Mj Gilfillan Email & Phone Number

Milwaukee, Wisconsin, United States

The Vice President of Human Resources maintains and enhances the organization's human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices.

Milwaukee, Wisconsin, United States

Oversee the strategy for managing the college human resources to support and achieve college goals. Maintain and promote a service-oriented Human Resources function. Serve as a campus-wide resource person on all employee related issues. Provide oversight of compensation, policies and practices, payroll, benefits, employment, employee communications, training and development, safety, and record maintenance.Responsibilities:• Manage and training Human Resources team of four• Advise on HR laws and practices, trends, and goals• Develop, communicate and interpret the company policies; maintain all administrative manuals• Oversee regulatory compliance measures including Inclusion, EEO/AA, FMLA, COBRA, Workers Comp, OSHA, Unemployment, ACA and HIPAA compliance• Strategic planning of people resources throughout campus• Manage the recruiting, screening, interviewing, selection, on-boarding, and termination process• Salary administration• Write and communicate policy to administer policies consistently and fairly• Oversight of employee benefit programs• Oversee bi-weekly pay cycles for staff, faculty, and student employees• Employee and labor relations• Negotiate and administer union contract covering maintenance employees• Participate in grievance resolution and negotiations• Direct and development of safety programs and training to promote safety and accident prevention• Oversee Worker’s Compensation Cases• Attend and participate in standing committees

Greater Milwaukee Area

Vice President of Human Resources maintained and enhanced the organization’s human resources by planning, implementing, and evaluating employee relations and human resources polices, programs, and practices.Responsibilities:• Maintained the work structure by updating job requirements and job descriptions for all positions• Established a recruiting, and interviewing program; counseling managers on candidate selection; conducting exit interviews• Prepared employees for assignments by overseeing orientation and training programs• Maintained a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions• Ensured planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; counseling employees and supervisors• Oversaw employee benefits programs; informs employees of available benefits; directing the processing of benefits• Ensured legal compliance by monitoring and implementing federal and state requirements; conducting investigations; maintaining records; representing organization at hearings• Maintained management guidelines by preparing, updating and recommending policies and procedures for employee handbook• Maintained historical human resource records by designing a filing and retrieval system; keeping past and current records• Maintained professional and technical knowledge by attending educational workshops; annual SHRM conferences; reviewing professional publications; establishing personal networks; participating in professional societies• Project lead for ADP and ABI software implementation including designing the infrastructure• Managed and researched COVID-19 requirements and implementation of necessary updates• Created and directed initiatives to promote education, inclusion opportunities, and belongingness inside the organization

Green Bay, Wisconsin Area

The Human Resource Manager was responsible for the day to day operations of the Human Resource Department. This position was directly responsible for the overall administration, coordination and evaluation of the human resource functions.Responsibilities:• Managed all aspects of recruitment• Implemented Applicant Pro and iSolved Payroll Workforce Management Solution software programs• Managed compensation and implemented structured compensation plan• Maintained a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions• Reviewed benefits administration and created benefits educational benefits fair• Employee relations• Training• Developed new employee performance reviews based on competences• Implemented new employee onboarding program• Rewrote several employee handbook policies• Affirmative action compliance • Employment law compliance• Wrote job descriptions including physical and environmental demands checklist for each job descriptionThis role served was a strategic partner to the leadership team. The Human Resource Manager was a link between management and employees by handling questions, serves as resource, interpreting and helping resolve employee-related issues.

Menominee, Mi

The Director of Human Resources and Operations was responsible for planning, directing, and coordinating the human resources and operations of ABS. Working with the management team, the position also contributed to the development and implementation of organizational strategies, policies, and practices.Responsibilities:• Employment law compliance• Developed, communicated and interpreted the firm policies; created HR policy manual• Developed new employee orientation• Wrote company job descriptions• Implemented recruiting program including implementation of skills testing form for plant employees including physical weld testing• Developed evaluation and performance management process for all levels of the organization• Created an employee performance improvement system• Developed and administered compensation and benefits program• Implemented a worker’s compensation plan and participated in safety committee• Implemented new payroll system• Worked on ISO certification committee• Played a key role in budgeting, controlling costs, and keeping the organization on track financially

Greater Milwaukee Area

Recruiter/Account ExecutiveI provided a consultative approach to recruiting top level talent and advising professional candidates on their next career opportunity.Extension is one of the fastest growing Staffing/Recruiting Firms in the Milwaukee area. Extension offers a portfolio of renowned SE Wisconsin companies. FOCUS: financial/accounting functions of corporations of various industries including manufacturing, financial services, professional services, etc.We found the best talent available by using research techniques and technology. Our client companies received total confidentiality, a selection of highly qualified candidates, and a search conducted with a real sense of urgency. The agency candidates received exposure to searches that they would not otherwise be aware of.

Milwaukee, Wi 53214

The Director of Human Resources and Administration was responsible for managing the administrative activities of the firm; implementing financial, personnel, and general administrative policies and procedures; executing partner decisions; and serving as liaison not only between partners and staff but also between committees within the firm.Responsibilities:• Led the organization’s human resources through organizational development• Developed and interpreted HR policies and procedures• Managed monthly financial statement analysis• Managed firm operations and processes• Served as counsel to managers for HR issues including performance, setting expectations, goal setting, and terminations• Managed positive employee relations that promoted satisfaction, retention and high employee engagement• Developed and managed recruiting/talent acquisition and retention • Administered employee benefit programs including insurance and retirement plan• Demonstrated expertise on employment law and all regulatory compliance including EEOC, FMLA, ADA ACA, worker’s compensation, and unemployment• Oversaw facilities management• Project lead on Star Practice Management software

Milwaukee, Wisconsin, United States

Collaborate with organizational leaders and their industry groups to create systemic change toward improving productivity and employee satisfaction through strengthening the firm processes and procedures. Responsibilities:• Organized Transition Task Force – promoted and facilitating regional organizational change initiatives• Prepared financial forecasting, analyze financial statements and general ledger, and assist with regions financial budgets• Established best practices for five Wisconsin offices, including expense report review, regional computer initiatives, office operations and HR procedures• Oversaw employee time and expense entry, team budgets• Managed collections and billing• Managed human capital and assist with implementation of scheduling software• Manage internal services team of twelve and oversee all operation functions• Assisted with implementation of File Trail record keeping system• Managed many regional projects and organize Transition Task Force• Managed facilities including to establish and oversee relationships with vendors• Planned the physical space of new building, meeting firm and associate needs

Milwaukee, Wisconsin, United States

Oversight of all human resource, financial and administrative functions for four Wisconsin region offices.Responsibilities:• Proven abilities in using my experiences and people skills to provide counsel, coaching, and support on talent acquisition, talent management, and leadership development• Worked to develop a culture of inclusion among all levels and teams to work together• Managed compensation and benefits• Develop, communicate and interpret the company policies; maintain all administrative manuals• Provided leadership to the Firm’s People Strategy – Attract, develop, reward and retain the best people for our organization and position the company as the Employer of Choice through awareness of policies• Managed and directed all aspects of employee recruiting process• Key player in the firm wide launch of a new and customized performance development process• Developed and administered programs for employee recognition which was designed to recognize exceptional and extraordinary efforts. Program also included employee engagement survey, analyze results, and implement action • Developed retention and exit interviews

Bs, Business Administration

School Of Continuing Education, 2012 Leadership Clinic Which Enhanced Leadership & Communication Skills

Education record

Continuing Education courses through webinars & MRA 2020 Michael Best, Employee Benefits Update in the COVID-19 Era; The FFCRA 2020 MB.