AREAS OF EXPERTISE

• OSHA Certified
• On-Boarding/New Hire Orientation
• Training and Development
• HRIS Systems Tracking System
• Policy and Procedure Development
• Performance Management
• Six Sigma Greenbelt Training
• Compensation and Benefits
• Employee Relations
• Talent Management
• State and Federal Employee Laws
• Change Management

PROFESSIONAL EXPERIENCE

Confidential,College Park, GA (Contract)2010-Present Sr. HR GENERALIST

Responsible for the employee relations for client groups (coaching, counseling, disciplinary actions, performance issues, and terminations) in compliance with federal, state, and local employment laws. Work with managers and employees to investigate and resolve employee relations' issues and coach management to action. Provide support to managers and colleagues on guidelines, processes and programs. Work with managers to enhance leadership abilities, relationships among teams/individuals, interpersonal communications and performance management. Acts as a resource for colleagues and management to ensure their understanding and compliance of HR policies, regulations and practices. Keeps HR management advised of potential problem areas and recommends/implements solutions as appropriate. Resolve issues (benefits, performance management and policy inquiries). Consult with management on workforce planning needs. Discuss overall recruiting strategy. Assist in career pathing and Talent Scoping recruiting, Sourcing, Interviewing and Selection. Provide business unit reporting and analysis as needed (workforce planning, succession planning, performance management, etc.). Work with managers to effectively diagnose organizational issues and partner to solve them. Partner with payroll and act as a liaison when there are issues with checks or timesheets. Act as data entry for HR changes in ADP payroll system. Handle inquiries from colleagues and supervisors regarding insurance, vacation/FTO, policies and other HR issues

• Designed and delivered management training on new performance appraisal system which resulted in improved efficiency for annual performance review processes
• Facilitated training for new managers and supervisors on legal aspects of managing to heighten awareness and reduce exposure to potential litigation
• Developed pilot program for inter-departmental cross training which improved communication between departments and enhanced employee skill sets for future career advancement
• Interpersonal, written and verbal communication skills, strong attention to detail and organizational skills, customer service orientation, relationship-building skills.

Confidential, Atlanta, GA (Contract) 2009 - 2010
RECRUITMENT ANALYST/IMMIGRATION PROGRAM ANALYST II (Equivalent to GS-12)
Adjudicated applications for Permanent Employment Certification (ETA Form 9089) in accordance with applicable laws, regulations, standard operating procedures, and directives issued from the National Office of Foreign Labor Certification (NOFLC). Evaluated employer\'s stated job requirements and recruitment undertaken to determine whether application maybe certified. Reviewed, analyzed, and resolved complex and controversial issues that arose. Acted as coach and mentor cross-functionally. Prepared letters and other correspondences related to the adjudications and/or requests for information. Assisted with the execution of any OFLC authorized investigative/enforcement/review policies, practices, methodologies and techniques concerning program violations by employers, agents, and/or attorneys. Provided system and management analysis of the program to the extent possible and provide useful information in making decisions on the administrative and programmatic aspects of the program

• Conducted pre-application workshops, research, analysis on trends, and reported findings
• Provided support to federal and contracting staff in analyzing foreign labor certification applications and supplemental processes that includes tracking and problem solving
• Reviewed documentation to verify availability of qualified United States workers, adequacy of recruitment, and communicated work requirements to applicants

Confidential, Columbus, GA2007 - 2009
HUMAN RESOURCE MANAGER
Directed day-to-day operations of the Distribution Center Human Resources Department. Administered performance review programs to ensure effectiveness and compliance. Directed salary administration program to ensure compliance and managed benefits programs such as 401k, health, dental insurance, vacation, STD, LTD, LOA, COBRA and employee assistance. Conducted exit interviews for evaluative purposes. Managed recruiting of both hourly and management personnel, testing, and selection process-to-fill vacant positions; Conducted interviews and participate in hiring decisions, directed analysis, maintenance, and communication of employee records required by law or local governing bodies, or other departments in the organization. Identified legal requirements and government reporting regulations affecting human resources functions and ensured policies, procedures, and reporting were in compliance. Conducted wage surveys within labor market to determine competitive wage rate. Processed unemployment claims and participated in unemployment hearings representing the company via phone and in person. Managed EEOC charges and internal Compliance Hotline calls. Conducted full-life cycle of investigations, including witness interviews on sexual harassment allegations, discrimination charges, disputes and other sensitive issues. Adhered to all Federal/State employment law and compliance regulations, including HIPPA, OSHA and ADA. Implemented employee and management training programs, career development and succession planning initiative. Facilitated training classes training programs to include, Management Development and Performance Management and manage the employee relations function and maintained employee training records. Participate in hearings and advise plants as needed.

• Participated in Reduction In Force (RIF) decisions and prepared severance and termination packages and coordinated Outplacement services.
• Maintained the budget and support for management training programs by conducting needs analysis and presenting findings to executive staff
• Designed and delivered management training on new performance appraisal system which resulted in improved efficiency for annual performance review processes

Confidential, Atlanta, GA2006 - 2007
DEFINED BENEFITS ANALYST
Analyzed on-going business processes and quality metrics to identify process improvement opportunities within the region. Identified root causes of delivery issues in system edits, manual processes, patterns in workflows, and repeat calls. Developed metrics that provided data for process management and indicators for future improvement opportunities. Constructed business cases to drive priorities on the team by monitoring frequency of delivery issues and/or manual processes and the impact on cost, quality, and employee satisfaction. Analyzed, plans and implemented process improvement needs. Issued resolutions and manually processed participant death benefit pension plans and escalated to Customer Service via workflows and daily processing. Collaborated with internal/external third parties and client contacts to resolve delivery issues. Performed participant data research and corrections on beneficiary forms- missing participants, data file processing. Executed Inbound and Outbound file processing on HR Data, Payroll, Pension Payroll, and Eligibility Reporting.

• Conducted analyses of international benefits by country, making recommendations and implementing enhancements to align with all local marketplace which increased employee morale
• Evaluated competitiveness of Employee Stock Purchase Plan and instituted enhancements, increased employee participation

Confidential, Columbus, GA 2005 - 2006
HUMAN RESOURCES GENERALIST
Acted as an advisor in a fast pace multi-unit environment to executives, supervisors and managers, ensuring legal compliance and resolution of personnel actions and concerns. Partnered with employees and management to interpret Human Resources policies, procedures, laws, standards and government regulations. Ensured performance appraisals are issued, prepared and processed according to established timelines Maintained compliance with Federal and State regulations concerning employment. Conducted employee relations counseling and investigations, as necessary, concerning work-related issues. Conducted exit interviews, analyzed data and made recommendations to the management team for corrective action, performance improvement, and strived to increase retention rates. Represented the Company at Human Resources related hearings and investigations on internal and external cases, i.e. claims, etc. Conducted new hire orientation, including review of Company benefits, policies, procedures, and completion of all necessary new hirepaperwork. Facilitated and/or provided HR related training to the workforce. Participated in developing department goals, objectives, and processes, whiles clearly understanding and communicating the Company's mission and values.

• Re-structured recruiting efforts for multiple locations in the United States through the creation of an interview guide and recommended channels for candidates recruitment; integrated to company intranet for senior-level managers which streamlined the process and saved 30% recruiting costs
• Conducted staff meetings and communicated with other departments to coordinate all activities

Confidential, Orlando, FL 2004
HUMAN RESOURCES COORDINATOR
Audited and reconciled time and attendance for all corporate exempt and nonexempt employees to ensure accurate payment of wages. Ran and reviewed various standard reports to audit data. Inputted corrections and missing punches into time capture system (My Time-Workforce Central). Submitted hours data at pay period end for payroll processing. Processed other types of earnings (bonus, incentive, STH, etc.) through data entry or direct request of Payroll department. Resolved all payroll issues that arose, made determinations regarding corrective actions needed (manual check add to next payroll) and communicate with the employee. Provided training and guidance on use of " My Time ". Completed file audit projects to follow up on missing documentation. Maintain the integrity, confidentiality and legal compliance of employee files. Filed of all personnel and benefit folder documentation. Coordinated with other business units when a company transfer occurs to ensure that we receive personnel files. Enters requisition into Lawson and conducts application audits. Ran and review various standard reports to audit data. Provided outstanding customer service for employee questions or determined how best to refer the employee as needed. Handled leave processing for corporate employees. Provide administrative / clerical support to HRIS / Payroll Manager as needed.

• Continued confidential environment for all personal data.

TECHINCAL SKILLS

Microsoft Office Suite and Lotus Notes
Database Management Systems: Workforce Central time Keeping Systems, Novatime Time Keeping Systems, Brio, Crystal Reporting, Lawson, Total Benefit Administration, Visio, Taleo, ADP and PeopleSoft Systems

EDUCATION

MASTERS OF SCIENCE IN HUMAN RESOURCES MANAGEMENT
BACHELOR OF SCIENCE IN BUSINESS MANAGEMENT