As the head of HR for Car Spa, Inc., I was responsible for leading and managing the HR functions and processes for a national car care retailer that offers high quality exterior soft cloth car wash, full-service car wash, and other car care services. I was in charge of:→ Developing and implementing HR strategies and initiatives that align with the business goals and objectives of Car Spa, Inc.→ Overseeing and streamlining the HR operations such as recruiting, hiring, onboarding, training, performance management, compensation, benefits, payroll, timekeeping, employee relations, compliance, and risk management.→ Leveraging HR technology and state of the art people practices to enhance the efficiency, effectiveness, and quality of HR service delivery.→ Maintaining the family friendly attention to employees that have made Car Spa a home to so many employees since 1999.→ Building and leading a team of HR professionals and collaborating with senior management and stakeholders across the organization.I demonstrated skills in time management, HR software, hiring, compensation and benefits, among others. I contributed to the operational strength and rapid growth of Car Spa in the current market.

As Acting Director of HR, reporting directly to the CFO, I was responsible for identifying and implementing long-term HR initiatives that support the business objectives and enhance the organizational performance, to align HR processes with business needs for a large and diverse workforce of 2500 employees across 20 multi-location operations in 4 industries.Some of the HR functions and processes that I managed and improved were:→ Recruiting: established key metrics and process improvement activities around recruiting, onboarding, personnel actions, benefit changes, timekeeping, overtime management, retention and retirement; moved HR functions from paper based to web-based, establishing ESS and MSS, integrating HRIS into the process and redefining HRIS as the system of record.→ Compensation Benchmarking: conducted and participated in compensation surveys and analyses to ensure internal and external equity and competitiveness; used data and models to develop and implement fair and transparent compensation structures and policies for the organization.→ Time Management: oversaw and streamlined the timekeeping and payroll systems and processes for the organization, ensuring accuracy, efficiency, and compliances.→ Training Management: You planned and coordinated the training and development programs for the organization, ensuring relevance, quality, and effectiveness.→ Employee Performance Management: facilitated and supported the performance management process for the organization, ensuring alignment, consistency, and fairness.→ Union Relations: managed and maintained positive and productive relationships with the union representatives and members; ensured compliance with labor laws and regulations.→ Integration and Offboarding: integrated acquisition companies into benefits programs, HRIS and HR policies; offboarded divested companies, both to new ownership and to plant closure.

I provided operational management, strategic guidance and functional leadership for the full spectrum of start-up HR operations, processes and programs for companies under 1000 employees. You were involved in various HR projects and activities, such as:→ Advising entrepreneurs and leadership teams on Human Resource issues, policies and procedures, strategic business initiatives and employee relations.→ Administering and evaluating the benefits programs, including financial analysis and program administration, evaluating and implementing options such as level funding, EPO, HSA, HRA, GAP Deductible plans, and ACA compliance strategies, while also ensuring ACA reporting and ERISA compliance.→ Managing HR projects from initiation to closure, including accurately predicting, monitoring and reporting project costs, time lines, tasks and issues that may impact the project goals to client or to internal senior management, as appropriate.→ Converting pay periods for a $19M company from semi-monthly, current, to semi-monthly 1 week in arrears.→ Reducing SUTA Rate by 35% over 2 years, resulting in a 15% reduction in taxes paid on $2.6M in wages.→ Reducing turnover and associated costs, from 49% in 2013 to 6% in 2017. This allowed for real manpower growth of 9% in 2017 rather than the previous replenishment rate of 35% in 2013.→ Implementing HRIS features in various systems such as ADP (150 ees), UltiPro (900 ees), PayChex (100 ees), PayCor (200 ees), ExponentHR (75 ees), SwipeClock (75 ees), Attendance on Demand (50 ees), and Paylocity (150 ees), among others. Modules implemented include payroll, timekeeping, on-boarding, performance management, and benefits management.→ Ensuring HR compliance, EEO, sexual harassment, ADA, FLSA, I9 audits, job analysis and role definition, internal and external equity assessments, compensation planning→ Developing and revising policy and procedure documents including handbooks, training and management guides.

→ Project Management: Predicted, monitored and reported project costs, time lines, tasks and issues that may impact the project goals to VP HR, CFO or senior management, as appropriate. Successfully completed several HR projects within the budget and deadline.→ Systems and Measures: Identified, developed and implemented systems and measures for tracking and reporting activities in vendor management, employee welfare, property management, security, and office logistics. Enhanced the efficiency, quality and transparency of HR operations and processes.→ Communication: Communicated new and revised policies, projects and programs throughout the company, to targeted groups and to individual staff members. Used various channels and methods such as email, newsletter, intranet, presentation, webinar, etc. to ensure effective and timely communication.→ Cost Savings: Coordinated land and mobile telecommunications cost savings efforts targeted at reducing spend from $12 million to $5 million. Negotiated with vendors, analyzed usage patterns, implemented new plans and policies, and monitored the results. Achieved a 58% reduction in telecommunications expenses in one year.

I was responsible for providing HR consulting services to 200+ client companies employing 7,500+ employees in diverse industries and of varying size. I was involved in various HR topics and issues, such as:→ Recruiting practices and hiring trends: I advised the client companies on how to attract and retain qualified and diverse talent for their organizations. You shared the latest trends and best practices in recruiting, such as using email, online platforms, referrals, etc. I also helped them design and implement effective recruiting strategies and processes.→ Interviewing: I coached the client companies on how to conduct fair and effective interviews with the candidates. I taught them how to prepare interview questions, evaluate responses, avoid biases, and follow up with the candidates. I also helped them improve their interviewing skills and techniques.→ EEO, employee relations, sexual harassment, employee theft and fraud, ADA, FMLA, FLSA: I educated the client companies on the HR laws and regulations that apply to their businesses and employees. I helped them ensure compliance, prevent violations, and handle any complaints or claims. I also helped them foster positive and productive employee relations and prevent or resolve any conflicts or disputes.→ Progressive discipline, orderly termination, compensation, and unemployment: I guided the client companies on how to manage the performance and behavior of their employees. I helped them establish and implement clear and consistent policies and procedures for progressive discipline, orderly termination, compensation, and unemployment. I also helped them deal with any challenges or issues that may arise from these processes.

As an HR Generalist at a Job Corps site, I was responsible for providing HR support and guidance to the employees and managers of the North Texas Job Corps Center, a contract through the DOL. I was involved in various HR functions and activities, such as:→ Employee Relations: I counseled employees and managers on employee relations issues, such as sexual harassment, EOE/AA, and disciplinary concerns. I helped them resolve any conflicts or disputes in a fair and respectful manner. I also ensured compliance with the HR policies and procedures of the Job Corps and the DOL.→ Hiring: I assisted with the hiring process of the Job Corps staff, including posting job openings, screening resumes, conducting interviews, checking references, and making job offers. I also coordinated the onboarding and orientation of new hires, ensuring they have the necessary training and resources to perform their roles.→ HR Software: I used various HR software and tools to manage and maintain the HR data and records of the Job Corps staff, such as payroll, benefits, timekeeping, performance management, etc. I also ensured the accuracy, security, and confidentiality of the HR information systems.I demonstrated skills in HR software, hiring, employee relations, among others. I contributed to the success and performance of the Job Corps staff and the center.