Senior Human Resources Business Partner (FTE) (Apex Health Solutions)Deliver Human Resources value-added service to executive leadership, business units, managers and employees that reflects the business objectives and policies of the organization. Plays a critical, strategic role and provided leadership and direction to business units regarding Human Resource planning, development and optimization programs, and solutions. Analyzes employment related trends and metrics in to develop solutions and policies.☑ Acts as change agent to business through process design and approaches that support change and transformation – striving to lead mutual processes to best practice status.☑ Managed all aspects of HR, including talent acquisition, retention, employee relations, compensation and benefits, performance management, and compliance with all applicable employment laws and regulations.☑ Ensure full corporate and legal compliance between the company’s HR functions and company policies.☑ Created a Leadership Development program which included High-Impact Development for mid-level leaders and first-time leaders. ☑ Partners with the appropriate leaders to grow the capacity of the organization’s key talent to include high potential identification (via Talent Management) and associated development programs, and succession planning efforts. ☑Manages compensation and benefits programs to ensure competitive and equitable pay and benefits for all employees.☑Develop and implement HR programs and initiatives that support business objectives.

Deliver customized Insperity HR service solutions to help clients meet top-priority needs for a leading professional employer organization with $1.7B+ in annual revenues and 2,900 employees. Work with clients in creating, implementing, and monitoring HR performance management initiatives. Ensure full compliance between clients’ HR functions and company policies. Provide guidance on liability management, including performance reviews, referrals to internal EEO Compliance Specialists, employee counseling, and others, securing legal input as required. Schedule and coordinate training, establish recurring meetings with supervisors throughout the year, and develop strong relationships with the HR team, executive leaders, operations management, business leaders, clients, and vendors. Analyze root causes of work environment issues; build solutions via collaborations with key stakeholders. Contribute to reduction-in-force decisions in consultations with both internal and external customers.HIGHLIGHTS:☑ Earned the company-wide MVP Award in 2019 (annual and quarter winner) among 1,000s of potential candidates, as well as being nominated for the annual 2020 award. Additionally, recognized for implementing a Client Roadmap/Strategy plan now utilized across the entire organization.☑ Played a key role in promoting the use of analytics within the organization. Diagnosed organizational issues, presented People Analytics data with each client’s user and economic buyers, and enabled reinforcement of the need to base HRM strategies on value creation.☑ Advised and trained hiring managers and employees on company policies, procedures, and compliance requirements on recruiting and talent management. Worked with managers through all aspects of recruiting, leading to the consistent hiring of top talent.☑ Implemented programs to enhance productivity and reduce liability, including handbooks, job descriptions, performance appraisal systems, and others.

Served as an HR Generalist within CDI’s Aerospace division, acting as a liaison to multiple locations in 4 states. Executed all facets of HR, including staffing, employee relations, benefits administration, compensation, organizational and policy development, and change management initiatives. Conducted investigations to ensure compliance with company policies and local/state/federal laws. Provided strategic HR direction on workforce planning, organization development, EEO/AA, diversity, training & development, policy interpretation, and numerous others. Utilized and maintained the HRIS system.HIGHLIGHTS:☑ Built strong relationships with senior and mid-level management, providing insightful consultations on performance management, employee development and relations, and other HR matters.

Served as a strategic business partner who worked jointly with executives and managers to drive business goals for a provider of offshore drilling rigs (U.S. and multiple global markets). Analyzed the existing HR department and assisted in developing a business plan to update all policies, procedures, and programs. Oversaw numerous HR functions, including leadership development, performance management, recruitment, compensation, and employee engagement, among others. Developed and facilitated training programs to cover multiple areas. Investigated and documented workplace harassment and disputes. Coached managers on creating strategies and addressing challenges.HIGHLIGHTS:☑ Worked with the VP of HR and department head managers on workforce planning and management, as well as with the Director of HR on the annual performance review process.☑ Maintained accessibility to all 500+ team members within the corporate office, along with serving as the point of contact with international employees.☑ Created a telecommuting policy and program. Secured executive buy-in, established pilot programs for evaluation, implemented employee and management training, and collected/analyzed data.☑ Redesigned and implemented a corporate-wide employee recognition and service award program that currently incorporates all international business units.

Provided support and solutions for all HR areas within a leading provider of high-quality corrosion prevention services in Texas and other Gulf Coast areas, including organizational development, recruitment and onboarding, employee relations, succession planning, and policy creation. Coached and advised managers on numerous HR matters. Provided valuable support to the Director of HR in recruitment, workforce planning, and compensation. Coordinated implementation of HR programs. Managed open enrollment, processed payroll, and organized an annual compensation planning and review process. Conducted investigations in response to complaints. Helped develop training programs.HIGHLIGHTS:☑ Established and built the HR department from the ground up (previously non-existent; HR duties handled by Finance). Assessed the existing state of HR-related activities to create an appropriate, effective action plan.☑ Created pay grades and a set of compensation policies/procedures that allowed for career progression, as well as fair and consistent pay practices.☑ Designed the company’s first-ever Employee Handbook, with strict adherence to the company’s brand and culture. Additionally, collaborated with HR global representatives from Corpro and ALS to standardize HR practices.☑ Developed positive relationships with internal business managers and supervisors to develop strategic and actionable HR solutions, serving as a valued HR advisor to multiple management teams.

R. Dalton served as the parent company to Pelican Importing.Oversaw all day-to-day operations of the HR office, leading a team of 7 in providing HR support for 1,000+ employees. Assisted department supervisors and team members in assessing and resolving employee relations issues, as well as support for evaluating organizational structure and job design. Managed all aspects of payroll. Updated corporate policies and procedures, processed all new-hire paperwork, maintained relevant records and data, and administered open enrollment.HIGHLIGHTS:☑ Built and grew the HR department from the ground up; created a new organizational structure and job titles. Designed a staffing plan and budget to account for rapid growth (joint effort with owners and management).☑ Implemented a benefits plan within the company (previously non-existent), including group health benefits (medical, dental, and vision insurance), disability insurance, flexible spending accounts, life insurance, employee assistance programs, and 401(k) retirement plan options.☑ Oversaw the rollout of a new HRIS system, including local and international deployment (Paychex and REXX).

Managed a broad range of HR functions and activities, leading a diverse team of 15 and overseeing HR support to 1,500 employees. Provided support to the HR Director on staffing and recruitment. Planned and managed corporate sponsorships, trade shows, and recruiting events. Ensured 100% compliance with all laws and regulations.HIGHLIGHTS:☑ Achieved enthusiastic, above-average participation in a newly launched program by delivering a company-wide education program that earned across-the-board praise for presentation and program quality.☑ Created an Employee Manual as a reference for all company policies and expectations, ensuring full understanding from both management and non-management employees.☑ Played a key role in special projects and initiatives that included the merger of the business (onboarding 25 new team members) and external/internal audits of organizational accounting practices.