Paula Ramirez Email & Phone Number

Tukwila, Wa, Us

Tukwila, Wa, Us

Mountlake Terrace, Washington, Us

Create and drive the strategies for the HRBP, Employee Relations (includes the policy and compliance functions), HR Vendor Management, and Learning and Development teams. Provide day to day leadership and coaching for 2 managers and 17 employees and manage the overall budget. Work closely with executive leadership in ensuring the development and implementation of strategic HR programs and processes including the creation of yearly people plans, internal movement processes, larger scale reductions in force, creation of competencies, refining the talent assessment and 360 processes and leading the redesign of the performance management process. Support and execute key enterprise wide HR initiatives such as the annual employee engagement survey, overall culture initiatives. Provide advice and counsel to executive leadership on employee relations issues, including exit strategies and negotiation of separation agreements. Oversee and partner with legal counsel (both internal and external) on all responses and negotiations of formal charges either via an attorney, the EEOC or Human Rights Commission, NLRB. Lead the redesign of HR policies and guidelines to ensure they support the ever changing needs of the business and create flexibility where possible.

Develop, build and execute an overall employee relations strategy focused on pro-active management of escalated and risky employee issues. This includes building a team of 3 employee relations consultants who manage the day to day escalated issues. Implementation of employee relations software to track and report on escalated issues, exit interviews and investigations. Utilize data to inform HR and business strategies. Created executive level reporting to provide insight into the more serious issues and trends that exist in the organization. Lead the development of HR policies and guidelines.Manage and work closely with external employment counsel, serve as direct liaison and process owner for all employment law related matters including litigation, mediation, management of EEOC and Human Rights Commission responses. Create and implement a variety of key HR processes such as the ADA accommodation process, management and visibility of OFCCP and Affirmative Action requirements, creation of new attendance, LOA and non-exempt time keeping initiatives. Executive level advisement and counsel on escalated issues including negotiation of separation agreements and transitioning executives.

Develop strong relationships with hospital business unit leaders and provide strategic support for various goals and initiatives. This includes learning the business and creating and implementing HR plans that outline the HR implications and measurements of success.Consult with and advise managers and employees on employment relations related conflict, coach managers and employees on how to address issues effectively and drive to solution. Coach and educate managers on organizational policy and practice as well as the union contract and ensure consistency of practice across client groups. Conduct investigations regarding alleged discrimination, harassment and retaliation. Serve as primary investigator for EEOC charges received across the the organization and represent Virginia Mason at EEOC mediation.Work closely with senior management on the annual Staff Satisfaction action planning process which includes partnering with other HR functions such as Compensation and Organizational Development to create and implement robust development planning processes, organizational design and effectiveness work and revamping of job descriptions and job leveling.Provide training for managers that include effective employment practices and laws, how to manage and improve performance, team building and effectiveness and conflict management. Partner with internal HR groups to resolve escalated issues around compensation, benefits, recruiting, FMLA and various leave issues, and serve as point person for the ADA interactive process.Review and provide feedback and coaching on employment actions including performance improvement documentation, disciplinary action and termination decisions.Serve on cross functional process improvement teams to implement standard work and processes to improve flow and decrease waste.

• Advise senior level managers, employees and Sr. HR Business Partners on a variety of employment issues including interpreting federal and state laws and company policies and procedures to ensure consistent and fair practices.• Serve as escalation point for conflict in the workplace. Recommend and provide training and/or mediation to assist in finding a solution. • Conduct investigations into allegations of unfair treatment and claims of discrimination and hostile work environment and provide recommendations and support for remedy. • Work closely with the business unit leaders and Sr. HR Business Partners to ensure HR solutions fit the goals and objectives of the business. • Manage reporting and analysis of employee relations activity for corporate groups. Partner with business HR leaders to identify employee relations trends and take proactive risk mitigation measures. Provide consultation to senior and executive level management.• Provide consultation and training for managers regarding employment practices and laws, performance management, harassment and workplace diversity, problem resolution, and team building.• Involvement in large-scale multi-location reductions in force including deployment of employee relations resources, rating & ranking, adverse impact analysis, notifications, and post-notification support. • Review, and provide feedback on disciplinary action and serve as final advisor on all terminations. • Consult with groups within the organization to resolve issues surrounding compensation, FLSA, FMLA/ADA, severance and unemployment issues.• Provide input and act as subject matter expert for cross functional projects that impact the employee population enterprise wide.

Mclean, Va, Us

• Developed relationships with business unit leaders to understand their current and future needs, assess any HR implications, and developed and implemented HR initiatives in support of achieving their defined goals and objectives.• Advised employees and managers on a variety of employment related issues including the performance improvement process, the interplay of federal and state laws with company policies and practices and mediation of conflict between employees and managers. • Conducted investigations related to discrimination, harassment and retaliation and was responsible for investigating and responding to formal EEOC charges. • Created and established across the organization the Employee Relations Roundtable to pro-actively train managers on employment issues such as FMLA/ADA, anti-harassment and anti-discrimination policies. • Subject matter expert for workplace violence issues across the organization. This included creating and training 5 teams across the country to respond to these types of unique issues and consult with the teams on very high level, sensitive cases. • Participated as the subject matter expert for workplace violence issues in senior leader meetings when discussing reductions in force. This included guiding them through identifying and creating risk mitigation plans for potential issues that may arise out of the lay off communications.• Assisted in recruiting efforts, this included sourcing and testing for incoming candidates and was responsible for addressing pre and post-hire background checks and screening issues.• Responsible for ensuring "Employer of Choice" status by developing programs for the employee population. This included contacting vendors, negotiating contracts, scheduling and communicating the programs to employees.

Farmington, Ct, Us

• Responsible for partnering with the site leadership and line managers to address and resolve a variety of employee issues related to both union and non-union employees. • Assisted in creating HR solutions to meet the goals and objectives of the business such as performance management, organizational design and employee engagement. • Coordinated and worked with shop stewards to hear and resolve employee disputes and participated in union negotiations with senior level management. • Recruited and sourced for full time, part time and temporary staff. • Processed all new hire paperwork and conducted new hire orientation. • Served as the point person for employee benefits administration including the short term disability program. • Acted as the Worker’s Compensation administrator and worked closely with the insurance carrier to ensure proper administration of claims and acted as company representative and participated in hearings of claims that were being challenged. • Lead the site safety committee and processed reports for OSHA reporting. • Certified in LEAN manufacturing principles and actively participated in numerous process improvements and streamlining projects. • Wrote and updated job descriptions and conducted compensation studies yearly. • Responsible for creating the weekly shift change schedule in accordance with the union handbook.