Curtis H. Email and Phone Number

Responsible for leading the following human resources functions: compliance, compensation, performance management, employee recognition, benefits, retirement, leave of absence, employee relations, recruiting, HRIS, payroll, worker's compensation, policy development, and safety. Consult leaders on human resources initiatives, structures, processes and systems and develop processes, reports and initiatives to identify and address human capital issues and opportunities. Responsible for assisting… Show more Responsible for leading the following human resources functions: compliance, compensation, performance management, employee recognition, benefits, retirement, leave of absence, employee relations, recruiting, HRIS, payroll, worker's compensation, policy development, and safety. Consult leaders on human resources initiatives, structures, processes and systems and develop processes, reports and initiatives to identify and address human capital issues and opportunities. Responsible for assisting with the development and execution of the organization’s people strategy and translate the HR strategies into tactical and operational plans. Required to develop and implement tools to measure and report results against external benchmarks and internal goals. Required to prepare and manage to a $30 million annual human resources budget. Manage organizational risk by staying abreast of federal, state and local laws and industry regulations. Create and implement necessary organizational policies, directives, and procedures and monitor their effectiveness. Show less

Reported directly to the CEO. Responsible for designing and directing all aspects of the organization’s human resources policies, objectives, and initiatives in support of the organization’s strategic goals, specifically in the areas of; policy development, succession planning, talent management, change management, performance management, training & development, HRIS implementation, compensation strategies, and benefit design. Provided critical, strategic & tactical support for C-level… Show more Reported directly to the CEO. Responsible for designing and directing all aspects of the organization’s human resources policies, objectives, and initiatives in support of the organization’s strategic goals, specifically in the areas of; policy development, succession planning, talent management, change management, performance management, training & development, HRIS implementation, compensation strategies, and benefit design. Provided critical, strategic & tactical support for C-level executives by creating and executing people strategies and practices that were aligned with business objectives. Developed and implemented comprehensive compensation and benefit strategies to ensure the organization was competitive in the industry while being cost effective. Proactively created and executed staffing strategies to identify, attract, and retain high performing talent through effective use of recruiting resources. Ensured human resource operations complied with current applicable employment laws throughout the United States and foreign countries in which the organization operated. Provided guidance to executives and managers around all employment law matters, including but not limited to; immigration, OFCCP regulations, EEO, FMLA, HIPPA, ADA, ERISA, and FLSA. Show less

Accountable for providing strategic HR support to over 30 branches in multiple states for the First Aid and Fire Division at Cintas. Responsible for consulting the COO, two Vice Presidents, five Regional Directors and 30 General Managers in the areas of; performance management, workforce planning, succession planning, career development programs, compensation plan alignment, employment practices issues, and the roll-out of new HR initiatives. Performed quarterly location HR compliance audits… Show more Accountable for providing strategic HR support to over 30 branches in multiple states for the First Aid and Fire Division at Cintas. Responsible for consulting the COO, two Vice Presidents, five Regional Directors and 30 General Managers in the areas of; performance management, workforce planning, succession planning, career development programs, compensation plan alignment, employment practices issues, and the roll-out of new HR initiatives. Performed quarterly location HR compliance audits of personnel files, I-9s, payroll, driver files, and job posting files. Other areas of responsibility included but not limited to; benefits administration, leading new hire orientations, conducting follow up interviews & exit interviews, assisting with writing & reviewing corrective action documents prior to being administered, consistent interpretation and application of policies & procedures, conducting investigations and making recommendations on the appropriate action needed for a resolution, training compliance, Leave of Absence administration, Affirmative Action Planning, Worker’s Compensation Administration, OSHA compliance, payroll management, and facilitating involuntary terminations. Show less

Provided guidance, leadership and expertise in the management of Human Resources for multiple call centers, which included 45 members of the leadership team. Facilitated strategic planning which contributed to the development and achievement of the organization’s business objectives. Provided interpretation and communication of company policies and legal requirements regarding human resources issues. Counseled, orientated, and trained leadership team on the understanding and administration of… Show more Provided guidance, leadership and expertise in the management of Human Resources for multiple call centers, which included 45 members of the leadership team. Facilitated strategic planning which contributed to the development and achievement of the organization’s business objectives. Provided interpretation and communication of company policies and legal requirements regarding human resources issues. Counseled, orientated, and trained leadership team on the understanding and administration of company policies and procedures. Conducted thorough investigations in response to employee complaints and made recommendations on appropriate action to take in order to achieve a resolution and minimize risk to the organization. Identified and addressed turnover trends and developed initiatives to increase retention of current and future talent. Administered compensation programs and conducted both internal and external compensation analysis to ensure alignment with market trends to attract top talent and retain current talent. Assisted in job analysis, job evaluations, and performance management to ensure compliance with company guidelines. Managed the performance review process to ensure consistent administration for all employees. Developed and implemented accurate recruiting, staffing, and retention strategies that supported business objectives. Collaborated with recruiting personnel and other departments to assess the effectiveness of the recruiting process and made appropriate adjustments to attract and acquire the best talent possible. Provided training, guidance, and direction to the leadership team on all aspects of the recruiting process including: job descriptions, job postings, sourcing, applicant screening, pre-employment checks, offers of employment, on-boarding, SAP data entry, and record compliance with the FCC. Show less

Served as a strategic HR business partner and executed HR initiatives that help the organization achieve their objectives for multiple locations. Monitored and reported HR metrics including retention, turnover, worker’s compensation claims, etc. Coordinated all aspects of employment including orientation, employment eligibility, reference checks, pre-employment background checks, compensation and benefits. Anticipated talent needs and addressed them through proactive and effective recruiting… Show more Served as a strategic HR business partner and executed HR initiatives that help the organization achieve their objectives for multiple locations. Monitored and reported HR metrics including retention, turnover, worker’s compensation claims, etc. Coordinated all aspects of employment including orientation, employment eligibility, reference checks, pre-employment background checks, compensation and benefits. Anticipated talent needs and addressed them through proactive and effective recruiting, staffing, training, and succession planning. Responsible for consistent and effective application of company policies, management practices, and legal requirements. Addressed employee grievances with a first time resolution by making appropriate recommendations to the leadership team and following up with employees to ensure grievances were resolved. Handled all unemployment claims and represented the company in unemployment hearings. Investigated disputes by collecting information relevant to a specific case while protecting the confidentiality of all affected parties. Delivered training and coaching to the leadership team in key HR areas, including employment law, sexual harassment, ADA, interviewing, Title VII. Responsible for Sarbanes-Oxley payroll compliance which included file maintenance and retention. Ensured benefit & salary changes, were processed correctly and in a timely manner. Facilitated all involuntary terminations and exit interviews. Responsible for the consistent implementation of corrective action guidelines. Required to create and maintain files for personnel, DOT, safety, Worker's Comp, and HAZMAT. Show less