Serves as internal Sr. Human Resources Consultant, working closely with assigned cohort of departments’ leadership teams to implement Human Resources programs focused on attracting, retaining, and motivating staff to their greatest potential.Lead one HRBP directly. Provides counsel and guidance on all HR matters, serving as a single point of contact for leaders. Partner with County Unions to interpret contracts and provide quality employee relations. Promotes organizational effectiveness across all County departments by advancing leadership teams’ understanding of the HR business value to department operations. Advances departmental leadership effectiveness through coaching, advising, connection to training opportunities, and bringing best practices to light. Utilizes current Countywide and/or department specific software to complete assignments.Coordinates the workflow of staff in the delivery of Human Resources services to departments. Works closely with unit Managers to resolve issues. Supervise interns or support staff as assigned.Launched HR Engagement TeamHelped create and execute employee survey using Workday Peakon Tool for County's 5,000 employees.

HR Business Partner works with the business to provide strategic planning and support in aligning business objectives with team members and leadership, serves as a consultant on human resources-related issues, and drives human resources functional excellence, process improvement and organizational strategy integration.ResponsibilitiesAct as a business partner to supported business categories by providing guidance on business area restructures, workforce planning and succession planningCoach and develop leaders in key human resources (HR) skills and processes to elevate overall leadership skills, such as recruitment and selection, coaching, performance management, compensation and salary administrationMay be assigned duties as a Team Relations Specialist. (Employee support)May participate in the development, implementation and communication of HR policies and proceduresLead team meetings within the appropriate business partners to align on strategies intended to achieve business objectivesMaintain in-depth knowledge of legal requirements related to day-to-day management of team members, reducing legal risks and ensuring regulatory compliance (partnering with the Legal team as needed/required)Collaborate with appropriate team members to anticipate, assess and solve HR-related needsBuild partnerships across HR to provide value to leaders and team members that reflect the business objectives of the organizationMaintain an effective level of knowledge and awareness of the assigned business area's goals, gaps, culture and applicable data points

Lead a team that is responsible for recruiting, training and on-boarding Security Professionals for large automotive client in Michigan that employs over 600 Allied Universal employees. Direct reports include 2 Talent Acquisition Specialists, 2 HR Coordinators and 30 Site Managers.• Oversee and manage operational functions including recruiting, training, on-boarding, payroll discrepancies and grievances• Coach, counsel and develop personnel• Identify and develop specific recruiting strategies to ensure the team is building an ongoing, ready pipeline of qualified candidates to meet the company's hiring needs at all times. • Develop relationships and an ongoing partnership with Account Managers to develop strategies to pro-actively recruit and meet hiring needs• Develop a policy and metrics procedure for the recruiting process to build consistency and continuity, as well as ensure full utilization of all available resources.• Administer recruiting measures and provide analysis and recommendations for adjusting techniques and strategies to meet high volume targets. Includes completing weekly or monthly reports on hiring and effectiveness of recruiting sources.• Investigation of, response to, and documentation of employee complaints, including potential legal issues and EEOC charges and conducting focus groups.• Participate in employee retention and human capital management activities.• Support Regional HR Manager and Legal on sensitive investigations.• Assure compliance with programs being appropriately administered regarding licensing, I9s, leaves of absence, vacations, personnel file maintenance, status changes, performance evaluations, terminations, etc.

* Assigned to Pontiac School District• Provide guidance to assigned departments, schools and unionso Liaison with assigned Union Presidents on issues and collaborate on solutionso Work with Directors and Administrators on department needs o Training – Identify ways to improve skillsets and job opportunities within District. • Employee Engagement and Relations• Point of Contact – Employees first contact for any need or issue.• Discipline - Investigation, documentation and communication of outcome if deemed necessary.o Understand and communicate District Policy/Rule requirements to assigned employees. • Candidate Recruitmento Focus on vacant positions within the Districto Organize and run job fairs for all roleso Use of Indeed and other recruitment tools to identify candidates• Facilitate onboarding process with new employees including: reference checks, documents requirement by law/policy and all other new hire requirements of department (I9, Background Screens)• LASO –District point of contact for all fingerprinting o Facilitate Background process for State/Federal and special screenings as required• HR software point of contact to update employee database. • Act as payroll liaison between Human Resources and Finance for new hires, adjustments, and terminations. • Create and maintain Standard Operating Procedures for HR department. • Provide information/assistance to assigned employees regarding health benefits programs, open enrollment, employee leaves and compensation. • Monitor, understand and communicate FMLA/ADA requirements and issues to assigned employees. • Administer the evaluation process for assigned employees. • Compile and analyze HR data for reporting to ensure compliance.

Onsite at Flagstar Bank Headquarters - (Support other Midwest customers as needed)Extension of client HR functionso Recruitment, on-boarding, training, employee engagement and performancemanagement of Temporary and Direct hire employees.Employee Relations- Meet weekly with employees to answer questions and providesupporto HR: New Hire (I-9, Screens), Compensation, Payroll and Benefits needso New Hire Orientation and AssessmentsDiscipline Reviews - Employee scorecards and employment exit interviews/terminationRecruiting - Direct hire and Contingent workforce o Use of multiple sourcing tools to identify talentHR Business Partner - Responsible for continuously building and maintaining strategic partnerships with hiring managers by understanding their business, strategic direction, processes, and policieso Weekly meetings with hiring managers to identify current and future Hiring/HRneeds and discuss current employee performance.Reporting – Run weekly reports to review HR data and update stakeholders for reviewTechnology/Tools: Fieldglass, Microsoft Excel, Monster/Indeed

Central Program Operations Manager - Nov 2014-July 2017HR/Payroll/Contingent workforce/Independent Contractors/SOW • Managed a team of 7 Coordinators• Escalation contact for all team customers – MSP and payroll processing• Project Management - Implementations, customer requests, and training programo Technology training/ New Hire Training program creationo Salesforce.com – Created a new process for department to track time management• Reportingo Program health checks/business reviewso Financial reports - Actuals statements, billing/invoicingo Key Performance Indicatorso IC/SOW Management• Client Managemento Daily reports - Contractor lifecycle and financial/invoicingo Point of contact - Supplier and hiring managerso Training and Troubleshooting - Implementations and tool issueso Develop Service plans as customer needs evolve• Payroll Managemento Onboarding - Screens/hiring forms/offer managemento Timecard Management - Payroll and expenseso Contractor management- Human resources supporto Compliance – Audits and compliance laws• Employee Managemento Interview, train, and supporto Scorecard/performance reviewo Program Reviews - Operations presentationso Salesforce.com – Performance monitoring/escalationsOperations Coordinator August 2013 - October 2014Vendor/Client Management • Project Management- Create project plans and supplier training• Reporting- Supplier and Financial Reporting (Microsoft Excel, Ariba, PeopleSoft)o Compensation Analysis-Employee rate and spend managemento Provide supplier management- Reports and communications • Client Accounts: Kimberly Clark, KraftRecruiter/Operations Coordinator – Full Desk/Project Based April 2010 - August 2013• Full-cycle recruiting and placement - Interviewing, hiring, on-boarding • Utilized CareerBuilder, Indeed, Internal ATS systems, and local government sites• Knowledge and implementation of compliance and benefits• Industries: Healthcare, Manufacturing, IT

• Project and People management • Employee training program creation and implementation * Based out of Corporate Headquarters in Human Resources department