•Lead and manage a team of three HR Coordinators to drive and deliver on the company’s talent strategy•Manage the applicant tracking system and execute the full cycle recruiting process from entry-level to executive level candidates•Identify and source appropriate talent through strategic networking. Represent the organization at career fairs, networking activities, and other social events. Develop relationships throughout the community with specific medical schools, placement agencies, and professional associations to maintain a pipeline of quality candidates•Ensure company policies, procedures, and reporting are in compliance with EEOC, ADA, FMLA, DOL, FLSA, and any additional local, state, and federal employment or discrimination laws•Coach and guide management through the appropriate resolution of complex employee relations issues •Observe and critically analyze the strategies, goals, and objectives of the organization. Recommend strategic changes where appropriate using discretion and independent judgement•Develop and implement rewards and recognition programs, training and development programs, and succession management programs to improve employee satisfaction and retention•Serve as a trusted liaison between employees and management when it comes to organizational change or development. Understand the needs and wants of both parties to ensure a smooth transition from the current state to the desired state•Handle employee disciplinary issues, performance issues, terminations, and all associated documentation and paperwork•Maintain and enhance the office of Human Resources through other various HR efforts including: receive and resolve employee grievances, conduct and analyze exit interviews, review and respond to unemployment insurance claims, coordinate the logistics of company functions, write and distribute company-wide communications, administer employee benefits, and promote employee development and engagement

• Maintained a comprehensive understanding of the organization's goals to align leadership needs and employee expectations• Performed confidential employee relations investigations and guided leadership on next steps • Resolved employee relations issues in a timely manner with a focus on maintaining compliance with organizational guidelines and policies as well as state and federal laws• Partnered with management to ensure the consistent administration of discipline • Trained leadership on Human Resources best practices to mitigate risk and improve effectiveness• Responsible for business reports, presentations, communications, and the creation of processes and procedures to improve organizational efficiency • Performed HRIS implementation, troubleshooting, and issue resolution. Trained employees and leadership on HRIS systems • Conducted structured interviews, evaluated and selected candidates for a variety of positions• Facilitated new hire orientation, ensured I-9 compliance, processed new hire paperwork and handled other onboarding activities as required• Guided management through performance appraisals including objective goal setting, evaluation, and closing performance discussions with employees • Designed and facilitated Performance Improvement Plans for at risk employees as identified by appraisals• Developed and endorsed employee engagement activities to improve satisfaction and retention• Executed bi-weekly payroll for 50 employees

• Performed confidential investigations into sensitive matters like harassment, retaliation, discrimination• Coached management on current Human Resources best practices and procedures• Created templates, talking points, reports, and other business enabling materials for management• Developed process improvements, documented the improvements and communicated the updates through live training sessions and written work flow diagrams• Maintained employee records, updated when necessary and provided to the business as needed• Other duties as required such as new hire orientation, I-9 verification, conducting background checks, and employee engagement activities

• Owned and operated a business which offered a selection of “No Soliciting” signage • Managed all features of business, including client services, sales, buying, accounting, and training

• Managed and maintained a diverse team of six employees• Led, trained, motivated, and monitored employees’ performance on a daily basis• Planned canvassing maps and territories up to one week in advance• Performed job analysis for the purpose of creating and placing employment ads• Recruited, interviewed, and selected employees for my team• Reprimanded and terminated employees when necessary• Led department training sessions on a weekly basis• Maintained knowledge and stayed within compliance of state health and safety laws• Conducted monthly mentorship training sessions for employees aspiring to become future Team Leaders• Participated in weekly management sessions for leadership and development• Advised leadership on how to motivate employees and increase productivity within the department

• Performed job analysis through interviews, questionnaires, and job shadowing to determine major job duties and minimum job qualifications• Provided weekly training to managers and employees on various compensation and performance management topics• Performed market surveys and studies. Recommended updates and changes to pay grade assignments based on survey results• Prepared, analyzed, and distributed reports regarding compensation, headcount, and turnover on a weekly and ad hoc basis• Executed an internal audit to ensure all employees were correctly classified as exempt or non-exempt• Reviewed employee job duties and job descriptions to ensure compliance with the Americans with Disabilities Act, the Fair Labor Standards Act, and other applicable laws and regulations • Created new job descriptions and updated existing job descriptions• Assisted with data entry of employee and position data into the HRIS system

• Developed a Career Path Movement Plan for the City’s 450 police officers. Evaluated and determined which training materials, classes, and programs would be used to establish direction and set goals for officers• Created and implemented a citywide Exit Interview. Trained department managers on the importance of this tool and explained how to use it to 1) select the best replacement candidate, 2) find out where the City can make improvements, and 3) reduce turnover• Screened applicant resumes and selected candidates to be interviewed• Conducted structured interviews for various positions ranging in skill level from Laborer to Computer Specialist• Performed background checks on top candidates • Responsible for selecting and ordering appropriate drug test for chosen candidate• Assisted with the initial research and eventual acquisition of a paperless employment application system called Neogov. Evaluated and edited material prior to citywide distribution. Trained employees of Personnel how to use Neogov• Prepared and administered basic training programs for new employees• Re-trained established employees who posed potential legal risks in areas such as sexual harassment or EEO management• Assembled and distributed a FAQ set designed specifically for the City’s classification and compensation study• Gave a presentation to City employees explaining the purpose of a JAQ, the correct completion of a JAQ, and the way this document is used to make job classification and compensation decisions• Conducted job analyses on positions the City would like to create in the future• Updated current job descriptions and developed future job descriptions• Organized and scheduled meetings, tests, interviews, and training sessions• Developed a citywide organization chart and updated the Personnel Department’s organization chart • Assisted with police and firefighter promotions and physical abilities tests• Assisted with confidential legal cases

Phoenix, AZ, Corporate Headquarters• Negotiated rentals of trucks, trailers, automobile transports, and storage rooms• Sold moving supplies such as boxes, tape, furniture blankets, etc. • Twice ranked among the top 5% of over 300 Sales and Reservations Agents