including implementation of Recruitment, Training and Orientation strategies. Cultivated and coordinated community advocates of HIV/AIDS. Developed collaborative relationships with outside vendors, volunteers and organizations. CFM Harris Systems (Division of CFM, Inc)Chicago, Illinois 1997-2004 Divisional sales of $350 million manufacturer of Consumer products for Mass Merchant market. Director, Human Resources (plant closed)Directed and managed multi-state, multi facility plants in all areas of human resources, employee relations and organization development for 350 full-time employees and 800 seasonal employees with a budget of $9 million.Employed Lean manufacturing initiatives including 5 S, Kaizen events, Value stream mapping directly with Vice President.Re-engineered the Human Resources group to align with business strategy of the operational business units resulting in increased partnering and value-added support services.Successfully developed man-power planning with Senior Executive team weekly in achieving strategic plan results.Directed and implemented three acquisitions including due diligence to oboarding.Developed succession planning alternatives throughout the division which allowed for growth and identified changes to be made in the organization.Implemented a division human resources information system in alignment with operational initiatives and legal requirements.Developed an expansive safety strategy to continue achieving the lowest number of recordable, lost work time and workers compensation cases in the Companys history.Designed and effectively executed compensation programs for both hourly and salaried personnel with well defined measurements leading to reliable Human Resources practices.Developed and set into action new policies and procedures, employee handbooks, affirmative action and diversity programs which positively impacted employee morale and confidence.Implemented a new recruitment and selection process, training and development programs that improved internal and external customer service.Designed, implemented and managed new cost control benefits with savings of over $350,000 annually. Training SkillsHiring the Best: A Structured Interview ApproachTeam Based ManagementThe Supervisor WorkshopLegendary ServiceProject ManagementHow to Lead a TeamPerformance Appraisal SolutionsPractical Coaching SkillsHow to Discipline Employees & Correct Performance Problems Taking Control of your WorkdayInterpersonal Communication SkillsFocused Listening skillsService Leadership Strategies for high involvement Leadership in: Teams Coaching Partnerships Trust Leadership SoftwarePeopleSoft HRIS, ADP HRIS, Lawson HRIS, Ultipro, Kronos Timekeeping system, Paylocity, Microsoft Office: Word, Excel, PowerPointPhilanthropic ActivitiesParental Stress HotlinePresident, Soccer BoostersSoccer Team ManagerVolunteer at Adventist Hospital (ER)Loyola Alumni Association |
