Erica Shields Email & Phone Number

Saint Paul, Mn, Us

-Partner with various teams and COE’s to build credibility, influence positive change, and proactively maintain and manage holistic business strategies and planning related to compensation, employee relations, learning and development, talent solutions, and performance management by leveraging existing plans and tools-Serve as primary contact to leadership within the organization to provide guidance and direction to managers related to their HR inquires and business strategies on complex matters-Evaluate and advise compensation levels for staff, considering internal equity, job architecture, market data, and budget parameters-Lead annual performance evaluation process with leaders and facilities training sessions, coaching with leaders on process, timelines, and merit calibrations to ensure an equitable process-Lead progressive disciplinary processes where necessary including investigating meetings and knows when to escalate appropriately-Coach business leaders as applicable to HR policies and processes while promoting engagement and culture of continuous growth-Analyze complex trends and metrics to develop appropriate solutions to optimize business units and uses diagnostics to analyze organizational problems leading to improvements-Maintain ongoing relationships to deliver company-wide collaborating ensuring successful integration of functions and initiatives-Collaborate with business leaders to partner on workforce planning and development identifying priorities-Ensure alignment and identify gaps in business strategies to consult with leadership on implementing enhancements where necessary and provide clarity to improve gaps in strategy execution

-Responsible for assisting leaders in developing and advancing appropriate strategic solutions and organizational goals-Served as an expert in the full cycle of HR operations for the business unit(s) and partnered with leaders to integrate HR best practices into business strategies and objectives-Collaborated with HR teammates across Communities of Expertise (COE) to strategically impact business unit operations and provide superior organizational development and talent management guidance to leaders-Offered input to and communicated enterprise-wide HR policies and programs through division(s) served, with a focus on simplistic and professional presentation and materials-Anticipated business unit leaders' needs and was a trusted advisor in partnerships-Assisted in the design of strategic and tactical processes to promote high engagement with leaders and teammates, encouraged HR innovation across business unit(s) served. Assumed lead role in engagement survey execution, to include results analysis and developing presentations to share those results. Partnered with and coached leaders on action items that had direct impact on employee retention and engagement-Monitored the work environment to identify employee relations trends, issues, and areas for improvement. Utilized metrics for decision making and shared metrics with appropriate business leaders to improve overall performance-Identified training and development needs and collaborated with the Leadership Development department to design and implement solutions. Assisted leaders with succession planning-Supported leaders in job description revision, development, and subsequent processes

-Partnered with HRBP and management teams by providing generalist expertise in the areas of recruitment, talent development, performance management, team culture, employee engagement, and other related initiatives-Coached and consulted Primary Care service line supervisors, managers, and directors on issues affecting morale, performance, personal development, and organizational effectiveness through root cause analysis and recommended plans of action-Acted as a liaison between Primary Care service line and HR Centers of Excellence (COE) by providing guidance that ensures consistent, equal, and fair treatment of all employees-Collaborated with HR COEs and HR Operations Center to ensure consistent application and adherence to company policies, procedures, and practices-Established and promoted a work environment that supports the organizational and Primary Care service line objectives, while maintaining boundaries established by respective legal regulations-Assisted with employee relations matters and difficult conversations by proactively partnering with Employee and Labor Relations on complaints, coaching, and concerns-Conducted crucial conversations around building a culture of diversity, equity, and inclusion-Participated in supervisor, manager, and director-level Leadership interview panels-Collaborated with Recruitment partners on unique job offers-Reviewed employee data changes submitted by Leadership to ensure accuracy-Participated in project work to support HR partners with critical staffing and sourcing strategies

-Partnered and consulted with leaders of business units in a proactive manner to incorporate Human Resources best practices into business operations.-Served as the primary consultant to leaders across the organization with HR related initiatives by being an expert in the full cycle of HR operations, while collaborating with specialists as appropriate-Provided guidance and business solutions in the areas of workforce planning, performance management, retention strategies, and other related management challenges to identify options and risks associated with each option-Supported, coached and advised leaders to align business objectives in providing HR solutions to support the business and a great place to work-Exhibited initiative to partner with functional area HR department leaders on projects to maximize efficiencies and link human resources to strategic business objectives-Applied skills and knowledge through experiences to include employee relations, project management, investigations, due diligence process, policy development, HRIS database management, data integrity and analysis, developing and generating reports, and providing support to end users-Identified human resources process improvement needs in support of CentraCare-wide initiatives-Scheduled and conducted meetings with designated business units at regular intervals-Managed deviations from established processes, reinforcing manager/supervisor accountability, and escalating situations as appropriate-Advanced leadership and analytical skills through experiential learning-Delivered exemplary customer experiences by utilizing strong customer services skills and knowledge of HR processes and systems, while maintaining a positive work environment and high employee engagement

-Served as the primary consultant to leaders across the organization with HR related initiatives by being an expert in the full cycle of HR operations, while collaborating with specialists as appropriate-Provided guidance and business solutions in the areas of workforce planning, performance management, retention strategies, and other related management challenges to identify options and risks associated with each option-Exhibited initiative to partner with functional area HR department leaders on projects to maximize efficiencies and link human resources to strategic business objectives-Applied skills and knowledge through experiences to include employee relations, project management, investigations, due diligence process, policy development, HRIS database management, data integrity and analysis, developing and generating reports, and providing support to end users-Identified human resources process improvement needs in support of CentraCare-wide initiatives-Advanced leadership and analytical skills through experiential learning-Delivered exemplary customer experiences by utilizing strong customer services skills and knowledge of HR processes and systems, while maintaining a positive work environment and high employee engagement

-Demonstrated quality customer service by greeting and assisting individuals via phone, email, and in-person interactions-Supported employment process by posting an average of 3-5 requisitions per day, processing paperwork for approximately 10 transfers and 15 new hires per week, and updating candidates on application statuses-Ensured compliance of legal documents, background checks, and employee personnel files with 99% success-rate-Coordinated meetings by preparing agendas, taking accurate and detailed minutes, and providing follow-up -Organized mail for Human Resources department by opening and sorting as needed-Analyzed employee pay and position change accuracy prior to being entered into the system-Verified licensure, education, and certification compliance via tracking spreadsheets, audits, and background checks-Facilitated Physician onboarding and orientation-Promoted and participated in a collaborative and optimal work environment everyday

-Managed applicant tracking system for 50 requisitions across 4 departments-Screened all applicants to determine qualified candidates based on knowledge, skills, abilities, and experience-Conducted first-round interviews for top candidates prior to hiring manager review-Extended offers to selected candidates and completed paperwork for further processing-Communicated in a timely manner with managers and candidates to enhance workflow and experience

-Assisted 4 recruiters in scheduling interviews for a variety of open positions-Performed reference checks for 6 recruiters on potential hires-Conducted 12 in-person interviews for entry-level candidates-Managed electronic employee file information using PaperPort-Notified applicants of employment decisions-Attended 5 employment functions which included career fairs, mock interviews, etc.-Shadowed various areas within Human Resources Department

College Of Business

-Generated 6 student job descriptions for each department through collaboration with College of Business (COB) faculty and staff-Created and implemented COB student employee orientation and faculty/staff supervisor training programs-Constructed user-friendly job ad templates for social media platforms equipped with drop-down and text-entry fields-Performed resume searches and candidate outreach to source candidates for a variety of business related positions-Utilized Qualtrics survey software to create 4 surveys and gather data on employer and student internship feedback-Coordinated and participated in 2 phone interviews and 5 in-person interviews to fill a graduate assistant position-Developed method of tracking high-potential internship and entry-level applicants to build a warm candidate pool-Conducted market research on compensation/salary for entry-level positions

College Of Business

-Delivered scheduling and on-boarding to 6 student employees-Assisted students, faculty, and alumni by answering questions and providing additional guidance

Bachelor'S Degree, Human Resources Management

Activities and Societies: Mavericks for SHRM (Society for Human Resource Management)

Education record