-- Provide strategic human resources advice and counsel to a variety of small businesses and individuals-- Partner with leaders to provide customized solutions that fit their business needs-- Provide training to maximize employee competencies and develop future leaders

-- Employee relations-- Coaching and leadership development-- Conducting investigations -- Maintaining up-to-date knowledge of local and federal labor laws-- Conducting New Hire Orientation

-- Guide clients on a variety of topics, including regulatory concerns and governmental compliance, for more than 10,000 worksite employees across 37 states-- Maintain knowledge of HR trends, best practices, talent management, regulatory changes, and employment law; apply this knowledge by communicating changes in policy, practice, and resources to both external clients and internal upper management-- Oversee the administration of human resource programs including compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training/development-- Create standardized employment documents to ensure consistency and adherence to State and Federal Department of Labor guidelines-- Partner with clients to provide appropriate guidance regarding EEOC concerns-- Respond to unemployment claims and attend subsequent judicial proceedings as needed

-- Handled employee relations and investigations for a 1,000-employee call center-- Reviewed and approved accommodation requests, including FMLA/MLOA-- Authorized and conducted employee termination meetings-- Oversaw new hire onboarding classes-- Ensured actions and decisions were compliant with EEOC/labor law guidelines

-- Focused on employee relations, engagement, and EEOC/labor law compliance-- Participated in quarterly succession planning using 9 box methodology-- Conducted investigations into employee allegations/concerns; determined necessary actions and subsequent steps based on employee statements/interviews and the collection of supporting documentation-- Provided interpretation of company policies and responded to guidance requests as needed on a nationwide level-- Reviewed/recommended and approved FMLA, PDL, and Personal Leave requests while ensuring compliance with local and federal labor law-- Reviewed and approved requests for medical and religious accommodations-- Reviewed and approved separation requests and supporting documentation-- Coached store leadership on HR best practices, including Employee Relations and employee engagement opportunities-- Reviewed counseling statements and conducted meetings on associate behavior and production-related concerns-- Performed store visits throughout the southeast to ensure best practices were in effect

-- Created and implemented strategic company-wide HR solutions as the first HR Professional hired for what would become 525 nationwide locations, grossing $189 million in annual revenue -- Maintained a comprehensive understanding and ensured compliance with all State and Federal Department of Labor legislation, including but not limited to that of the EEOC, FLSA, FMLA and ACA-- Requested, evaluated and selected proposals for uBreakiFix's initial roll-out of employee benefits, including medical, dental, vision, STD, LTD, medical bridge and life insurance-- Composed the official uBreakiFix Employee Handbook, which includes 64 sections and sub-sections that extensively detail employment policies, standards of conduct, compensation structures, benefits and services, employee communications and employee status definitions-- Created employee performance review templates which include guidelines, quantifiable goals/expectations, and ratings for corporate, management and retail store staff for their semiannual performance review/salary increases-- Wrote and implemented the initial uBreakiFix employee PTO policy and guidelines-- Participated in succession planning and recommended opportunities for employee training and internal development

-- Managed the full life-cycle recruitment process by sourcing and screening resumes, conducting initial interviews, evaluating candidates, handling salary negotiation and solidifying the offer and acceptance process -- Recruited passive and active high caliber management and executive level talent for nationwide, permanent careers within the long-term acute care (LTAC), worker's compensation, managed care, and acute care hospital industries-- Ensured thorough understanding of each client's business model and positional requirements, resulting in increased retention and the accurate fulfillment of each facility's hiring needs

-- Initiated and completed all aspects of the hiring process, including but not limited to conducting interviews, placing new hires, running background checks, composing correspondence and completing administrative follow up-- Coordinated the Group 07 employee referral program by creating contests for 1000+ employees, resulting in a 32% increase in employee referral hires from FY 2007–2008-- Created and implemented recruiting strategies to raise female and diverse hiring percentages, exceeding goals within the central Florida MSA-- Developed an effective candidate pipeline by working with Career Services departments and advisers at the University of Central Florida, Rollins College, the Florida Institute of Technology and Stetson University

-- Maintained appropriate staffing levels by interviewing, evaluating and hiring telephone sales representatives for four shifts within a 160 person call center -- Managed a team of 40 sales representatives and three subordinate managers that grossed an average of $12 Million in annual revenue from FY 2002-2005-- Led daily and weekly meetings with reps, staff and superiors to communicate goals, objectives and changes-- Set weekly project budgets, broke these objectives down into daily goals and oversaw initial and residual training, reformatting as needed to stay within our office/call center blueprint-- Created and maintained spreadsheets to track all quantitative information such as client goals, production and quality assurance on a weekly basis

-- Represented call center upper management by serving as the final tier of complaint escalation-- Learned, administered and utilized Behavioral Interviewing techniques while evaluating candidates for employment as part of AT&T's continuous management development program -- Diligently worked to effectively resolve all customer billing issues, resulting in a 93% successful resolution rate from FY 2000-2002-- Ensured that all representatives adhered to AT&T’s policies and procedures-- Provided coaching for quality assurance feedback, directly resulting in the team achieving over 90% QA scores and consistently exceeding company goals-- Managed representative’s time cards and approved time off as was necessary and in line with the call center’s needs