Sandra Teague, Mba, Sphr, Shrm-Scp Email & Phone Number

Chicago, Illinois, United States

Lead the Human Resources team to support the company vision and position the organization for exponential growth. Identify innovative solutions to HR issues and execute effective change. Accountable for all aspects of people strategy including seamless integration of all of the different components of the employee life cycle. Lead the IT function and incorporate technology strategy to ensure an optimal employee experience. Create operational efficiencies through process analysis and design. Serve as a thought leader and advisor to senior leaders and the executive team.

Chicago, Illinois, United States

Worked with companies to identify and implement Human Capital and HR Outsourcing strategies that support their overall business objectives. The complexities of employment have never been greater: rapid federal/state/local compliance changes, employee expectations for a digital self-service experience, flexible hours and remote work policy demands, recruiting challenges and skills gaps due to an incredibly tight labor market, outdated performance evaluation methods resulting in quiet quitting, and much more. My team delivered reliable, knowledgeable, effective HR resource to support businesses not only as a trusted HR advisor, but as an employee facing contact, responsible for leveraging technology tools and managing the day-to-day people operations.

Lisle, Illinois, United States

Led the delivery of Human Resource services to nearly 150 companies with 8,000+ employees in 46 states. I led a team of more than twenty Human Resources, Payroll, and HRIS professionals delivering HR outsourcing, HR consulting, payroll processing, recruiting, HRIS support, and a hybrid mix of those services to our clients . By combining the specialized expertise of payroll, HR, tax, and system configuration professionals, we leveraged our HRIS platform to help companies improve their people operations. Nothing is more important than loading your company with top talent, but attracting and retaining that talent requires a compliant and well-organized onboarding process, flawless payroll output, employee services throughout the employment period, and a smooth and sensible exit plan for employees who are ready to move on. I drove our team to ensure these outcomes for our clients, and continually worked to improve our own operational methods and subject matter expertise.

Lisle, Il

Directed a team of HR Consultants who used their broad experience to provide client companies with HR outsourcing solutions, onboarding support, termination assistance, recruiting, employee handbook development, HR program audits, compliance instruction, compensation research, employee relations guidance, and more. I advised clients on how to leverage technology to better support their people operations: payroll processing, time and attendance, HRIS, and performance management. I also developed and secured new client relationships through needs analysis and consultative selling. I continuously worked to improve operational methods, assess project profitability, and worked to maintain a balanced staff workload based on both time and expertise.

Oak Brook, Il

Developed a suite of Human Resource and Payroll outsourcing services to meet the needs of small businesses. Created service delivery methods to engage with clients and their employees both remotely and on site as needed. Analyzed employment practices and recommended appropriate solutions that would support the business and fit their budget. Recruited and hired a team of six human resource and payroll professionals to provide client services. Secured over 100 client relationships. Managed all aspects of the business including accounting, marketing, sales, and technology and achieved ten straight years of profitable business results.

Chicago, Il

Worked with small business owners with 10 to 100 employees to help them grow their business. Focusing on purpose, people, process, and performance measures, I helped clients learn how to set their course and develop a plan for success. As a business advisor, I worked with clients primarily on business development and sales tactics. My responsibilities included training, advising, and mentoring business owners and their staff to help them focus on their market and close more sales.

Chicago

Responsible for building a sales team that could tackle the competitive downtown temporary, temp-to-hire, and direct hire staffing market. By designing a structured sales system that included lead tracking, pipeline analysis, targeted presentation materials, creative sales contests, and closing strategies, account representatives were well equipped and motivated to set more appointments, build relationships, and close more sales. I also enjoyed the opportunity to work with HR departments and hiring managers to analyze their overall staffing requirements. Based on those requirements, I collaborated with our recruiters to identify and place talent that met the position requirements and fit in to the company culture.

Bensenville, Illinois

Workforce, Inc. provided temporary and temp to hire labor to manufacturing and distribution companies seeking readily available, short term and long term supplemental labor. As President, I had profit and loss responsibility for an organization that included over $10M in annual revenue, an internal staff of 25 and three office locations. During my tenure, I sourced and implemented a payroll and employee tracking system to accommodate the processing of 600 to 700 paychecks per week, 50 worksite locations, and over 2500 employees annually. I oversaw recruiting operations including hiring and managing Job Coordinators, marketing efforts, application and screening methodologies, and applicant tracking. I also lead the sales team, developed marketing and sales presentation materials, conducted sales training, and provided support during the closing process. Workers Compensation, injury case management, unemployment claims processing, employee relations, harassment claims, and performance management were also my responsibility.During my tenure, I recognized that skilled industrial labor required a different recruiting approach than that being used by most staffing companies. Job postings, screening interviews, skills testing, and selection criteria needed to be more comprehensive and more client specific. I developed a cost effective methodology to conduct this type of recruiting, and built a separate business on it - Workforce Advanced Staffing. Within two years, annual revenue reached over $700K, and the organization serviced the needs of nearly 30 clients. The company was combined with and then sold along with its parent company, Workforce, Inc.

Mba, Marketing

Bachelor Of Science - Bs, Computer Engineering