As the Market Human Resources Manager, I provide human resources support for sixteen dealerships and six collision centers in Palm Beach & North Broward counties; and Memphis, TN. I am responsible for partnering with management at each dealership, as well as Region leadership, to assist in employee relations, retention, and other HR functions. Additionally, I provide assistance to employees regarding benefits, compensation, leaves of absence and worker’s compensation.-Conduct investigations into employee relation issues including harassment, discrimination, unfair treatment or unethical conduct-Partner with management in each location to increase retention and identify areas of opportunities-Work with dealership management on performance management of associates-Work closely with Human Resources Coordinator to monitor all worker’s compensation claims and leaves of absences-Work with the dealerships to follow the Company’s Return-To-Work program-Facilitate management training and follows up with all associates to ensure completion of all required training-Assist with company acquisitions, including but not limited to: onboarding, background check and drug testing, benefit enrollment, transitioning into the AutoNation brand and processes-Experienced and involved in organized labor avoidance and campaigns-- quickly develop rapport with associates while earning trust for open communication to encourage a favorable outcome for the company and associates-Assist with onboarding and training of new-in-role Market Human Resources Managers for the Eastern Region

- Direct staffing process by influencing & training other store leaders to select quality team member candidates.-Lead talent and performance management strategies used to promote development and internal growth-Manage and directly address all employee relations concerns.-Review all corrective action documents to ensure they are accurate, consistent, and adhere to Target’s Counseling and Corrective Action policy.-Lead annual benefits enrollment process for 250+ employees.-Oversee annual review process & quarterly performance review process for store leadership team.-Develop and lead recognition programs to drive employee engagement.

As the Director of Recruiting for The South Florida Group, I helped people learn more about how a career as a Northwestern Mutual Financial Network representative can provide the rewards and opportunities of self-employment--flexibility, having a positive impact on people's lives, and virtually unlimited earning potential.-Recruited, trained, and developed Full Time and Internship Recruiters in all of the agency’s office locations.-Created a referral culture within the agency to make our team of Financial Representatives the most effective lead source.-Featured panel speaker at Northwestern Mutual’s 2011 Southern Regional meeting to educate recruiters on how to develop the referral culture within their office.-Created and marketed contests for Financial Representatives and staff to give referrals.-Reported to Managing Partner and Managing Directors on a monthly basis on Recruiting activity YTD.-Reported all recruiting activity to the Home office, from lead source to contract.-Negotiated contracts with recruiting websites (i.e. CareerBuilder, Monster) for database mining and job postings.-Presented recruiting plan to management team on a quarterly basis on current status and plans for improvement in order to achieve annual goals.-Personally recruited 46% of the agency’s new Financial Representatives in 2010.

-Prospected for new Financial Representatives through different lead sources.-Built relationships with local and state-wide universities to create a campus presence.o Attend career fairs, conducted class & club talks, information sessions, campus interviews.-Built relationships with Centers of Influence throughout the community to attract career changers to the company.-Attended local career fairs and networking events to promote brand awareness.-Educated Financial Representatives, Centers of Influence, and University Faculty on the ideal candidate.-Phoned daily to pre-screen and schedule new initial interviews. Consistently schedule 25 initial interviews on calendar per week.-Identified candidate’s goals and career objectives through a fact finder; educate them on the company and career path.-Walk candidates through the rest of the interviewing process.-The agency held the #1 position out of the entire company on the Recruiting Scorecard (based upon number of Recruits and their productivity) for 11 out of 12 months in 2009.