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Click here or scroll down to respond to this candidate B ETSY D UNN
Street Address PHONE NUMBER AVAILABLE EMAIL AVAILABLE
H U M A N R E S O U R CE S C O N S U LT A NT
Certified Professional in Human Resources (PHR, SHRM-CP) offering an expansive and evolving
HR career distinguished by commended performance and proven results in all aspects of Human
Resources for up to 1200 employees.
Extensive background in HR Generalist affairs, including experience in employee recruitment and
retention, staff development and training, salary analysis, job classification, employee relations,
benefits and compensation, HR records management, HR policies development, and legal
compliance.
Work Experience with Public and Private Sectors, from Sales to Higher Education in Union
and Non-Union Environments.
Demonstrated ability to maintain confidentiality and build positive and effective partnerships at
all levels of an organization. Appreciation for diversity and cooperative decision-making in the
workplace.
HR SKILLS
Union Compliance Full Cycle Recruitment & Retention Orientation & On-Boarding
Employment Law Employee Relations Offboarding
HRIS Technologies Benefits Administration Training & Development
(PPMS, Munis Tyler HR Program/Project Management Organizational Development
Technologies, ADP) Layoffs & Transitional Consultation HR Policies & Procedures
Applicant Tracking Systems Classification and Compensation Analysis development
(NEOGOV, ApplicantPro) Unemployment Claims
Proficient in MS Office 2021 Process Mapping
Microsoft Teams, Slack and
Zoom
PROFESSIONAL EXPERIENCE
CITY OF DES MOINES DES MOINES, WA SEPT 2019 FEB 2024
HR Analyst Part-Time Extra-Hire
Accomplishments:
Recruitment Centralization: Worked with hiring managers from all departments to ensure
consistency within the recruitment process.
o Identified areas that could be more efficient by implementing an online background and
onboarding process.
o Managed full cycle recruitments from Maintenance staff to complex Executive
Recruitments for the Chief of Police, incorporating community members and advisory
boards.
COVID-19 Safe Start Liaison Transitioned over one hundred staff to remote work while
ensuring we met all safety protocols for our essential workers who had to remain on-site.
o Developed mask and temperature check procedures.
o Collaborated with the Director and Executive Team to determine a temporary layoff list and
stand-by employee process for those positions that were not able to work remotely and
were identified as non-essential.
o Chair of Safe Start Committee working with Department Directors, Police Department, and
Safety Director to ensure all local, state, and federal COVID guidelines were being
appropriately executed and communicated to staff in a timely manner.
Candidate's Name Phone: PHONE NUMBER AVAILABLE Page 2
Launched an Enterprise System. Participated as part of an Enterprise Implementation
Process team to launch Munis as our Finance, Payroll, HRMS, and timekeeping (Executime)
program.
o Collaborated with Finance, HR Team, and Implementation Consultant to gather and
organize data and identify business processes that needed to be changed to optimize the
use of the Enterprise System.
o The two-year project included training to be a subject matter expert who could input data
for payroll preparation and train staff on different modules.
o Input data for payroll preparation to include new hire information, salary increases, and
position changes.
Led a formal Classification and Compensation Study from beginning to end to include an
updated salary schedule and appropriate classifications for all non-represented staff, as well as
edited a final report with recommendations on revised job descriptions, compensation plans, and
future benchmarking recommendations.
o Created an initial education and training slideshow and position analysis questionnaires
for staff to complete.
o Identified comparable cities for a market sample and appropriate median with a third-party
consultant, reviewed consultant s total compensation analysis results for accuracy, and
recommended when to review outside our comp cities to get an accurate market sample.
o Created a formal appeal process and form. Advised with the consultant and communicated
appeal results and recommendations.
Facilitated multiple open enrollments and led team-building activities for Staff Retreat.
Crafted various formal memos, policies, and procedures regarding WA State Sick Leave, Paid
Family Medical Leave, Long Term Care Act, and ever-changing COVID policies on vaccines, masks,
and other safety protocols.
CLOVER PARK TECHNICAL COLLEGE LAKEWOOD, WA JAN 2018 SEPT 2019
HR Consultant (Part-Time)
Accomplishments:
RECRUITMENT:
o Lead on recruitments while assisting the office in hiring for full-time Talent Acquisition
Specialist.
o Managed recruitment cycle from job postings to job offers for various administrative,
faculty, and staff positions, along with four different union types.
o Streamlined recruitment process, monitored and managed the NEOGOV Applicant
Tracking System.
o Point person for NEOGOV troubleshooting and training of new product releases and
procedures.
o Developed Performance Based Job postings to attract a wider pool of candidates.
o Collaborated with the HR Team to plan Open Houses for high-priority positions.
PROCESS IMPROVEMENT:
o Examined time to hire and prepared a training outline on how utilizing data analysis could
influence recruitment process and decrease time to hire.
o Updated College Hiring policy and procedures along with all appropriate WAC and RCWs.
o Created training outline for Equal Pay Opportunity Act and House Bill 1696 for college
staff and faculty along with FAQ sheet and possible scenarios.
o Currently assisting Director of HR in developing a training plan and presentation for the
Executive Team on the outcomes of onboarding and training for our College.
Candidate's Name Phone: PHONE NUMBER AVAILABLE Page 3
CAREGIVER OCT 2015 DEC 2017
Managed household and cared for a family member during recovery.
GREEN RIVER COMMUNITY COLLEGE AUBURN, WA FEB 2012- OCT 2015
HR Consultant III (Part Time)
Accomplishments:
Spearheaded launch of NEOGOV, prepared all back-end setup and data implementation. Created
training for Deans and Division Managers on the applicant tracking system and recruitment
process.
Worked with the Recruitment Team and managed full-cycle recruitments from job posting to job
offer.
Performed salary analysis, completed salary surveys, and conducted reclassification requests.
HIGHLINE COMMUNITY COLLEGE DES MOINES, WA May 2007-JAN 2012
HR Consultant II, 2008-2012 HR Consultant I, 2007-2008
Managed all steps of the recruitment process including salary analysis, development of job description,
advertising, and consultation on interview questions and screening of applicants, reference checks and
job offer. Continually develop and implement recruitment strategies. Provide Consultation with all levels
of staff and faculty including senior management at the College on policy, employee relations, employee
development and supervisor coaching. Assist with investigations and research on FMLA, Unemployment
and assist with general payroll, HR and benefit questions on email and at front desk. Input and update
Human Resources website as necessary.
Accomplishments:
Played a key role in developing and facilitating workshops for Highline Community College s laid-off
employees and unemployed members of the community. Workshops included resume building,
interviewing tips, and how to look for work in a down economy. The feedback was so positive that
we were requested to run the series multiple times and many participants were successful in finding
new employment.
Co-Lead new product implementation of NeoGov online application system transitioning from paper
application to online application process. This project is on time and meeting all deadlines.
Re-structured recruitment and committee screening process by creating a shared folder where all
committee members have access to necessary applications and recruitment materials via computer
desktop. This cut the timeline for hiring an employee by 30%.
Trained 25-member management team on interviewing techniques and best practices, conducting
workshops, one-on-one coaching sessions and podcasts that contributed to sound hiring decisions.
Streamlined the on-boarding process ensuring new employees get all necessary access by start date
and all Supervisors have tools to prepare for new employee s arrival. Structured and implemented a
new employee orientation incorporating various departments including Security and Administrative
Technology.
Active participant in the campus community as a member of the Access Services Board, Student
Worker of the Year Committee, LGBTQ Taskforce, Professional Development Day and Opening Week
Committee Member.
Re-vamped and introduced a new national background Check process and program, to ensure that
we were compliant with Federal and State guidelines and best hiring practices.
Candidate's Name Phone: PHONE NUMBER AVAILABLE Page 4
PROFESSIONAL EXPERIENCE (CONTINUED)
BARRIER MOTORS INC. Bellevue, WA September 2003- April 2007
HR Coordinator, 2005-2007 HR Assistant, 2003-2005
Fulfilled a broad range of HR functions, including recruiting and training employees, administering
benefits, overseeing disciplinary action, and managing HR records. Coordinated health fairs to promote
employee wellness and performed exit interviews.
EDUCATION & CERTIFICATIONS
WESTERN WASHINGTON UNIVERSITY Bellingham, WA
Bachelor of Arts (BA) in Sociology, 2003
HR Designations:
PHR Certified (Professional in Human Resources), Est. 2009
SHRM-CP Certification, Est. 2015
OF NOTE
Professional Development:
Continuous training in compensation and benefits, employee and labor relations, employment law, and
recruitment/retention.
Affiliations:
Society for Human Resource Management (SHRM)
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