Summary
Human Resources Manager with extensive background in performance management, leadership assessment and development, and employee relations. A results oriented Human Resources professional recognized for the ability to improve team performance by building rapport and trust to encourage effective communication. Diverse industry background with a focus on enhancing individual competences to align with business objectives.

PROFESSIONAL SKILLS

• EEO
• FMLA/LOA
• Compensation
• WARN Act
• Recruiting
• Retention
• Workers’ Compensation
• Corrective Action
• Conflict Resolution
• Sexual Harassment/Diversity Training
• Union Avoidance
• Performance Management

Professional Experience

Confidential, Dallas, TX 01/2006-4/2009

Confidential, DeSoto, TX
Confidential, DeSoto, TX
Human Resources Administrator – Independent Consultant
Performed Human Resources Services for businesses named above concurrently on an ‘as needed basis’. Developed and executed polices to ensure compliance with state and federal requirements. Performed audits on payroll, time and attendance reports and call logs. Conducted employee related investigations and advised management on employee relations issues until resolved. Recruited talent based on hiring needs. Provided project support to the President and CEO of companies.

Confidential , Dallas, TX 11/2003-11/2005

Human Resources Manager
Established the Human Resources department for inbound call center and managed the reduction in workforce (RIF) due to closure. Executed HR initiatives in support of business goals and objectives within the inbound call center and effectively communicated the intent and application of corporate policies and procedures. Developed and implemented policies to ensure compliance with state and federal laws and consistency with corporate guidelines and values. Partnered with the Vice President of Center Operations to ensure Human Resources and business initiatives were achieved.

• Designed a performance management plan which included the development of job descriptions to enhance constructive feedback and career planning.
• Recruited non-exempt personnel for call center open requisitions.
• Led employee relations practices to ensure employee retention and fostered open communication to minimize third party intervention risk.
• Adapted a ‘point system’ attendance policy which increased attendance by 10% in the first twelve months.
• Led the effort in revising an in-house handbook in which requirements were contrary to company values. This effort required being persuasive with the management team to get them in agreement with a change in perspective.
• Coached management staff on performance management, objective/goal setting and supervisory skills.
• Increased participation by 51% in company’s sponsored Flexible Spending Account and 20% in 401K through effective communication to all employees.
• Played a key role in the planning and management of reducing the workforce and transferring customers’ calls prior to official closing date.
• Orchestrated the closure of the call center in compliance with the WARN Act by issuing 60 day notices, severance letters and coordinating contacts with Department of Labor and outplacement services.
• Acted as primary liaison between employees and corporate office to ensure accurate communication until the official closing date.

Confidential, Lafayette, LA 1997-2003

Human Resources Manager
Performed and managed the overall function of the Human Resources department of the Distribution Center serving as an integral part of the senior management team. Developed and implemented policies to meet organizational needs and objectives for over 300 employees and comply with state and federal laws, including DOT rules and regulations. Provided guidelines and led human resources activities such as performance reviews, performance coaching, involuntary terminations, exit interviews, recruitment, training, benefits, compensation, new hire orientation, conflict resolution, sexual harassment/diversity investigations, and employee relations.

• Drove the development and maintenance of HRIS to ensure record keeping and reporting requirements are accurate and timely.
• Analyzed turnover, hiring, complaints and separations to determine support or action needed to adjust unfavorable trends.
• Represented company in unemployment hearings and workers’ compensation mediations.
• Coached and developed management staff on employee relations and union avoidance.
• Partnered with Distribution Center Manager to strategically plan Human Resources initiatives for the operation.
• Conducted employee related investigations and advised management on employee relations issues until resolved.
• Consulted and partnered with managers to determine hiring needs. Effectively managed the relationship to help reduce cost per hire, improve time to fill and develop a cost effective staffing strategy by utilizing temporaries through agencies.
• Recruited exempt and non-exempt personnel which included totally staffing a newly created weekend shift in a timely manner to meet requirements of the business.

Education
BA, Public Relations

• MS Word
• MS Excel
• MS PowerPoint
• ADP Enterprise
• PeopleSoft

Associations
Society of Human Resources Management
PHR Certification 1998 (Requires Recertification)