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Click here or scroll down to respond to this candidateCAREER PROFILEAccomplished, Human Resources Professional with Masters Degree in Human Resources Management offering more than 10 years of progressive HR Leadership and Organizational Development experience in private business organizations, manufacturing and global corporations. Excellent leadership, emotional intelligence, complex problem-solving and analytical skills. Self-motivated, hands-on leadership style with an enthusiastic positive attitude and excellent interpersonal and communication skills. Outstanding business and global acumen with the ability to partner both cross- functional and internationally. Confident, articulate, and professional speaking and presentation abilities for all levels of organization and stakeholders. Delivers organizational training and development to all levels and HR Team Leadership. Successful at designing employee engagement strategies that promote a positive workplace culture and a healthy and productive work environment. Fosters diversity, equity, and inclusion within the workplace and implements initiatives that promote these values. Maintains strong stakeholder focus and service-oriented attitude to promote company growth and brand loyalty while upholding organizational values and mission. HR COMPETENCIES AND CORE STRENGTHS Employment Law:o Advanced knowledge of all applicable State/Federal laws, regulations and policies regarding Employment and Labor Law, including Federal Labor Expertise Standards Act- (FLSA) Equal Employment Opportunity (EEO) Americans with Disabilities Act (ADA) Age Discrimination (ADEA) Title VII Discrimination Sexual Harassment Employee Retirement Income Security Act (ERISA) Consolidated Omnibus Budget Reconciliation Act (COBRA) Health Insurance Portability and Accountability Act (HIPAA), Family, and Medical Leave Act(FMLA), Immigration and Nationality Act (INA), Occupational Safety and Health Act (OSHA), o National Labor Relations Act (NLRA), Unemployment Compensation, Workers' Compensation, anti-discrimination laws, and any other laws related to personnel and human resources Strategic HR Planning:o Partner with business leaders to understand organizational goals and develop HR strategies to achieve themo Align HR initiatives with the overall business strategy o Transforming and Upgrading Organizational Culture while maintaining Company's Core Values, Goals and Mission Employee Relations:o Managing and resolving employee conflicts and grievances while ensuring a fair and respective workplaceLAURILYN W. WIITALA, SHRM-CPSENIOR HUMAN RESOURCES PROFESSIONALGreenville, North Carolina 27834 Phone PHONE NUMBER AVAILABLE EMAIL AVAILABLE 2o Provide guidance and support to managers and employees on HR policies, procedures, and best practices Talent Management:o Work with business units to identify and address talent needs o Assist in workforce planning, talent acquisition, and succession planning Performance Management:o Collaborate with managers to ensure effective performance management processes o Provide coaching and guidance on performance improvement plans Learning and Development:o Identify training needs and collaborate with the training and development team to design and deliver relevant programso Creating and delivering impactful multimedia "Presentations" to train employees at every level and to communicate complex topics or company directives Diversity, Equity, and Inclusion:o Foster diversity, equity, and inclusion within the workplace and implement initiatives that promote these values. Change Management:o Influence a positive and inclusive workplace culture, developing and retaining employees, and aligning human resource processes with organizational objectives. o Provide expert advice, coaching/mentoring to leadership and employees on Organizational Change, Transformation and Merger Integrations while mitigating business and company risk. HR Metrics and Reporting:o Analyze HR metrics to assess the effectiveness of HR programs o Provide regular reports to management on HR-related activities Compliance:o Ensure compliance with local, state, and federal employment laws and regulations o Work closely with outside legal counselo Stay informed about changes in HR laws and best practices Employee Engagement:o Develop and implement employee engagement initiatives o Measure and analyze employee satisfaction and propose improvements Collaboration and Communication:o Foster strong partnerships with business leaders and departments o Communicate HR initiatives and policies effectively to all levels of the organization\ Technology Skills:o Strong Proficiency with technology and software programs including MS Office Suite (Excel, Word, PowerPoint), Zoom, Teams, SharePoint, HRIS databases, L&D and LMS Programs, and other software/internet applications3PROFESSIONAL WORK EXPERIENCEHUMAN RESOURCES MANAGERCamfil Clean Air Solutions- USA- Washington, North Carolina 04/2024 Current HR Leadership Role: Oversee the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development. Work with Plant leadership across the organization to recruit, develop, and retain talent, foster positive and production employee relations. Oversee the full scope of employee experience including but not limited to onboarding, annual reviews, compensation evaluation, exit interviews, and off boarding. Manage Employee Disciplinary Action Procedures including investigation, formal written warnings, reprimands, loss of privileges, progressive discipline, performance improvement plans (PIP), suspensions, demotions, terminations, and all other follow-up procedures. Responsible for securing and administering all employee benefits, ensure compliance with local, state, and federal laws and ordinances, and oversee operational functions such as payroll. Lead transformation and modernization of all HR Processes utilizing change management strategies to meet company objectives and short term/long term goals Conduct research and analysis of organizational trends including review of reports and metrics from the organizations human resource information system (HRIS) or talent management system. Monitor the organizations compliance with federal, state, and local employment laws and regulations, and recommended best practices; review and modify policies and practices to maintain compliance. Utilize expert knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law and apply this knowledge to communicate changes in policy, practice, and resources to upper management. Develop and implement departmental budget for HR objectives including employee training, employee engagement activities, learning and development for Managers and Supervisors, employee wellness initiatives, rewards and recognitions, company events/celebrations, etc. GLOBAL HUMAN RESOURCES BUSINESS PARTNERBacardi Limited - United States, Puerto Rico and Mexico 09/2022 - 12/2023 (contract) HR People & Culture Role: Provide strategic HR leadership support to the HR and Operations leadership teams of 7 manufacturing (supple chain) locations in the US, Puerto Rico and Mexico. Lead, plan and coordinate all human capital related activities to enable organizational talent capability within the manufacturing sites.4 Provide Continuous Improvement support to Site/Plant leaders utilizing Lean and Six Sigma principals for planning improvements and problem-solving for manufacturing issues, resulting in improved process efficiency and quality. Participate and support site safety programs and initiatives to ensure Safety First is a reality, in line with corporate and site safety initiatives. Participate in workforce planning initiatives and staffing/talent acquisition efforts to ensure plant talent requirements are met. Ensure alignment with HR global and regional strategies and drive the implementation of those strategies. Align with the HR service delivery model and coordinate regularly with the HR Centers of Excellence to deliver high quality services for leaders and employees. Create Positive Worker Experiences integrating wellbeing and productivity Introduce Modern Ways of Working to enhance employee creativity and job satisfaction Foster Culture of Employee Feedback Promote and deliver on initiatives to drive positive culture and workforce climates, positive employee relations and open lines of communications at all sites. HR Data Privacy Protection Role: Evaluate data protection practices at Bacardi. Undertake a systemic review of all the personal data Bacardi stores, manages, maintains, collects, processes and controls at all (GSC) Global Supply Chain facilities in the "Americas," to improve and perfect Bacardi's Data Privacy Protection practices. Provide education and training to employees at every level including HR, Management, Admin, Leadership, Production in Bacardi's Global Supply Chain (GSC/Operations) facilities in the"Americas" on Data Privacy Protection and the impact of Data Privacy Laws - GDPR (General Data Protection Regulation) to raise awareness on the protection of personal data of employees, customers and third party vendors/contractors Organizational training in Data Privacy Protection for 3500 + employees and HR Team Leadership in the United States, Puerto Rico and Mexico Develop and implement tailored training programs that effectively educated blue collar workforce, leadership teams and Human Resources employees in Global Supply Chain on the importance of data protection privacy compliance and requirement for each role and position. Create Multi-media Campaigns and Presentations (Power Point Presentations, Videos and other training materials) in English and Spanish for use in Data Privacy protection training programs in the U.S., Puerto Rico and MexicoDIRECTOR OF HUMAN RESOURCESMandell Law, P.A. - Orlando, Florida 04/2021 - 10/2022 Direct all aspects of Human Resources best practices, supporting entire life cycle of employee including recruitment, onboarding and orientation, performance evaluation, discipline, corrective action, separation from employment, staff training, benefits administration, employee wellness and 5employee engagement Performed risk management to safeguard employer from potential COVID-related legal liability exposure related to labor-employment law violations Designed new infrastructure needed for managing fully or partially remote teams and providing support systems, connectivity, equipment, training, learning, to ensure productivity and success of remote work Provide expert and objective advice, coaching, and counsel to leadership on personnel policies and procedures, conflict resolution, change management, and organizational development while effectively mitigating business and company risk Ensure compliance with labor and employment laws and regulations, including but not limited to, OSHA, Fair Labor Standards Act/Wage and hour, National Labor Relations Act, Unemployment Compensation, Workers' Compensation, FMLA, Americans with Disabilities Act, COBRA, Family, and Medical Leave Act, HIPAA, immigration, anti-discrimination laws, and any other laws related to personnel and human resources Investigate and resolve employee conflict issues, claims, complaints, and grievances on issues including company policy violations, wage and hour issues, harassment, discrimination, retaliation, and workplace health and safety concerns Assist in the selection, negotiation for, and administration of, all employee benefits including retirement and insurance plans Advise executive team in setting staff salaries and providing for changes in compensation Plan, organize and execute employee appreciation, wellness and recognition events such as holiday parties, charity/volunteer opportunities, team building events, awards ceremonies, wellness fairs, ongoing recognition programs, etc. Directed each phase of hiring process, encompassing employment verification, employee relations investigations, criminal background checks and onboarding. Interviewed potential hires, negotiated salaries and benefits and performed reference checks. Maintained "open door" policy to encourage employee communications and resolution of issues. Training of new employees, professional growth of staff and team building and motivation. Recommended appropriate resolutions to employee relations concerns and handled disciplinary issues and investigations of misconduct. Responsible for ensuring that Employee Handbook was current and updated regarding company policies, disciplinary procedures, code of conduct and benefits information. Met with employees annually for progress reviews and performance assessments. SENIOR LITIGATION PARALEGALWright, Fulford, Moorehead & Brown - Maitland, FL 11/2019 - 01/2021 STATE/FEDERAL COMPLEX COMMERCIAL LITIGATION Paralegal support of Attorneys and legal teams to provide Clients defense counsel on labor and employment related matters, including State and Federal Employment Law violations, human resources issues, wage and hour law, workers' compensation, unemployment and other state agency claims, labor relations, employee benefits, employment agreements and policy related issues.6EMPLOYMENT LAW PARALEGALWeinberg, Wheeler, Hudgins, Gunn & Dial - Orlando, FL 02/2015 - 01/2019 STATE/FEDERAL COMPLEX COMMERCIAL LITIGATIONEmployment Law Litigation Defense- Discrimination, State/Federal Law violations, FLSA issues, Business Litigation/ Contracts/Partnerships, Mergers/Acquisitions, Intellectual Property, Investor/Shareholder Disputes Law firm provided in-house legal counsel on labor and employment related matters, including human resources issues, wage and hour law, workers' compensation, unemployment and other state agency claims, labor relations, employee benefits, employment agreements and policy related issues. Handled employment related litigation, grievances and arbitrations and assisted General Counsel, Labor Relations and Human Resources Department of Corporate Client in HR matters and claims regarding wrongful termination, discrimination, harassment, retaliation, unfair labor practices, etc. Conducted investigation and research regarding labor and employment related matters, including human resources issues, wage and hour law, workers' compensation, unemployment and other state agency claims, employee benefits, employment agreements and policy related issues. Provided legal support, investigation and training to Corporate Client to ensure compliance with all applicable State/ Federal Laws, regulations and policies regarding Employment and Labor Law matters. Identified and assessed legal risks and opportunities of client's business or organization within the labor and employment area and advised accordingly. Partner with Clients Senior Leadership and HR teams on strategic planning and organizational change Provided Trial Direction and Support for multiple Trials in State and Federal Court EDUCATIONMASTERS DEGREE: Human Resources ManagementRollins College - Winter Park, FL / Graduated May 2022 4.0 GPA -Honors Graduate Awards: 2021 HR Florida (SHRM), State Council, Student Case Competition - Team Leader of Rollins MHR Academic Team- Won 2nd Place out of forty-four other College Teams Extracurricular Activities: SHRM Student Chapter Capstone Project: HR Management Consulting Project- Elite Wireless (Cricket) Mergers and Acquisitions HR Integration and Synergy Execution in the Wireless Industry, Team Leader Honoree of Distinguished Graduate ScholarBACHELOR OF ARTS: Industrial Relations/ Global Affairs University of South Florida - Tampa, FL7ASSOCIATE OF ARTS: International BusinessFlorida State University - Tallahassee, FLCERTIFICATIONSSHRM - Society for Human Resource Management certification SHRM-CP - SHRM Certified Professional- IAPP- International Association of PrivacyProfessionalsLANGUAGESSpanishNative or BilingualFrenchProfessional WorkingItalianProfessional Working |
