Red Envelope Consulting is an experienced woman-owned company that thrives on seeing our clients go from chaos to clarity by providing fundamental HR services through partnerships, pursuing passions, providing possibilities and persevering through transitions.Why Red Envelope?Historically originated as a Chinese practice and other Asian societies, a red envelope or red packet is a monetary gift which is given during holidays or special occasions such as weddings, the birth of a baby or graduation as a symbol of good luck. The significance of a Red Envelope references a celebration in a new beginning of a life chapter with “good luck” in the journey.

Managing the day-to-day activities of the human resources department, including employee recruitment and training; employee engagement; benefits and insurance; legal compliance, as well as the daily operation of the Human Resources department staff. My role requires me to be an excellent communicator as I work with faculty, staff and administrators in a variety of human resources functions. A welcoming affect, approachability, flexibility, determination, creativity, patience, and the ability to manage multiple on-going projects are all essential characteristics for this role. I consistently must exercise confidentiality in a tactful, truthful and sensitive manner through delicate and sometimes difficult issues and maintain a balance of leadership, compassion and creativity in response to a variety of employment and employee relations situations. The ability to function as a team player while working with employees at all levels of the organization is critical. This requires the ability to balance serving the employees and the organization as a whole, seeking workable solutions to sometimes complex issues.

Strategic business partner, developing and driving business results throughout Determine's global organization. Equipping business leaders to drive change, growth, and development.

Strategic business partner facilitating organizational transformation in all ares: executive leadership, business initiatives, and cultural development. Responsible for local and international HR leadership in the following areas: Recruitment, benefits, employee relations, training/on-boarding, and leadership development for this growing software company.

Strategic business partner facilitating organizational transformation in all ares: executive leadership, business initiatives, and cultural development. Responsible for HR leadership in the following areas: Recruitment, benefits, employee relations, training/on-boarding, leadership development.

Built and developed HR Operations team for manufacturing and distribution center operations of rapidly-growing, 500-person, non-union food manufacturing facility experiencing 20% year over year growth. Leadership development and training, team dynamics, and organizational effectiveness characterize the tempo of the day-to-day at Heartland FPG. Fast pace, high growth, and change management fill each and every day from start to finish.

As Executive Recruiter with Milliner and Associates, I specialize in providing world-class talent acquisition services to Accounting, Finance, Human Resources professionals' placement with the top firms in Indianapolis. Over 14 years in Human Resources provides a solid foundation for understanding client needs and talent capabilities.

HR Consulting, Employee Relations, Recruitment/Staffing

Oil, Gas, Propane IndustryDeveloped business partner relationship for field and transport employees; coached management on complex employee relations issues.Provided on-site and remote support to 1,250 employees.Coached and developed all levels of the organization-entry-level delivery/driver staff through senior management.Labor Relations: worked with senior management to develop and implement strategy to improve union relations; assisted with contract negotiations.Partnered with senior management on company-wide OD restructure and succession planning to realign people with business goals. Worked closely with management to close a 130+ employee, two-shift Call Center. Retained 10% and transferred within company, provided 100+ with outplacement, service letters, referrals, job opportunities, severance packages and benefit continuation.Utilized Learning Management System in PeopleSoft to track training, course completion, development

Minerals, Mining and Processing DivisionSupported on-site and remote client base of 280 employees.Led the development and implementation team for Front Line Supervisor Train-the-Trainer program. Implemented and delivered supervisor training for entire organization. Developed business partner relationship for operations employees at all levels of organization; coached on various labor relations issues.Helped to improve the union climate by immediately getting MSHA certified and meeting face-to-face in the field. This approach won numerous friends. Reportable safety issues declined by 18% within 9 months.Labor Relations Project: worked with senior management to develop and implement strategy to improve union relations at union plant locations and maintain union-free status at non-union locations.Developed and implemented improved recruitment process for all operations positions resulting in increased bench strength for remote locations.

Gaming Systems Development & ManufacturingStaffing: Facilitated organizational growth of 20%. Developed and maintained highly effective strategic business partner relationship for all levels of manufacturing client group.Supported on-site client base of 650 employees including entry-level production staff through senior management.Coached and developed management on various employee relations issues, policy development and administration, strategic planning and execution for employee relations activities.Successful response to union organizing activity resulting in improved relationships between employees and management.Assisted with organizational implementation of SAP ERP system, including Training and Development tracking through LMS tracking tool in SAP.Heavy recruiting, EEOC, employee relations.

Local Government UtilityServed as primary point of contact for 145 employees.Staffing: staffed hourly and exempt positions to accommodate 5% attrition and 7% growth.Culture: implemented and facilitated company-wide enrichment programs including safety committee, employee monthly newsletter, monthly birthday celebration. Conducted all employee orientation.Benefits: conducted benefits enrollments; implemented annual benefits fair; conducted individual benefit meetings and open enrollment events.Maintained all Workers' Compensation and OSHA logs.FMLA: worked closely with medical and insurance providers, and employees to minimize lost time.

Area Manager (9/00-2/01)Managed three departments during peak season, which included all aspects of production, employee relations, and employee development. Maintained employee records, documentation, discipline and discharge and productivity standards. Implemented processes to improve efficiencies by 30%. Supervised six full-time direct reports, 19 indirect full-time and up to 75 seasonal associates. Coached and developed three associates into leadership roles. Developed 50% of associates into Tier II positions. Maintained turnover below 5%. Work closely with peers, associates, and senior leadership to improve efficiencies. Positive approach to coaching and counseling creating win-win outcomes.Human Resource Generalist (2/99-9/00)Established business partner relationship for full service distribution center employing 500 full-time and up to 700 temporary employees. Responsibilities included: management coaching and development, employee coaching and development, employee relations functions including environmental surveys, reward and recognition programs, conflict resolution, and worker’s compensation management. Associate advocate focusing on aligning people with the business objectives. Strong involvement in the tasks of the associates and managers in order to more effectively meet business needs. Organized training program for managers and associates that resulted in improved employee morale, job satisfaction, and increased productivity. Worked closely with all levels of team to focus on business objectives. Identified and employed proven and creative methods of recruitment and selection that resulted in improved retention and alignment of workforce and business culture. Established manager accountability for retention efforts. Organized employee communication committee, annual picnic, employee satisfaction surveys, barbecue dinners, reward and recognition programs, employee meetings, daily information sessions, and round table discussions.

Plastic Film Manufacturing Human Resources contact for 35-employee manufacturing facility.Supported all facets of employment including, recruitment, selection, orientation, termination, policy administration, employee functions, market wage analysis and payroll calculation.

Gaming, Hotel, Service FirmLed employment and benefit processing for 13-person HR Office supporting 2,000 employees.Supervised four employment representatives and one benefit coordinator.Responsible for all employment advertising and recruitment.Assisted with employee functions and some general employee relations.Supervised the benefit function-including leaves of absence, benefit processing, and orientation.

Labor relations coordinator, time and attendance tracking, labor contract interpretation, grievance processing.