Professional services recruitment for Fortune 100 IBM client

Working primarily as a contractor in HR operations, I am assisting in changing and development of new systems as we move an HR call center to the US from an offshore location.

In this contract position, I interviewed job candidates for IBM Kenexa customer operations.

 Benefits administration for this government contractor with 1500 employees.  Assisted new employees with enrollment, worked with plan managers solving benefit issues and managed annual open enrollment. Performed invoice analysis and reconciliation.  Employee relations, recruiting and onboarding responsibilities, as well as special projects including employee communications, handbook rewrite, and employee directory.

 Hired as a contractor, managed technical recruiting for the City’s IT organization. As an Sr. Generalist, provided employee relations and recruiting support to city departments, including the Dallas Public Library System- main downtown library and 29 branches, Sustainable Construction & Development, The Office of Cultural Affairs- including Fair Park, The Meyerson Symphony Center and the Majestic Theater, Municipal Court and Judiciary, Marshall’s Office and Dallas Animal Services.  Lead project teams responsible to create a new performance management (review) process and a complete redesign of the City’s new employee orientation program.

 Employee relations responsibility for mortgage lines of business and regions throughout the US for Countrywide and Bank of America.  Managed and conducted all types of investigations including EEOC and Wage Claims, fraud, harassment, and discrimination.  Utilized structured Peoplesoft case management system to document employee issues. Managed case load of 30-40 open issues. Coached and trained managers on ER best practices.

 As HR Manager, had full generalist responsibilities for the Peterbilt Division office, and then as Area HR Manager, for assigned areas of the production floor at the Peterbilt Denton Plant. As the Training Manager both at the Division office and at the Plant, designed and delivered HR, skills-based and management training programs. Facilitated annual succession planning and developed and maintained Needs Analysis and Transfer of Training initiatives. Managed plant training center staff. Designed, implemented and maintained Peterbilt’s first Intranet site for HR. Developed the strategic direction for the site, as well as created the website.  Created the company’s first computer-based training courses, which included training for all levels of employees. This was delivered in conjunction with the HR website. Coursework developed was requested as learning opportunities for UNT leadership students. Students attended classes at the plant, which were taught at the University upon invitation. Awarded a UNT Partnership Award for involvement student education by the business community. Utilizing competency modeling, developed core competencies for division positions and then implemented a 360 Feedback progam for exempt-level employees at both the division and the plant. Designed and created a Peterbilt Museum, which occupied a 100x30 foot space of the plant’s production floor. Managed all aspects of the project, from construction to video, to creation of artwork and displays, as well as historical trucks and memorabilia. The project commemorated 25 years of Peterbilt in Denton and was the focal point for plant visitor tours, as well as numerous employee events.

 As a Sr. Recruiter for the Southwest Region Business Sales Organization, worked with all levels of sales management implementing recruiting strategies for different levels of sales representatives, sales support and sales managers.  Upon promotion to HR Program Manager, designed and implemented national HR initiatives for business customer service groups. Also had full generalist responsibilities for Irving-based call centers, systems engineers & programmers and management. Supervised HR staff. Designed and implemented a flexible time bank program, ‘Flexbank’, for 3500 employees in the Business Services Group (BSG). The program provided a specific amount of call in/absenteeism flexibility for associates, as well as guidelines for taking time off for personal reasons. Created a new selection system for call center associates, which included realistic role play and assessment of computer, service and decision making skills. The BSG HR team won the “Sprint Values Excellence” award for reducing turnover in business customer service from 110% to 35% in one year. This success was based largely on design and implementation of incentive compensation plans for customer service associates, which rewarded both excellence in service metrics and time in position. Facilitator and trainer for the Sprint’s Peer Grievance Review process, which provided call center employees the opportunity to grieve disciplinary and termination decisions before a review board of their peers. Developed IVR applicant screening technologies, which assisted in selecting applicants for interviews who had the initial required criteria.