Human Resource ConsultingWe provide comprehensive and personalized human resource consulting services to fit your budget. Ourexperienced team will advise you on human resource practices necessary to achieve your business objectives and ensure regulatory compliance.We work with companies of all sizes to make sure you have the tools to succeed. Because each business has unique needs, we developed our services accordingly.Our flexible service options are listed below.HR Concierge (value add)• A call-in service available to clients to answer HR-related questionsProject Work• Human resource assessment• Develop and review company handbooks• Job descriptions• Employee surveys• Compensation studies• Management and employee trainingRetainer and Recruiting• HR retainer services• HR consultant placed in-house• Recruitment – provide a dedicated recruiter for your business

Originate and lead HR practices and objectives that will provide an employee-oriented; high performance culture that emphasizes empowerment, quality, productivity, and standards; goal attainment, and the recruitment and ongoing development of a superior workforce. Responsible for the development of processes and metrics that support the achievement of the organization's business goals. Directly responsible for the overall administration, coordination, and evaluation of the HR function of the organization which has multiple branches and over 110 FTE. This includes formulating and administering policies and procedures for the Human Resources (HR) Department and recommending policies and practices to management. Manage the Human Resource Information System (HRIS) which includes timekeeping, benefits, talent management, scheduling along with completing bi-weekly and bonus payrolls. Manage and oversee the recruitment and hiring of employees for the organization. Manage day to day activities related to FMLA, disability & other employee leaves. Assist and advise managers about HR related issues. Negotiate and/or procure benefits with insurance providers to provide a variety of benefits to employees and the best value in rates relative to coverage levels. Manage, develop, and facilitate training provided to employees & supervisors on New Employee Orientation, Supervision & Leadership, FMLA, Workers’ Compensation, Temporary Light Duty Assignments and Human Resource Policies & Procedures. Collect and provide data for compensation decisions. Supervised 1 HR employee. Key Results:• Updated position descriptions for employees and in doing so created a standardized format which included essential duty information along with bringing them into compliance with standards.• Implement a new computer-based learning software & implemented a new HR/payroll software. Both of which create efficiencies in the daily tasks in HR.*More included on resume.

Coordinate and supervise the daily operations of the Human Resource Department. Advise staff, employees and applicants on regulations related to pay, benefits, employee relations, recruitment and human resource management. Coordinate the daily input and monitoring of vacancies into the HR system and necessary follow up tasks needed to fill vacant positions. Manage day to day activities related to FMLA and other employee leaves. Manage, develop and facilitate training to employees and supervisors on New Employee Orientation, FMLA, Workers’ Compensation, Temporary Light Duty Assignments and Human Resource Policies and Procedures. Facilitate KPERS retirement and disability claims for employees of the agency. Develop ad-hoc reports from data base sources and create presentations in PowerPoint. Collect and provide data for budget preparation. Supervise 3 HR employees.Key Results: Updated Human Resources records for tracking positions and vacancies to a format which allowed for better manageability of information, ability to plan for budgeting of salaries and time efficiencies. Brought facility into compliance with State of Kansas timekeeping procedures. Trained supervisors and other selected professionals on recruitment procedures and interviewing techniques to ensure EEO guidelines are adhered to and qualified individuals are selected for employment. Fostered a work environment for continuous change and encouraged HR employees to continually seek ways to create efficiencies in the performance of their duties.

Manage the church’s administrative and business affairs, and provides staff support to individual volunteers and committees, especially Finance Committee, Personnel Committee, and Buildings and Grounds Committees. This includes managing correspondence, scheduling rooms for church and community activities, and serving as the primary contact to church members and the public. Work as a part of a link to a community resource for families in need (i.e.: food vouchers, gas and lodging assistance and additional resources to victims of fire, financial difficulties, etc.) Manage bookkeeping of church including accounts receivable, accounts payable, payroll and monthly reporting for church board.

Coordinate and supervise the daily operations of the Human Resource Department. Advise staff, employees and applicants on regulations related to pay, benefits, employee relations, recruitment and human resource management. Coordinate the daily input and monitoring of vacancies into the HR system and necessary follow up tasks needed to fill vacant positions. Manage, develop and facilitate training to employees and supervisors on New Employee Orientation, FMLA, Workers’ Compensation, Temporary Light Duty Assignments and Human Resource Policies and Procedures. Ensures compliance with Joint Commission HR standards. Facilitate KPERS retirement for current employees. Develop ad-hoc reports from data base sources and create presentations in PowerPoint. Assume duties of HR Director in his/her absence. Supervise between 3-5 HR employees. Key Results: Reworked new-hire orientation program to streamline the process and create efficiencies in the time which was spent with new employees. Updated Human Resources records to move from a less efficient method of tracking positions and vacancies to a format which allowed for better manageability of information and time efficiencies. Facilitated the process of switching required employee training from a paper format to a computer based training module for both new employees and required annual training. Maintained 100% compliance with Joint Commission standards related to Human Resources.

Coordinate employee evaluations and timekeeping documents, maintain employee schedules and employee use of time records, maintain log of patient grievances, transcribe meeting minutes, memos and letters, track budget of allocated funds on each program, create presentations in Microsoft PowerPoint, and co-chair on a committee for procedure review, distribution of patient satisfaction surveys.