Human Resources Professional

Certified Professional in Human Resources with a Human Resources certification offering a 20-year HR career distinguished by commended performance and proven results.
Extensive background in HR generalist affairs, including experience in retail, employee recruitment and retention, staff development, mediation, conflict resolution, benefits and compensation, HR records management, ADP payroll, HR policies development and legal compliance, accounts payable/receivable.
Demonstrated success in negotiating win-win compromises, developing teambuilding programs, writing personnel manuals, job descriptions and management reports.

• ADP Certified Payroll, Paychex Payroll
• JD Edwards Accounting
• Book keeping
• HR Department Startup
• Employment Law
• Staff Recruitment & Retention
• Employee Relations
• Alternative Dispute Resolution
• Benefits Administration
• HR Program/Project Management
• FMLA/ADA/EEO
• Training & Development
• Performance Management
• HRIS Technologies
• HR Policies & Procedures
• Interviewing and Hiring
• Union’s

Human Resources and Payroll Manager _01/26/2009 9/30/2010 ,Confidential
As the Human Resources manager I manage the needs of a company\'s employees and all aspects of the Human Resource department .I have developed and manage employment programs, salary compensation, job evaluations, benefits, promotions, equal opportunity initiatives, education and training programs.

• Full charge payroll. Developed excel spreadsheets for payroll, commissions, benefits and bookkeeping, 401K administrator.
• Design, evaluate and modify benefits policies to ensure that programs are current, competitive and in compliance with legal requirements.
• Developed plans for finding applicants to fill job openings. Analyze compensation policies and prevailing wage rates to develop competitive compensation plan.
• Fulfill all reporting requirements of all relevant government and state rules and regulations
• Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies.
• Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence.
• Assist managers on performances management, coaching, hiring and terminations.
• Created employee handbook and policies. Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.
• Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits, refereeing disputes, firing employees, and administering disciplinary procedures.
• Processed payroll and commissions for local employees and regional managers throughout the US and Canada.
  

Human Resources Manager ,4/14/2007 to 4/25/2009 ,Confidential,Hartford, CT
I managed all aspects of the Office and Human Resource functions. Manage leave-of-absence programs and personnel records; administer benefits enrollment, bookkeeping and programs; payroll, 401k administrator and handle HR workplace issues. Handled accounts payable and receivables. Fostered a teamwork/open-door environment conducive to positive dialogue across the organization. Personal efforts were cited as the driving force behind branch’s employee-retention rate of 90%

• Designed and implemented programs in the areas of training, compensation, benefits, and new-employee orientation.
• Negotiated salary offers and dozens of sign-on bonuses at both the exempt and non-exempt level.
• Brought workers’ compensation program into full compliance. Instituted incentive programs and trained managers and associates on procedures.
• Wrote employee manual covering issues including disciplinary procedures, code of conduct, FMLA policy and benefits.
• Introduced company’s first formal performance review program, management training and harassment prevention training.
• Introduced job descriptions, conflict resolution programs, and co-developed company’s disciplinary procedures and tracking system that insulated company from legal risk and ensured consistent and fair discipline processes.
• Successfully represented company at unemployment hearings resulting in the denial of unemployment claims filed by 3 terminated employees (100% success rate at contested hearings).

Human Resources Representative 09/2003 to 10/2007
Confidential, Bridgeport, CT
I handled a broad range of HR functions, including recruiting, staffing and training exempt and non-exempt employees, administering benefits, overseeing disciplinary action and managing HR records. Resolved conflicts, coordinated health fairs to promote employee wellness and performed exit interviews.

• Trained 50-member management team on interviewing techniques and best practices, conducted workshops and one-on-one coaching sessions that contributed to sound hiring decisions.
• Devised creative and cost-effective incentive and morale-boosting programs (including special events and a tiered awards structure) that increased employee satisfaction and productivity.
• Reworked new-hire orientation program to include HR information and company resources. Coordinator of temporary employment assignments by working with temporary staffing agencies, orienting the temporary employee to their position,
• Structured programs and policies in the areas of training, compensation structures, benefits packages, incentives and new-employee orientation. Conducted new employee orientation and traveled through region to conduct employee training.
• Review resumes for appropriateness of skills, experience and knowledge in relation to position requirements.
• Develop strategies to target and recruit candidate pool using a variety of tools and techniques, including, but not limited to, third party job boards, industry events, etc.
• Recruiting efforts resulted in a decrease in the time to fill positions by 10%.
• Wrote detailed search assignments, ensuring an understanding of job duties responsibilities and business requirements.
• Developed and maintained strong working relationships with Goodwill leaders, vendors, community organizations, and other team members to create a partnership that yielded success, predictable results and credibility.
• Managed the scheduling and logistics of all interviews between candidates and hiring managers. Performed difficult staffing duties, including dealing with understaffing
• Performed detailed reference checking and/or reference analysis on selected candidates and reviewed results with hiring managers.
• Conducted background checks and drug screens. Extended offers of employment to selected candidates under the direction of the hiring managers and within the guidelines of Goodwill compensation policy.

Office and Human Resources Manager,03/1995 to 7/2003, Confidential,Meriden, CT
I managed all aspects of the Office and Human Resource functions. Manage leave-of-absence programs and personnel records; administer benefits enrollment, bookkeeping and programs; payroll, 401k administrator and handle HR workplace issues. I Handled accounts payable and receivables.

• Implemented the timely entry of data into the appropriate system, including information pertaining to employee separations, appointments, leave transfers, benefits, payroll and bookkeeping.
• Handled payroll functions including salary changes, wage assessments, leave program. Accounts receivable/payable.
• Analyzed staffing issues and consulted with managers to develop strategies to meet company needs.
• Advised managers on employee disciplinary issues. Encouraged progressive discipline.
• Discussed potential grievance-related concerns with employees in order to identify options or resolve issues prior to the formal filing of a grievance.
• Conducted and/or supervised the annual "open enrollment" process within the directed time frames.
• Ensured benefit programs were effectively communicated to employees and administered according to established guidelines.
• Wrote employee manual covering issues including disciplinary procedures, code of conduct, FMLA policy and benefits information.
• Introduced company’s first formal performance review program, management training and harassment prevention training.

Education & Certification
Business Management/Human

Human Resource Management Certification

AFFILIATIONS

Member of Human Resource Association of Central CT [HRACC] a division of [SHRM]