Cara Brubaker, Phr, Shrm-Cp Email & Phone Number

Colorado, United States

• Ensures that all HR plans, programs, communications, and activities are aligned to the organization’s mission, strategic objectives, and employment brand• Analyzes HR statistics/strategies including compensation analysis, budget management, talent management/development, hiring, retention, and compliance• Works closely with management and employees to improve working relationships, build morale, and increase productivity and retention• Drives the development and implementation of talent acquisition, retention, onboarding and off-boarding, training and development, associate relations, compensation, benefits, performance management and workforce planning programs, ensuring all procedures comply with legal regulations and best practices• Maintains in-depth knowledge of legal and compliance requirements related to day-to-day management of team members, reducing legal risk, and ensuring regulatory compliance, and conducting internal HR audits • Improved the trust of the HR Department by building strong relationships with the Leadership Team and improved overall communication internally and externally though implementing a new HRIS system and developing a presence on social media• Administers benefit selection and oversees benefits administration. Trains employees on changes during annual Open Enrollment and communicate enrollment elections to the providers

The Woodlands, Tx, Us

Managed the Revenue Cycle Management teams in a five-state region, including a team of 2 regional HR Assistants and 400 employees• Full lifecycle recruitment for multiple locations, and coordinated interviews, made offers, conducted background checks, and onboarded new hires. Developed a new hire orientation and conducted new hire training• Developed job descriptions and monitored the team’s performance objectives. Read and analyzed evaluations and goals to ensure comments were appropriate and goals were measurable and achievable• Provided guidance and counseling to management and staff to maximize the performance, attendance, and professionalism of the team• Responsible for the engagement team for all five locations, and developed monthly initiatives to boost morale, and improve employee satisfaction• Delivered training to the management team as well as staff members on communication, conflict resolution, performance management, engagement, and respect

Mumbai, Mh, In

Served as the primary HR Business Partner for five different clients and managed a site of 800 employees, with the support of four direct reports. • Proactively coached the Operations Managers and supported the roll-out of the company’s vision and strategy to ensure communication drove awareness and excitement across the business• Oversaw recruitment for two financial services clients and three healthcare clients. Successfully managed the recruitment efforts of an annual recruitment ramp up for a healthcare organization’s open enrollment• Developed and implemented new policies and procedures. Created the new hire orientation program and onboarding process• Effectively coached leadership in performance management, employee relations, conflict resolution, and rewards and recognition programs• Created compensation structure for all positions and reviewed annual compensation data to ensure wages were competitive

Once I moved from IL to CO, I was a stay at home mom.

Memphis, Tn, Us

Regional HR Representative for 100+ employees in the Midwest region.• Investigated employee relations issues of harassment, discrimination, behavior, theft, vandalism, safety, and violations of work rules. Resolved issues related to conflict management, attendance and performance, and worked with management to administer an effective progressive disciplinary process.• Monitored moral, identified key employees for succession planning purposes, and identified employees with high flight-risk/turnover potential. • Responsible for the investigation of all EEOC and Department of Human Rights charges. Conducted all fact-finding interviews and partnered with the Legal Department for creating responses to charges. • Conducted full life cycle recruitment. Placed ads, searched resume databases, conducted interviews, ran background checks, presented offers/offer letters, processed new hire paperwork, and conducted new hire orientation training.• Partnered with leadership to create a positive working environment where employees feel valued, respected and empowered to perform at the best of their abilities.• Responsible for identifying training needs and implemented monthly training for managers. Implemented training for changes in policies, HR laws, and effective management of employees. Developed and implemented training programs in support of company-wide human resources initiatives including preventing harassment and union avoidance.

London, Gb

• Worked within a Center of Excellence (COE) service delivery model, consulting with management on employee relations issues for businesses units within Corporate, IT, Project Management, HR Operations, Customer Service, Sales, and Marketing organizations. Provided employee relations support in a team of Employee Relations Consultants who supported over 50,000 employees nation-wide. • Assessed the needs of the business by partnering with management on workforce planning, organizational design, succession planning, and leadership development. Created tools needed to drive consistency across the business units, and application of policies and procedures. Developed process flows, defined SOPs, and implemented structure to the organization to drive the needs of the business.• Investigated employee relations issues including: harassment, discrimination, misconduct, performance, attendance/punctuality, LOA, FMLA, and FLSA violations. Responsible for all functions related to employee relations issues including coaching, discipline, and terminations. Coached management on proactively managing poor performance and handling difficult employee situations. • Executed a change management strategy that focused on driving cultural shift after an acquisition, integrating, stabilizing and improving the performance of the organization, which underwent significant leadership changes and was highly geographically disbursed.• Provided full life-cycle recruitment for executive, exempt, and non-exempt level positions for IT, sales, marketing, operations, and call center positions. Analyzed employee turnover, recommending ways to improve staffing levels. Decreased recruitment time to fill through the development of strategic recruitment efforts that identify top talent through multiple sources that continually attract qualified candidates to the organization.

Business partner supporting all HR functions including employment, employee relations, benefits, and training and development. Supported 450 employees including Call Center, Sales, Marketing, Fraud, and IT organizations. • Responsible for high volume recruitment of call center, IT, sales, and marketing departments.• Met with management on a weekly basis to establish a strong working relationship. Identified needs and requirements and implemented solutions to improve policies and practices. Created process flows to provide a management toolbox to help managers understand their roles within various HR processes including recruitment, terminations, corrective action, payroll/time sheets, worker’s compensation and new hire on-boarding. • Handled a high volume of employee relations issues for a multi-shift call center. Conducted investigations and handled terminations and suspensions based on company practices and policy. • Certified to train management development courses to all levels of management. Developed and facilitated management and supervisory training on various Human Resources topics and responded to management requests for ad hoc training. Recommend external training classes to meet business partner’s needs. Trained diversity and harassment training for all employees. • Managed projects relating to new hire orientation/on-boarding, HR process improvements, employee morale, employee engagement/feedback surveys, and recruitment tracking. Analyzed existing business processes and recommended procedural and policy changes.• Consulted with employees and management regarding the compensation structure and bonus plans. Administered annual performance evaluations, ensuring compliance with established compensation guidelines. Reviewed salary increases keeping salaries and bonuses in line with the compensation guidelines and budgetary constraints.

Bachelor Of Science (B.S.), Human Resources Management/Personnel Administration, General

Business Administration, Management And Operations