After working with Resource Alliance as on-site Director of Human Resources at CFLane, LLC, I was hired into this role. See additional description under SVP Human Resources for some of the priorities and areas of focus.

Key Results: Oversee and lead the entire human resources strategy to support and enhance company strategy, vision, mission, and goals  Serve as key HR leader and contact to 600+ team members located throughout the Southeastern US  Function as the sole strategic human resource advisor to the executive leadership and other senior managers at CF Develop initiatives that showcase CF’s best in class culture and to develop internal commitment towards CF becoming an employer of choice Review and introduce new policies, procedures, and practices for recruitment, talent acquisition, succession planning, benefits, learning management, compensation, culture, and the overall associate experience Create, design, and deliver various leadership development seminars, associate orientation and on-boarding programs, and other sessions which articulate company strategy and performance goals Directly supervise, motivate, mentor, and develop HR team.  Ensure compliance to Federal, State, and Local employment laws and guidelines and consistent practices Counsel associates and leaders on employee relations matters and concerns in all scenarios Lead workers compensation program at CF Evaluate and manage 3rd party service providers and hold accountable to ensure they meet company criteria and standards Develop key performance indicators to establish a culture of accountability and customer focus Showcase company philanthropy philosophy through CF National Week of Service and annual Atlanta Food Bank drives

Oversee and direct human resources activities for a 900 associate employee population with over 200 apartment communities spread across 16 states. •Direct, plan, and implement policies, objectives, and activities of organizations in regards to Human Capital in order to ensure continuing operations, to maximize returns on investments, and to increase productivity.•Establish departmental responsibilities, and coordinate functions among departments and sites.•Implement corrective action plans to solve organizational or departmental problems.•Prepare and present reports concerning activities, expenses, budgets, government statutes and rulings, and other items affecting human capital or program services.•Serve on various committees as needed.•Direct and conduct studies and research on issues affecting areas of responsibility.Interpret and explain policies, rules, regulations, and laws to organizations, government and corporate officials, and individuals.•Make presentations regarding policies, programs, or budgets.•Negotiate or approve contracts and agreements with suppliers, distributors, federal and state agencies, and other organizational entities.•Prepare budgets for approval, including those for funding and implementation of programs.•Review reports submitted by staff members in order to recommend approval or to suggest changes.* Supervise and direct payroll and human resources team

Updated Company Handbook for a National Data Analytics CompanyReviewed Benefits Programs for National Data Analytics Company for Employer of Choice PracticesPartnered with Brokers to obtain Dental, Life, and other appropriate benefits for a National Data Analytics CompanyUpdated Benefits materials for employees

Provide support and counsel to management partners in dealing with employee relations issues.Manage Southeast Human Resources team Maintain positive employee relations practices Respond in timely manner to employee questions, concerns, and recommendations to ensure positive employee relations enviornment. Implement and incorporate organizational HR strategies and programs into the Southeast regionEnsure compliance to Federal/State/Local employment laws and guidelinesConduct leadership training and development seminars utilizing company based curriculum. Manage recruitment needs for exempt level positions in the Southeast. Initiate turnover reduction strategies

Key Results:Provide support and counsel to management partners in dealing with complex operational and employee relations issues Serve as key Human Resources business partner and generalist to team members located to over 60 apartment communities located throughout the Southeastern US and Puerto RicoRespond in timely manner to employee questions, concerns, and recommendations to ensure positive employee relations environment Train hiring managers and senior management in effective sourcing and hiring techniques, succession planning, and performance management techniques Develop and incorporate HR strategy and support national and regional HR priorities, plans, and objectives Partner with senior operations team to increase operational financial metrics, and improve Human Resources metrics Assist in creation of individual career development plans for portfolio team members and introduced company’s first formal performance review program with goals by position, creating a flexible and well-received tool that was later adopted company-wide.Ensure compliance to Federal, State, and Local employment laws and guidelinesFoster a teamwork/open-door environment conducive to positive dialogue across the organization. Developed a regional recognition program based on operations results which was later adopted company-wideServe as a keynote speaker with local apartment organizations such as GAIEF (Georgia Apartment Industry Education Foundation), University of Georgia, and Georgia Tech University to promote the apartment industry as an employer of choice and apartment industry best standardsParticipate in corporate citizenship as a member of the National AIMCO Cares steering committee, an organization committed to national and local philanthropic efforts

Assisted General Managers, Department Supervisors, and Company Executive Officers in staffing non exempt and exempt positions for a 670+ associate populationDeveloped and incorporated HR strategy Oversaw Compensation, Benefits, Workers Compensation, Payroll, and all other HR functions for 90+ multi family housing property locations for a multi-state employer Provided support and counsel to management in dealing with complex employee relations issuesDecreased employment litigation activity through effective performance management strategies and employee relations involvement Incorporated and implemented competitive benefits practices to attract and retain company associatesTrained hiring managers and senior management in effective sourcing and hiring techniques, succession planning, and performance management techniques Implemented an exit interview program to identify staffing and retention strategies Introduced lower cost to employee and employer benefits programsSupervised a staff of two Generalists and one HR Specialist

Supported and counseled management in dealing with complex employee relations issues Decreased employment litigation activity through effective performance management strategies and employee relations involvement Incorporated and implemented competitive benefits practices to attract and retain company associates Trained hiring managers and senior management in effective sourcing and hiring techniques, succession planning, and performance management techniques Implemented an exit interview program to identify staffing and retention strategies Devised creative and cost-effective incentive and morale-boosting programs (including special events and a tiered awards structure) that increased employee satisfaction and productivity.Saved company thousands of dollars every month by reducing reliance on employment agencies. Brought the majority of formerly outsourced recruiting functions in-house to reduce billable hours Supervised a staff of two Generalists and one HR Specialist

Served as local HR Manager for expanding plastics divisionRecruited, interviewed, and hired hourly non exempt and exempt level positions.Provided daily HR Generalist support.