Created and implemented time management initiatives as part of the Harmony project. Working closely with the project's time management leader responsible for analyzing current processes and systems and meets with users to determine their needs. Teamed up with the project's Kronos integrator, to match system configuration to user needs. Helped develop various test scenarios and conducted approval tests.• Analyzed requests and needs for time management processes and systems.• Clearly understand business processes, propose alternatives and determine the measures or means to achieve the targets, as needed. • Ensured that functional time management needs harmonize with corporate policies.• Ensured that the solution's design is in line with Agropur's expectations. • Participated in workshops to define project-specific time management needs.• Helped assess priorities for requests for change.• Prepared test scenarios and carry out tests within the project framework. • Monitored deliverables' quality and approval by expert users; ensure post-implementation follow-ups. • Assisted in problem-solving and inform process or system users of the related causes and solutions; keep them up to date with system functionality, as needed. • Supported the Harmony project by providing the assistance or expertise required.

Consulted and implemented a new Kronos HRIS system utilizing best practices, system implementation, process re-design/automation and report writing to create efficiencies in processing, reporting and administration. Implementation and automation in HR, Payroll, Benefits, Performance Management/Compensation, Recruiting, Independence Compliance, Security etc.• Worked with HR and other company leaders to develop the needed information and documents to set up and maintain the new HRIS and other HR systems, including security, optimization, upgrades, enhancement opportunities and projects related to system functionality and operability, including interfaces and related processes.• Served as internal consultant to supervisor and management team, as necessary, on system requirements and needs.

Initiated a ADP HRIS system utilizing best practices, system implementation, process re-design/automation and report writing to create efficiencies in processing, reporting and administration. Using a full range of experience from analysis and evaluation of existing systems to the development of new ones. Understands the importance of maintaining the security of the system to keep data safe and properly stored and providing access only to those authorized to see data.• During the development of a new HRIS system worked with functional areas to identify roles, reporting structures and frequency of interaction.• Identified and initiated time and Labor, recruitment, training and other modules that added benefit and value to the company.• Assisted HR with technical issues related to the HRIS system.

Directed the Human Resource functions and manage labor relations - support sales, marketing, and production operations. Resolve grievances; participate in benefit selection, developed performance appraisals, employee manual policies and procedures. Directed health and accident programs.• Responsible for employee benefits, payroll authorization and back up processing. Coordinated and processed all correspondence and administered the following programs: STD, LTD, FMLA, LOA, return to work programs and new hire/termination processes.• Responsible for benefits administration, compliance with state and federal employment laws, workers’ compensation administration, safety and OSHA reporting.• Assisted in preparation of employee notices and corrective action. Ensured consistency in handling disciplinary actions.• Trained management in interviewing, hiring, terminations, promotions, performance reviews, safety, sexual harassment, managing meetings to get results and time management. • Created/revised written job descriptions and specifications.

Led the Human Resource activities, practices and objectives that provided an employee-oriented, high performance culture that emphasizes empowerment, quality, safety, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce. Developed organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives.  Implemented human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and labor relations.  Managed human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change.  Developed human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances.  Accomplished special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.

Directed the Human Resource activities and responsible for overseeing a variety of confidential projects to support the largest independently held regional airline in the United States. Air Wisconsin’s team is made up of approximately 2,800 members in over 70 cities dedicated to making our 6 million travelers’ experiences pleasant and safe.  Established and maintained system workflows, including notifications, authorizations, forms and templates. Devised new data flow and systems control procedures in order to simplify paperwork requirements, minimizing duplication of effort and reducing operating costs. Provided solutions for HR and Senior Executives. Responsible for HRIS system functionality, process improvements and system training. Assisted in the development, implementation and reporting of department metrics. Built, maintained and administered credible single source for HR related data, as well as employee and manager electronic self service capabilities. Audits, validates and corrects data within HR systems to maintain data integrity and ensure that system controls and processes meet all internal and external audit requirements.  Continually monitored Human Resource information needs and drives design modifications of existing systems to meet those needs. Ensured utilization, efficacy and cost competitive edge of benefit programs. Managed and evaluated corporate compensation and incentive programs and policies; analyzes and recommends improvements.  Developed and implemented training programs for HRIS end users. Supervised and directed the work of the HR Administration team.

Directed the Human Resource functions and managed labor relations for two production sites -supported sales, marketing, and production operations. Resolved grievances; participated in benefit selection, developed performance appraisals, employee manual policies and procedures. Directed health and safety programs. Responsible for employee benefits, payroll authorization and processing. Coordinated and processed all correspondence and administered the following programs: STD, LTD, FMLA, LOA and return to work programs and new hire/termination processing. Responsible for benefits administration, compliance with state and federal employment laws, workers compensation administration, safety and OSHA reporting. Assisted in preparation of employee notices and corrective action. Ensured consistency in handling disciplinary problems  Trained management in interviewing, hiring, terminations, promotions, performance reviews, safety, sexual harassment, managing meeting to get results and time management.  Trained all production employees in OSHA Safety materials. Created/revised written job descriptions and specifications.

Proven record of top performance in recruiting, screening and placing professional, managerial and technical candidates.  Worked with Account Managers to identify top accounts, target skill sets, key market segments, and to assess clients, staffing requirements. Developed recruiting strategies designed to identify and evaluate qualified candidates. Managed contract employees while on assignment. Assessed and investigated contractor-related problems and administer performance counseling, coaching, and disciplinary measures when necessary. Negotiated wage rates and other terms and conditions of employment with candidates and gained commitment from candidates for current and future job requirements. Completed necessary pre-employment processes including reference checks and background/drug tests.

Took care of my kids, to young to go to school.

Directed the Human Resources functions and managed labor relations for a leading media and marketing solutions company that reaches millions of people every day through their digital, mobile, broadcast and print media. HR oversight of two daily newspapers and two production sites, 400+ employees in three locations, supported sales, marketing, circulation and production operations. Resolved grievances; participated in collective bargaining agreement negotiations and disputed arbitration. Directed health and safety programs. Assisted with labor relations, participated in negotiations, reviewed contract language and made recommendations for changes. Provided guidance and interpretation of policies and procedures.  Worked as liaison with outside counsel on matters of discharge and progressive discipline. Managed and investigated company-wide investigations of internal employee complaints. Worked closely with legal representatives to investigate and respond to state and federal charges of harassment/discrimination and represented the company at hearings before state and federal agencies. As key member of strategic planning team developed and implemented business goals and human resource strategic plans to support business plan. Directed annual succession planning, performance management and management development processes. Utilized organizational and management development initiatives, performance management, mentoring and coaching to support division strategic goals.  Responsible for employee benefits, payroll authorization and processing. Coordinated and processed all correspondence and administered the following programs: STD, LTD, FMLA, LOA and return to work programs and new hire/termination processing.

Responsible for designing new policies and programs that would foster positive attitudes toward company goals. Maintaining knowledge of legal requirements and government reporting regulations affecting Human Resource functions and ensure compliance with policies, procedures, and reporting. Managed employee training programs to facilitate staff and organization development. Participated in the research, selection, and implementation of various Human Resources software applications. Recruited, interviewed, tested, and selected employees to fill exempt and non-exempt vacant position. Trained management in interviewing, hiring, terminations, promotions, performance reviews, safety, sexual harassment, managing meeting to get results and time management.  Facilitated team building workshops, exercises, and programs to enhance the cohesiveness of teams through Kaizen Researched, set-up and administered a web-based performance evaluation program. Reduced staffing intensity through work redesign, position elimination, automation and productivity improvements. Managed employee-training programs to facilitate staff and organizational development. Key accomplishment was a first line management development initiative.