Human Resources Guidance• Mentor HR generalists on various HR topics and methods.• Assist in the development and maintenance of department policies.• Provide technical assistance in interpretation and application of state and federal laws and Department and state policies, collective bargaining agreements, procedures, and best practices relating to employment. • Advise and train agency management on setting acceptable performance standards and provide direction and guidance ensuring agency compliance with related collective bargaining agreements, policies, procedures and laws. • Advise and train agency on various HR processes and procedures, such as recruitment and selection, classification/compensation, corrective action policies, procedures and documentation.• Conduct workplace investigations to resolve complaints and other issues. Documents and summarizes findings, making recommendations as appropriate.Training Specialist • Provides training on a number of Professional Development and Human Resource topics.• Designs, develops, coordinates and presents annual multi-month, statewide learning and development programs, which may include Supervisor Bootcamp, Leadership Development, Professional Growth, etc. • Develop an awareness of how an individual’s style has an inspiring or de-motivating impact on others; • Connect individuals to his/her potential and unique talents. • Determines learning objectives, designs and delivers content to meet objectives taking into consideration a variety of learning styles and available approaches to accommodate them.• Creates curriculum, selects an environment, and a method of delivery that is conducive to active learning – paying specific attention to the diverse needs of the group and having an awareness of complicated group dynamics. • Tailors learning activities that encourage participation and engage the participants with the subject matter at an appropriate level (beginning, intermediate, or advanced)

Human Resources Guidance: • Assists in the development and maintenance of department policies.• Provides technical assistance in interpretation and application of state and federal laws and Department and state policies, collective bargaining agreements, procedures, and best practices relating to employment. • Actively works with and advises managers/supervisors in order to set acceptable performance standards and provide direction and guidance ensuring agency compliance with related collective bargaining agreements, policies, procedures and laws. • Advises and works with agency managers/supervisors on corrective action policies, procedures and documentation.• Actively participates in the grievance process and other personnel issues to include writing and editing documentation.• Conducts workplace investigations to resolve complaints and other issues. Documents and summarizes findings, making recommendations as appropriate.Research & Data Collection• Gathers, tracks and analyzes workforce trends and data; recommends operational changes where appropriate.• Researches external processes and emerging technology in order to incorporate best practices in Human Resources programs.• Researches employment and pay history to support agency decisions.• Performs research and analysis to identify current agency deficiencies, forecast future agency needs, and make recommendations to appropriate agency management. Recruitment and Selection: • Participates in recruitment and selection process. Responsible for posting, applicable advertising, managing application process, reviewing all selection materials, notification of applicants, new hire process, and post-audit review of recruitment. • Works with hiring managers to hire the best possible candidate and to ensure consistent recruitment and selection practices.

Division/system-wide human resource analysisIdentifies patterns across multiple HR services, analyzes and proposes systematic changes to division management.Researches best practices and collaborates with management to implement division specific HR systems, such as career ladders, compensation policies, and performance management systems.Conducts division-wide and agency-wide classification reviews to ensure consistency. Collaborates with other staff to define areas of agency discretion.Collaborates with other staff to research and analyze job code/salary survey issues and recommend solutions.Conducts organizational analyses in response to reorganizations and division service changes.Resolves problems such as systematic recruitment and retention issues and large classification grievances.Collaborates with other HR staff to recommend policies and practices to insure service consistency across divisions. Analyzes current agency policies based on day-to-day experience and recommends changes or new policies.Mentors HR generalists on various HR topics and methods.Provision of direct servicesConducts position audits, develops and updates job descriptions and classifies jobs.Responsible for daily administration of collective bargaining agreements and recommendations for contract language and improvements.Trains supervisors in various HR processes and procedures, such as recruitment and selection and classification/compensation.Advises managers on recruitment and selection process and procedures, methods and techniques and best practices.Assists divisions to comply with a wide range of rules, regulations and union contracts.Advises management on compensation solutions and individual compensation adjustments or problems.Develops training assignments for new employees when employees fall short of minimum qualifications. Administers FMLA including process, medical eligibility determination, and documentation.

• Provide exceptional customer service to clients in one-on-one appointments to assist clients in identifying and finding ways to overcome barriers by recommending classes, certifications, or further education.• Provide services to customers with highly diverse demographics - from the homeless and those with little education to people with multiple doctorate degrees.• Served as a point of contact for Job Service staff, job seekers, and businesses for navigating, using, and understanding how our MontanaWorks website; and the National Labor Exchange website; work.• Answered questions from employees and businesses around the state about HR laws, rules, and regulations including Wage and Hour Laws, protected classes in Montana, and the Montana Wage Payment Act.• Provide extensive and customized services to businesses across Montana for recruitment and retention of employees, both through Job Service and through the Job Service Employers Committee (JSEC).• Trained seven temporary staff on our policies, procedures, and culture, and provided continuous feedback on their performance.• Recognized for my ability to work with difficult customers by managing my emotions, listening patiently, asking them active and passive, open ended and yes/no questions, and showing empathy to their situations.• Have delivered “What Motivates Me” training to Job Service staff and businesses around the state to identify the specific motivation that drives them and their team members, and how to use that information to increase employee engagement and retention.

• Met with over 700 job seekers and Unemployment Insurance claimants to explain complex unemployment insurance claims processes and explaining Montana Code Annotated and Administrative Rules of Montana relating to Unemployment Insurance in a way that was easy to understand.• Administered a needs assessment in one-on-one appointments to assist unemployed clients in identifying and finding ways to overcome barriers to stable, long-term employment including classes, certifications, or further education. • Created individual employment plans to help job seekers manage their careers, using past work history, education, and the results of their Montana Career Information System interest inventories. • Interviewed program participants to ensure compliance with the unemployment division by asking open and close-ended questions, asking for clarification, and verifying I had written the correct information.• Provided intensive services to long-term unemployed job seekers by assisting with job search, labor market research using Career InfoNet, application materials, and mock interviews.

• Supervised over 20 call center team members including interviewing, hiring, onboarding, mentoring, ensuring they had the tools to complete their work assignments and that they were following policy and state/federal laws regarding federal student loans.• Worked with staff companywide on change management, identifying their roles now, what their roles could be, and identifying strengths/weaknesses, continued learning, how their skills transferred to other careers, and setting short and long-term career goals.• Developed and created customized reports for staff from new employees up to the CEO, CFO, and CIO to be used at staff meetings, board meetings, or in legislative testimony.

• Created user manuals and training documents for over seven Montana District Courts and over 40 employees on how to use new software and maintain compliance with Montana Code Annotated and Administrative Rules of Montana.• Traveled to and trained staff in seven District Court offices around Montana with over 40 employees on how to use software, including opening/closing court cases, scanning documents, assigning judges, and receipting in monies. • Provided software training and support to city, justice, and district courts throughout the state in person, on the phone, or through WebEx meetings.• Gathered feedback from users/staff to update training as needed, and recommended updates to the software based on user experience and/or city, county, or state laws.

• Solicited from lead lists and offered benefits of consolidation/loan origination• Answered questions regarding the all aspects of Student Loans• Handle all basic administrative functions including user account maintenance, reports and dashboards, workflows and other routine tasks• Serve as primary system administrator for the environment with 50+ users• Complete regular internal system audits and prepare for upgrades• Coordinate the evaluation, scope and completion of new development requests• Work with our institutional management team to establish suitable processes to support administrative, development, and change management activities• Assist in training of new users, and grow the Salesforce.com skill set across the organization

• Worked with children, grades 3 through 7, to keep them in school• Worked with Principals to identify at-risk students• Worked with student to identify and overcome school participation barriers• Case follow up to ensure plan is working• Networked with area service providers to ensure the family has what it needs

• Monitored up to 700 adult Montana offenders living in other states forcompliance with their Court ordered conditions of supervision• Communicated with local Parole/Probation officers, District Court Judges, County Attorneys, and victims• Continual communication with adult offender population• Tracked restitution and legal obligation of offenders• Wrote reports to the Courts on offender progress, both good and bad• Testified before the Court