Provides leadership and direction for a comprehensive college-wide human resource program. Develop and direct the implementation of human resources goals, objectives, plans, policies, and operating procedures, in partnership with college leadership and other members of campus that supports a collaborative and equity-driven culture. Evaluate the HR department structure and goals for continuous improvement of the efficiency and effectiveness of the department and the professional and personal development of its team members.Build and support an effective Human Resources team through effective hiring, training, coaching and performance management. Serve on the administration team for negotiating collective bargaining agreements for the College. Support the administrative and union teams with data, research, and information for labor negotiations.Manage the applicable provisions of the collective bargaining agreements; advise and train administration and staff regarding the application of the agreements. Assist administration and supervisors in the resolution of potential or actual grievances.Interpret and administer policies, regulations, and contracts to ensure consistency and adherence to legalities and best practices.Lead the team responsible for effective hiring and on-boarding. This includes overseeing effective practices and procedures for recruitment activities such as developing and implementing recruitment notices and strategies, monitoring application submissions, conducting and scheduling interviews and preparing hiring packets.Provide guidance and support for job analysis/classification as well as determines appropriate salary ranges for non-represented positions. Ensure pay equity at the College.Responsible for the proper administration of payroll and benefits including compliance with state guidelines and required reporting requirements.

Work with leaders of assigned Nursing units to provide advice, counsel and coaching to leaders and caregivers on HR programs, policies, and employment and labor law. Work collaboratively with two labor unions (WSNA and SEIU) to resolve employee labor relations issues. Respond to and participate in grievance meetings, staffing committees, and labor management meetings. Participate in impacts bargaining and labor contract negotiations by collecting and analyzing data, preparing proposals and counter proposals, and speaking on topics of expertise. Work collaboratively to support leadership in setting strategic direction related to staffing and efficient use of personnel resources. Gather and present data as part of evaluating a nursing units’ effectiveness in meeting business objectives such as employee engagement and turnover. Provide support to leadership in developing tools and structures to increase employee engagement and reduce dysfunctional turnover rates. Research, engage, and respond to employees on matters related to pay, benefits, leave, and other personnel policies. Develop and execute special projects as assigned.

Provide leadership and direction to the HR Services team including developing short and long term goals and organizing workloads and staff assignments to achieve goals with available resources. Responsible for hiring, training and evaluating team of seven. Leadership responsibilities include labor relations, employee relations, selection and recruitment, classification and compensation, training and development, performance management and Civil Service system. In partnership with other City leadership, develop labor strategies that are cost effective and sustainable. Present to Elected officials for final direction. Serve as Chief Spokesperson, draft contract proposals, calculate costs, respond to grievances and participate in labor management meetings. Nine labor agreements cover public safety professionals, supervisors and professionals and general employee groups. Provide HR consultation city wide on topics including labor relations, employee performance management, and guidance regarding labor agreements, policies and employment law.Oversee and develop procedures for office administration including record keeping, personnel filing, administrative documents and public disclosure.Promoted to HR Services Manager effective January 1, 2015 after progressively advancing through HR Assistant, HR Generalist and HR Analyst.

Recruited entry level and management employees, identifying needs, posting positions, prescreening and coordinating interviews.Managed Worker’s Compensation Benefits, with average case load of 40. Provided guidance and recommendations to managers regarding policies and procedures.Supported HR Department Projects including: personnel evaluations, pharmacy compensation reviews, ATS (applicant tracking system) set-up, and creating an annual recruitment plan and budget.Assisted in the administration of five bargaining union contracts including settling low-level grievances.