Successfully sourced, screened, and hired highly skilled IT professionals within strict timelines. Utilized various sourcing techniques including LinkedIn Recruiter, job boards, social media, and referrals, resulting in a diverse pool of qualified candidates.

Hired to manage a newly awarded contract with a Naval Shipyard to recruit and screen for some of their more difficult to fill positions including professional and skilled trades. Successfully transitioned to virtual recruiting events and platforms and subsequently led and coordinated recruitment events, including job fairs and tech networking sessions, effectively attracting top IT talent, including skilled veteran and civilian job seekers, and strengthening the employer brand.Modified and utilized Zoho Applicant Tracking System for candidates to register, upload resumes and answer skills assessment questionnaires. Managed the Advertising Account Executive who was responsible for the advertising and social media marketing plan. Assisted the team by negotiating pricing for both the recruiting and marketing efforts.The contract was renewed and later cancelled.

Rapid company growth drove the need for this large construction contractor to develop more formal and rigorous Human Resource processes. As the first HR Manager, I was responsible for:Creation of an Employee Handbook which consisted of over 60 pages that included detailed information on subjects ranging from Company History, AA/EEO and Compensation to Benefits and Work and Safety Rules and Regulations.Writing and implementing numerous Company Policies and Processes and implementing several processes to ensure compliance with government requirements regarding Affirmative Action, the Family Medical Leave Act, Families First Coronavirus Response Act, etc.Developing and implementing Supervisory Training that was conducted in stages and remained an ongoing process. This training gave the Supervisors the tools needed to confidently address infractions that involved attendance, work performance, safety, etc. As a result, employee morale improved, and the Supervisors experienced an immediate increased respect from the workforce.Revised the existing on boarding process and new hire orientation to significantly decrease the amount of time to complete it, which resulted in an increase in the number of participants per session, effectively increasing the number of employment candidates from an average of two per week to nine successful new hires weekly.Developed a recruiting plan to include visits to area high schools, vocational schools, and junior colleges to initiate interest in the electrical industry and initiated community involvement through local Chamber of Commerce activities.Selected and negotiated agreements with placement agencies to help support the increased need for staff to support an additional $45 million in contracts for 2020.A total of 110 Laborers, Apprentices and Electrical Journeymen as well as a few administrative and technical staff were hired once I developed and implemented an effective staffing plan.

Benefits Open Enrollment, Policies and Processes training and administration, Affirmative Action tracking, union avoidance, entire onboarding process, from recruiting to new hire orientation, investigations, terminations and RIF's. Successfully negotiated agreements with numerous staffing agencies. Heavily involved in the implantation of the Federation of Advanced Manufacturing Education program with local 2-year colleges to provide employment opportunities to advanced students while attending college and being trained to perform and produce with a safety orientated, lean manufacturing mindset. Coordinated in-house Job Fairs and attended offsite Job Fairs to increase awareness of the career opportunities Remington offered and to target those with preferred skills sets. For more details and responsibilities, please see resume.

As the only Human Resources representative in the Ardmore facility, I performed all H.R. related duties including time keeping and weekly payroll processing. I updated the Training and Personnel Records to comply with State and Federal guidelines while administering other programs such as LOA. Workers Comp, and New Hire Orientation. Negotiated new agreements with contract employee suppliers to not only improve cost, but also to have a more active presence in the workplace given that over 50% of the workforce was supplied by contract agencies. I also implemented typical moral boosting activities for the employees that had not been in place prior, such as the Company Christmas Party, Quarterly Birthday Cake and Conversation and a more caring Bereavement Recognition program.

During an active job search, I worked on a full time, temporary basis at TORCH TECHNOLOGIES and MTS where I provided assistance to the Human Resources Dept. in the areas of ISO 9000, Affirmative Action, Benefits, Recruiting and On-boarding new employees using Deltek, Costpoint 7, Cyber Recruiter and Microsoft Suite. I assisted the Receptionist by greeting and signing in visitors and collecting necessary documentation to approve and process travel and subsequent reimbursements for the employees.

Originally hired to manage the process of downsizing an overstaffed workforce in order to increase profitability while allowing for a planned increase in production. Once the new workforce model was in place, all of the established policies and procedures needed revising, with many new processes requiring complete redesign. Accomplished the goal within the 3-year timeline, effectively reducing the employee count from 110 to 45, through attrition, without interrupting the successful increase in productivity, from 75% to 135%. After the reorganization was complete, managed the Human Resources department and participated on the leadership team of 3. Responsibilities included:• Recruited, performed background checks, hired and trained all contract, full time, exempt and non-exempt employees. Maintained all personnel files and processed transfers and promotions.• Analyzed/conducted area wage and salary reports, surveys, workforce and labor market data to determine competitive compensation plans and made recommendations to owners concerning compensation and benefits based on developing business conditions. Conducted and resolved investigations regarding employee complaints and concerns and responded to EEOC charges and worked closely with legal counsel to support the Company during litigation. Conducted and resolved investigations regarding work related accidents and injuries and represented the Company during OSHA visits and responded to any charges while maintaining compliance with all state and federal and local regulatory agencies.• Wrote and implemented all company policies and procedures, provided advice and consultation to employees and management, to include coaching and counseling on performance management issues, conflict management, and interpretation of employment policies.• Chaired Safety Committee of Dept. Representatives. Meeting monthly to identify any safety and security concerns and potential causes for an accident or injury.

Maxxim Medical purchased this 10 year old, non-sterile medical packaging plant from a local businessman in Decatur, Alabama. I was brought in to reform the facility, equipment and staff to comply with state and federal regulations. Within a year the company was sold to Careline, Inc. My responsibilities included: Development and maintenance of Company Policies and Procedures, Recruiting and Staffing including all part-time, contract, full-time, non-exempt and exempt employees, Training and Development of all levels of employment, all OSHA recordkeeping and Safety and Security Procedures and Compliance Management.

Recruiting and Employment:• Recruited, performed background checks, hired and trained all temporary, full time, exempt and non-exempt employees.• Coordinated and implemented internal job transfers and conducted the process of all new hires including recruiting, interviewing, testing, education and background verifications, selection, job fairs, downsizing, etc.• Increased staff to support a three year, 65 million dollar major expansion of both the Huntsville and Anaheim, California DMI facilities designed to increase production capacity to 208 million discs per year.• In 1996 I increased employment from below 400 to 600 full-time and 200 temporary employees, within a two month period, to accommodate full capacity production.Safety and Security:• Insured compliance with all OSHA regulations by providing advice and consultation to employees and management.Quality:• Created and maintained all exempt and non-exempt level Job Descriptions and ISO 9000 departmental manual.Coaching and Counseling:• Administered all policies and procedures and provided coaching and counseling to employees, supervisors and managers with regard to interpreting company policies and state and federal regulation compliance.• Acted as H.R. Manager conducting investigations, performance appraisals, reprimands and terminations. Responded to EEOC charges and worked closely with legal counsel to support the Company during litigation.Compensation and Benefits:• Conducted industry wage and salary surveys. Researched and made recommendations with regard to compensation and benefits based on developing business conditions.• Assisted employees with benefits questions and verified coverage.Statistical Process Control:• Provided statistical data for management and production purposes including Staffing Reports.Training and Development:• Coordinated Supervisory Training in conjunction with UAH. Implemented Job Sharing and Cross-Training Programs to increase versatility of employee force.