Successfully manages HR function for three hotels in Tampa and Orlando.Advise managers on fair hiring practices and employee performance issues to reduce corporate liability.Provide HR guidance to management during acquisitions and hotel openings. Partner with newly hired Human Resources Managers to assist with processes/procedures. Successful in reducing the number of employee accidents and days out of work through improved training and incentive programs.Participate in Corporate feedback sessions for several programs before company- wide roll out (i.e. Workday, 4 Disciplines of Execution, Summer Internship programs).Continue to increase morale and GSI scores to some of the highest levels to date by instilling the importance of employee recognition, and ongoing Starwood Brand and Experience training.Manager of the Year - Dec 2014Human Resources Council - Jan 2014 and Jan 2015Starwood Certified Service Culture Champion - Nov 2013Starwood Certified Service Culture Trainer- Sept 2012

Recognition System - Developed and implemented programs to improve, recognize, and reward employee performance for over 10,000 employees. Employee Engagement - Supported Opinion Survey planning, administration, communicated results and action plans. Project Management - Supported process owners in implementing company-wide projects including: Recruitment Process Outsourcing, Onboarding, and Wellness.

Employee Retention - Designed and implemented employee incentive programs to increase productivity and reduce turnover. Conducted new hire orientations and exit interviews on a regular basis. Reviewed turnover reports with the management staff and made suggestions on reducing turnover. Employee Relations - Acted as a mediator, counselor, and facilitator in arbitrating disputes between employees and their supervisors and managers. Counseled and advised supervisors and management team; ensuring consistent, equal, and fair treatment to all employees. Benefit Administration -Responsible for benefit training to all new hires and handled all interactions with insurance carriers when making provisions to the policy and renewals. Regulatory Requirements - Ensured that the business is operating consistently within legal requirements in the areas of FLSA, FMLA, HIPPA, EEO, Workers Compensation, etc.

PromotedEmployee Relations - Handled associate issues and facilitated in-store resolutions according to The Home Depot's policies and procedures.Strategic Business Partner - Responsible for the local execution of all HR processes, programs and initiatives to ensure quality results that positively impact the business.Recruitment- Built relationships within the community to provide jobs while meeting aggressive hiring and placement goals to provide a diverse working environment.Regulatory Requirements- Stayed up-to-date and educated staff on state, federal, and local regulatory requirements in order to remain in compliance.Performance Management - Managed the review process to ensure within the company guidelines.Training - Handled all of the training initiatives for the store. Organized and trained classes at the District Office to newly promoted associates at all levels.JENNIFER M. MAHONEY

Regulatory Requirements- Traveled between 10 hotel properties to do regulatory compliance audits on state, federal, and local regulation requirements.Training - Developed an intranet page for employees to refer to for human resource information. Created and rolled out a new employee orientation program to the region. Employee Issues/Complaint Process - Investigated concerns, evaluated and offered possible solutions, provided advice, guidance, and direction in order to resolve employee issues/complaints.Pay System Administration - Participated in the implementation of pay structure changes and salary budgets in order to maintain a competitive pay system and retain key employees.Employee Orientation - Orientated and trained employees to familiarize them with the company and its policies and procedures in order to deliver quality customer service.Benefits Program Administration - Developed record keeping systems, initiated new hire benefits and record changes in order to facilitate benefits program changes.Employee Termination - Implemented a consistent and defensible process for dealing fairly with terminated employees in order to protect the company.