· Oversight of the Compliance and Benefits Unit.· Lead a team of seven in providing timely and consistent customer service to employees in the areas of Benefits, Family Medical Leave, ADA requests, and Catastrophic Leave.· Plan, develop and implement policies, procedures, and training for strategic initiatives.· Develop and implement a comprehensive program for talent management, onboarding, career development, coaching, and employee relations.· Responsible for departmental budget.

Planning, implementing, and evaluating employee relations and human resources policies, programs, and practices. Develop organization handbook, job descriptions and staff training. Establish recruiting targets working with operations personnel to ensure we meet the strategic needs of our organization. Instituted an active recruiting strategy to address employee turnover challenges specific to a multi-location commercial cleaning company. Developed community connections to enhance the recruitment pool. Implemented CareerPlug software to assist in the recruiting process. Created and maintained job postings used to source candidates for full and part-time employees in multiple cities within the state. Processed employment applications, evaluated qualifications, conducted interviews and assessments, made hiring recommendations and conducted on-boarding process.Maintained HRIS and payroll systems. Completed payroll on a bimonthly basis for 140 employees.

As a member of the Chancellor’s Executive Counsel I am responsible for providing support to the leadership team and ensuring HR needs are considered in all strategic planning and policy matters for the college. Developing a strategic plan for the HR and Professional Development Departments consistent with the college’s strategic plan. Creating and managing annual HR and PDI budgets and successfully controlling costs of same. Current initiatives include developing and implementing the HRIS portion of the new campus wide enterprise resource system, Jenzabar EXi and leading the HR Department through the merger with the University of Arkansas System. Ensure consistent and equitable interpretation of policies, procedures and processes while leading the HR/PDI team of 7 in effectively driving all HR functions including staffing, compliance, benefits, safety, Worker’s Compensation, and employee relations. Travel between facilities.Serve as an internal consultant to the management team, supervisors, and employees on personnel issues. Collaborate with departments to establish conflict resolution training, procedures, and policy to improve employee performance and solve personnel conflicts as they arise. Counsel employees with work related problems. Conduct investigations of employee relations issues and resolve per law, or policy guidelines. Authorized terminations and/or disciplinary actions for associates and management alike. Represent the college at personnel related hearings and investigations.Reduced legal actions and unemployment costs by 60% through improved training for supervisors on personnel issues and supervisory skills.Provide HR reports and/or presentations to meet federal, state Office of Personnel Management and Board of Trustees requirements.

Developed the Assessment Center into a value-added recruitment tool for the campus utilizing sourced testing software, active recruitment, and collaboration with hiring managers. Evaluated position requirements, job responsibilities, compliance, current recruiting/sourcing, and selection process. Developed and implemented a program which removed non-productive time from supervisors in the recruiting process by providing pre-qualified and screened applicants that met or exceeded needed competency levels.Analyzed current practices, processes, standards, and issues to develop strategic initiatives designed to address areas of opportunity and achieve business objectives.Developed recruiting and staffing solutions such as establishing relationships with community partners, technical colleges and universities, active recruiting, referrals, job fairs and social media to provide a larger, more diverse, and higher quality applicant pool. Coordinated with marketing team to develop marketing campaigns designed to increase knowledge and awareness of UAMS as an employer of choice.Changed the recruitment paradigm of Hiring Managers by serving as a knowledge base and providing training on management, accountability, interviewing and current recruitment options and resources for sourcing candidates.Developed policies and procedures/training to ensure managers meet all legal requirements in the employment process. Provided Career Planning services to current and former employees.Conducted Fair Labor Standard Act audits. Provided talent acquisition and management of the hiring process for the internal temporary agency. Updated/introduced various employment forms and tools.

Assessed operational performance and devised targeted programs for departments within the organization to address identified deficiencies. Created learning and development strategies to assist managers in building quality teams.Developed policies, procedures and conducted training in the areas of Sexual Harassment, Workplace Violence and the Safety and Security Program.Provided training in new initiatives and competency building to all levels of the organization in a group or one on one setting to optimize learning opportunities. Conducted New Hire Orientation twice monthly. Responsible for location, producing/providing training documents, tracking attendance and compliance.Coordinated the Family Medical Leave Act and Catastrophic leave program for 4000 employees. Solicited committee members, coordinated information transfer between employees, their doctors and the committee, maintained records of findings and communicated those to the employees.

Provide Managers with guidance and direction through coaching and counseling to ensure effective store operations.Serve as point of contact for employees in the areas of employment, benefits, career counseling, and payroll.Prepare and deliver workshops to individuals and groups on a variety of topics including interviewing techniques, time management, delegation/follow up, customer service and goal setting.Successfully coached and promoted employees to supervisory and management positions.Ranked top five in the division for profitability, sales and shrink control 2005, 2006, and 2007.Experience in managing multiple projects simultaneously, including the ability to work under pressure, meet tight deadlines, and utilizing problem-solving skills to ensure projects met stated goals and objectives. Project managed the opening of 10 geographically dispersed locations in less than four years. Determine sales and payroll budgets for 12-20 store locations. Follow up weekly and monthly with managers to ensure budgets were met or adjustments made to meet those requirements.

Assessed operational performance for 12 store locations and developed strategies and training to positively impact areas of opportunity. Trained managers and staff in classes, workshops or individually to address employee development needs and goals.Selected to serve on a small team of Training Supervisors to develop a new operational training program. Determined category content, position competency requirements, developed training materials, measurement criteria and tracking devices. Established and managed regulatory documentation standards and infrastructure to ensure regulatory compliance.