Direct all aspects of Human Resources and Payroll activities for 300+ employees (union & non-union) with a $31 million annual operating budget and 4 direct reports.Strengthened relationships with functional departments, making HR a strategic partner in process development, staffing, training and employee relations. Implemented new ATS system which reduced time to fill by 15 days and reduced overall recruitment costs by 25%.Designed and developed behavior based interview questions for each position level within organization.Instituted a formal electronic performance management process that built performance accountability into all levels of the process which linked to strategic plan. Analyze current policies and procedures to develop new approaches to retention and rewards supporting continual growth and competitiveness while maintaining focus on the mission and strategic goals.

Strategic partner for Administrative, Community and Corrections programs totaling 1,200 managers and employees in 5 states. Manage team of 4, responsible for developing and implementing Human Resource policies, procedures, and programs in the area of benefits, rewards, and HR systems.Partnered with VP of HR to develop cost effective benefit plan designs, ensuring externally competiveness and compliance with ACA. Implemented company wide, results driven, wellness initiative which included biometric screenings.Oversee required external and internal reporting, such as summary annual, OSHA, and 5500 reporting.Implemented new Workers Compensation provider after successfully reducing modification factor by 30% with the introduction of a “Safety First” campaign.Directed the implementation of new online training system to assist employees with keeping current on CEU’s required by licensure and requirements set forth by Gateway’s accrediting body, Joint Commission.

Point of contact to investigate, and resolve complex personnel issues, such as employee grievances, sexual harassment, discrimination issues, EEO concerns and other work-related employee complaints and concerns.Manage Unemployment successfully reducing claim loss by 70% within a 1 year period, FMLA/ADA, Affirmative Action Planning (AAP) and Workers Compensation processes.Provide Human Resources expertise on new business proposals; recommend staffing strategies, employment law review and employment costs associated with new business.Spearheaded numerous wellness campaigns including smoking cessation, physical fitness and financial wellbeing.

Responsible for providing coaching, training and performance management of 130 staff and management at 9 locations throughout Chicago O’Hare International AirportManaged collective bargaining agreement to ensure compliance and consistent application in all locations. Liaison between Union and DFA. Co-developed training programs in Diversity, Communication, Sales and Product knowledge, completed training of all 130 employees, both management and staff.

Senior Human Resource Associate January 2003 – April 2004Interim Human Resource Manager (Director on Leave of Absence) August 2002 – December 2002Human Resource Associate December 2001 – July 2002Responsible for all ECCF Human Resource operations, including supervision of 3 staff members, and policy implementation in the absence of the Director.Responsible for information and referrals to managers and staff in a variety of areas including performance coaching, conflict resolution, discipline and termination/layoffsDeveloped and trained 60 supervisors on management principles and policies as they relate to Edgewood Center for Children and Families, ECCF.

Executed HR responsibilities for 40+ hires in a three-month period, including entry level, engineering and vice president positions. Executed all H-1b visa paperwork and worked directly with INS attorneys to ensure all paperwork was completed within proper timeline

Managed and trained teams of professional technical recruiters. Advised employees and managers on Human Resource practices and procedures.