Vice President of Human Resources / Director of HR / Regional HR

• Certified Professional in Human Resources (PHR) with offering a 16-year HR career distinguished by commended performance and proven results. As District HR Manager of the Home Depot I was able to improve the professional development of the district leaders through program specific developed in-house training programs. These programs assisted to provide appropriate training which supported at least 75% of the leaders being promoted to another level. The improved retention of employees was increased by 30% within the district.
• Extensive background in HR generalist affairs, including experience in employee recruitment and retention,
• staff development, mediation, conflict resolution, benefits and compensation, HR records management, HR policies
• development and legal compliance. A strategic business partner supporting a Home Depot district for six stores
• ($350M) to eight stores ($500M) within a year. Ensured support through appropriate staffing, training
• (professional development), organizational planning and Profit & Loss administration of payroll which exceeded
• company objectives in FY2009 achieving double-digit gains in revenues and profits.

HR Skills

• HR Department Startup
• Employment Law
• FMLA/ADA/EEO/WC
• Mediation & Advocacy
• HRIS Technologies
• Management Coaching
• Staff Recruitment & Retention
• Employee Relations
• Alternative Dispute Resolution (ADR)
• Benefits Administration
• HR Program/Project Management
• Contract negotiation and compliance
• Orientation & On-Boarding
• Training & Development
• Performance Management
• Organizational Development
• HR Policies & Procedures

Professional Experience

Confidential
Adjunct Professor 
August 2010 – October 2010

Responsible for teaching classes and grading student papers as well as conducting research and publishing academic papers, along with other duties that typically are performed by tenured professors. As the subject matter expert in the area of Human Resources of the classes taught also must be able to effectively communicate both with colleagues and with students and motivate students to achieve academic success. As an adjunct faculty currently responsible for teaching own classes without direction, being identified as having a high level of self-discipline.

Confidential. 
June 2006 – October 2010

District Human Resources Manager (Multiple-Sites)

• Managed the execution of HR programs/processes in the areas of: OE, Staffing, Performance Management, Learning, Associate Relations, and HR Communications
• Managed Organizational Effectiveness for Multi-site (8 locations) and experience with 1,200+ associates
• Oversaw District with an average annual sales plan of $350 million dollars
• Select, coach/develop, and managed performance of both hourly and salaried associates
• Liaison services to provide HR consultation, support and guidance to the District Managers and their staffs.
• Advised with district manager on strategic plans for the district to drive business results.
• Analyzed reports to evaluate HR Operations for assigned stores.
• Facilitated for the selection, assimilation, on-boarding and training of salaried managers within the district. Assist store management with the selection and training of store Associate Support Department Supervisor.
• Served as the single point of contact for all store managers within the district and will assign work as needed to team. Responsible for communicating HR initiatives and programs to store management teams. Responsible for all aspects of HR during a new store opening and/or store relocation
• Ensured two monthly Town Hall meetings are held in every store. In partnership with store management and district HR team, ensure common area communication boards are updated and reflect a positive associate relations environment. In partnership with AR Manager, be responsive to any AR/Labor activities within the district.
• Maintained statistics and status of all terminations and demotions. Responsible for conducting investigations of any Store Managers in conjunction with Regional AR Manager.
• Developed checklists, guidelines, procedures and policies to ensure development plans and strategy are in place across district to support future business plans. Participates in store walks, district staff meetings and other operations activities with district manager. Oversee the successful execution of HR transactions for all salaried associates within district.
• Demonstrates analytical, with knowledge and experience in operational, sales and management.
• Oversaw budgetary and P&L management skills of district Store Managers in relation to payroll budget per store.
• Planned and coordinated program areas to include position management and classification, recruitment and placement, workforce development, performance management, incentive awards, and/or other special programs within the organization.
• Managed rewards and recognition programs for the District.
• Advised supervisors and other leaders on the proper handling of performance management (ratings) as well as various incentive awards.
• Performed policy development and implementation, review and analysis, and technical guidance in all areas of personnel management including recruitment, placement, employee training and development, position management and classification, wage administration, and labor management relations.
• Lead a team in the development, execution, evaluation, and oversight of the organization’s HR programs. Plans and carries out complete projects involving a specific HR area, or portions of broader studies to resolve controversial issues or problems at the district level. Analyzes significant HR management issues and problems and develops recommendations and alternative solutions.

Confidential. 
February 2004-June 2006

A Native American owned Government Contractor with a specialty in the Aerospace industry.

Division Human Resources (Multi-States)

• Manages various human resource programs and procedures for all Aerospace Operation employees.
• Manages at the local site and oversee co-located sites recruitment activities such as developing job announcements, ad placement, participate in the interviews and candidate evaluations, and new hire orientation for select positions. Maintains records related to the same.
• Provides support to Aerospace Management to ensure personnel are hired in keeping with current contract requirements and contract rates.
• Responsible for the maintenance of confidential personnel files and personnel actions.
• Advises with Program Managers and Supervisors with employee relations.
• Creates and implements HR procedures and programs that create a positive work environment for all employees.
• Advises and provides assistance with the performance appraisal process for Aerospace Operations.
• Manages personal leave to ensure positive leave balances and notify managers/supervisor of negative leave balances.
• Manages the Workers’ Compensation & Accident Reports and follow-up for all employees.
• Maintains Aerospace Operation employee training programs in conformance with company policies and standards, monitoring and providing reports as to the effectiveness of training during probation period and for career development.
• Develops and maintains training programs regarding employee safety procedures and accident protection and prevention.
• Develops and distributes health and safety educational materials, inspecting Aerospace Operation facilities, and recommending corrections or additional precautions to ensure compliance with Tribal and Federal regulations.
• Leads a team in the development, execution, evaluation, and oversight of the organization’s HR programs. Plans and carries out complete projects involving a specific HR area, or portions of broader studies to resolve controversial issues or problems at the division level. Analyzes significant HR management issues and problems and develops recommendations and alternative solutions.
• Provided technical advice and assistance in various HR program areas to all levels of management officials within the organization.
• Plans and coordinate program areas to include position management and classification, recruitment and placement, workforce development, performance management, incentive awards, and/or other special programs within the organization.

Confidential 
September 2000-February 2004

Directed all Human Resource, office management and payroll functions. Designed and implemented new Human Resource department and programs to align with overall agency strategy. Responsible for implementing and communicating all company policies and procedures. Reported to Executive Director.

• Created and designed a start-up human resources department.
• Designed and implemented the Human Resource Strategic Plan which is Workforce Planning for the agency.
• Processed agency payroll using ADP software bi-monthly
• Revised and implemented quarterly performance appraisal process; monitors bonus program.
• Part of committee for Oglethorpe Award application.
• Responded to all EEOC charges; all resulted in no-cause findings.
• Manages recruiting function that saved the company approximately $10,000 annually.
• Coordinated and implemented a new Human Resources Information System.
• Reduced turnover by 100% in developing and implementing a structured interview process.
• Provided technical advice and assistance in various HR program areas to all levels of management officials within the organization.
• Plans and coordinate program areas to include position management and classification, recruitment and placement, workforce development, performance management, incentive awards, and/or other special programs within the organization.
• Retained employees by 100% with the development and implementation of an internal college training program for the agency for personal and professional development.
• Coordinated and reviewed the agency’s annual update of the employee handbook.
• Provided expert assistance with the agency’s progressive discipline program.
• Accomplished experience in Accounts Payable, Accounts Receivable, Payroll and Administrative Budgets
• Managed the agency’s group insurance, unemployment and related benefits programs.

Confidential. 
April 1999 – August 2000

Non-profit hospice organization serving the Middle Georgia area.

Human Resources Manager
Designed and implemented new Human Resource department and programs to align with overall company strategy. Responsible for implementing and communicating all company policies and procedures throughout the company. Reported to Executive Director.

• Managed the accuracy and maintenance of personnel files for entire company.
• Coordinated the placement of recruiting ads in newspapers and other related sources for new recruitment.
• Assisted department managers in reviewing and screening all new applicants.
• Coordinated and implemented new employee orientation process.
• Managed the Workers Compensation Program, Drug Free Workplace Program and Health benefits programs.
• Coordinated scheduling of staff training and drug testing.
• Designed and completed layout of Quarterly Newsletter.

Management Information Administrator
Assisted all members of the organization with computer problems and training. Coordinated and maintained purchase agreements and warranties on all computer hardware and software as well as office equipment.

• Maintained all MS Access databases for mailing lists.
• Developed and maintained official Hospice website.
• Maintained LAN for Hospice users as the Network Administrator.
• Saved the company over $5,000 in contract maintenance cost annually by implementing preventive, first look maintenance, and user education.

Education & Certifications

Confidential University 
MBA with concentration in Human Resources Management

Confidential University 
Bachelor in Business Administration (BBA),

Confidential College 
Associate of Applied Science (A.A.S.) Degree in Business Information Systems

• PHR (Professional in Human Resources), 2012
• State of Georgia, Comprehensive Human Resource Professional certification