Amy R. F. Email and Phone Number

The Senior Director of People and Culture is responsible for developing and executing human resource strategy, organizational culture, DEIB (i.e., diversity, equity, inclusion and belonging) leadership, talent identification (e.g., recruitment), employee engagement, retention, performance management, training and professional development, workforce planning and compensation in support of our mission, vision and strategic direction.

Happy to assist with any aspect of HR consulting for small organizations. Skilled in providing detailed consulting on a variety of issues including, but not limited to:• Employee handbook creation or revision• Employee benefits program implementation or evaluation• Recruiting and retention techniques• Job description creation/FLSA evaluation• Design of new hire orientation programs• Complying with state and federal reporting requirements• Unemployment/Department of Labor issues• Employee file creation and review• Policies and procedures design• Payroll services implementation, research, or evaluation• Employee Satisfaction/Salary Surveys• Staffing / Hiring Process Development• Overall Human Resource department development• Notary Public services for the State of Maine• Letter draftingServices are provided in a timely manor with a focus on quality and confidentiality. No job is too small.

Leading efforts to address the developing priorities of GMRI relative to our most important asset, our employees. Responsible for employee relations, performance management, professional development, employment law, diversity, equity and inclusion, HR communications, and policy.Reporting to the CEO and supervising an HR Generalist, we will be adding a Payroll & Benefits Coordinator soon. Working closely with Management Team members, we are focused on updating our performance management process to align with new initiatives and our strategic planning efforts. We have now stood up a DEIJ staff advisory committee and hope to be bringing on a COO to help move culture and strategy forward.

The Director, Human Resources is responsible for developing and administering the organization's Human Resources programs and initiatives. This person serves as a member of the organization’s leadership team and must understand the agency's strategic direction and work across program areas to support and implement employee development and engagement opportunities. This individual will also support and strengthen United Way of Greater Portland’s reputation and effectiveness by maintaining positive relationships with various stakeholders, including partners, donors, vendors, internal staff and key volunteers.

Partner with HR centers of excellence and HR administrative partners to develop and administer HR solutions that support relevant strategic goals and provide HR generalist support to faculty and staff. Provide reliable direction and counsel on HR related issues and/or services while ensuring consistency in compliance with policies and regulatory requirements.

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•Establishes a recruiting, testing, and interviewing program and assisting managers with candidate selection. •Conducts orientation and training programs. •Ensures monitoring and appraisal of employee work results by training managers to coach and discipline employees; hearing and resolving employee grievances; and counseling employees and supervisors. •Maintains employee benefits programs; obtaining and evaluating benefit contract bids; and conducting educational programs on benefit programs. •Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records; representing the organization at hearings. •Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures and employee handbook. •Maintains historical human resource records by keeping past and current records. •Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies. Granite Bay Care (CARE) is a locally owned and operated human service agency providing intensive clinical, nursing, residential, and community based services to adults with cognitive and physical disabilities, in a growing number of locations spanning north to south, Bangor to Berwick."Granite Bay Care is committed to creating and maintaining community integration for individuals with Developmental Disabilities, while assisting them to obtain fundamental rights and increasing their quality of life."

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Sexual assault advocate for both callers on the SARSSM hotline, as well as support for assault survivors in crisis in area hospitals.Sexual Assault Response Services of Southern Maine shall develop and provide quality services to survivors of sexual assault and concerned others in York and Cumberland Counties who need assistance resolving issues related to sexual assault. SARSSM shall take a leadership role in encouraging a social climate in which sexual assault is unacceptable. SARSSM shall participate in community planning, develop community resources, and promote education and training programs relating to sexual assault.

Addition to the Executive suite to assist in the strategic growth of the company from 200 employees to 400 by the end of 2009. Immediate goals to include staffing plan development, recruitment strategies, consolidation of Human Resources functions, and centralized employee relations.Achievements:• Hired as the Director of Human Resources to rebuild the HR function and payroll process for 230 employees following two years without an HR presence• Recruiting weekly for entry-level positions through creative and cost-effective methods including on-site job fairs, open houses, and free advertising• Revised the employee handbook and policy manual, as well as updated and created policies for FMLA, military leave, jury duty, holidays and benefits

Achievements:• Created recruiting process from resume review, to interviewing, to hiring and training and maintain weekly staffing goal of eight to ten new hires per week. Doubled current staffing from 40 trained sales agents in June to 100 sales agents currently.• Researched and instituted a national PPO health insurance plan for all employees.• Streamlined the payroll process for efficiency by analyzing the position and making changes to procedures. Decreased payroll processing time from 2 days to 5 hours per week.• Analyzed and redesigned the scheduling process for accuracy and efficiency.• Developed job descriptions for all management and agent positions to clearly define roles and responsibilities within the company.

Achievements:• Hired as the Human Resources Administrator and with experience, education, department development and becoming part of the Executive Management team, title was changed to Director of Human Resources.• Met the company’s recruiting goals for 2005 while saving the company $10,740 in advertising costs for job fairs and job search websites by researching and making use of unorthodox recruiting techniques. These included advertising on free websites, traveling in person to local colleges, and distributing flyers to local businesses.• Decreased turnover in 2006 from 58% to 39% and increased staffing from 40 to 125 employees utilizing a new hiring procedure, screening process and personality profile to properly fit an employee with the correct position.• Maintained a 1.80 Unemployment Contribution Rate from 2005 – 2007 while doubling the staff through record-keeping, writing detailed briefs, and utilizing the appeals process.• Reintroduced a full health insurance plan in July of 2007 after the company’s prior plan was canceled in February 2007 due to financial difficulties. After being told by the broker that it was not possible, other avenues were researched and a solution was found, which was to obtain health insurance by joining the local Chamber of Commerce and offering their health plan to employees.• Developed an employee handbook and policy manual from scratch.• Developed a sexual harassment training program to comply with state and federal regulations using a combination of lecture and video formats.• Created a management education program with limited budget to provide training and development to current management staff and managers-in-training.