Tyrone Smith Email & Phone Number

Nashville, Tennessee, Us

St. Louis, Mo, Us

Partners with business unit leaders in order to align Human Resources practices with business strategyand proactively identify potential barriers to goal attainment. Provides counsel and support to leaders and/or associates in the administration of Human Resources policies and procedures. May provide resolution of employee relations and performance issues. Partners with business unit leaders in the process of performance management, associate engagement survey interpretation and action planning, patient satisfaction strategies, and identification of training and development needs in order to develop a business unit culture that supports achievement of objectives. Uses knowledge of Human Resources, legal, and regulatory requirements in conjunction with market best practice to ensure business unit compliance and competitiveness. Partners with business unit leaders in the process of performance management, associate engagement survey interpretation and action planning, patient satisfaction strategies, and identification of training and development needs. Works with managers to address and resolve employee relations issues. Facilitates managers' successful navigation through HR processes and systems. Collects and analyzes Human Resources data and develops recommendations and action plans to address issues. Supports the implementation of HR programs, communications, and initiatives.

Norwalk, Connecticut, Us

Provides support, guidance and/or consultative HR services to employees and managers in assigned business locations. Partners with site operations management to build coaching and training plans to meet business needs. Handles day-to-day HR needs at sites partnering with the Work Place Solution Center, HR Consultants, and other HR Business Partners. Provides HR services and support in one or more areas of human resources, focusing on employee relations. Areas of responsibility include HR policy/guideline interpretation, resolving employee grievance issues, new employee orientation, organizational and employee development, etc. May also act as a strategic business partner to assigned operating unit, including counseling senior management on people-related initiatives. Develops and administers proactive programs to reduce employee relations issues and address risk mitigation. Responsibilities include auditing the organization to identify potential compliance and employee issues, investigating formal employee complaints and making recommendations to resolve issues, and compiling statistical reports and information. Ensures that legal requirements are met in terms of employee related actions/practices to minimize exposure to liability.

Washington, Dc, Us

• Develop implement and advise employees and managers on new and ongoing HR initiatives to maintain a sound employee relation environment. • Responsible for creating the disciplinary/adverse action correspondence, grievances, and appeal letters in accordance with Federal regulations and negotiated agreements. • Responsible for researching and responding to MSPB case filing, and Unfair Labor Practices claims filed by the local union. • Program administrator to provide managers and employees with information about the organization’s leave programs policies, procedures, and guidelines, when they are directly applicable to the situation. • Served as an active team member for Local Supplemental Agreement negotiations between the Local Union and Management. • Develop and implement training to management and supervisors on policies, procedures, and conduct of negotiations. • Responsible for coding of the Personnel Accounting Integrated Data (PAID) system completed actions for appropriate eligibilities, benefits, and pay. • Review, analyze, and submit monthly reports for processing/records and recruitment to recommend appropriate staffing numbers.• Provided feedback regarding performance appraisals affecting 3000+ to all levels of employees and management.

Philadelphia, Pa, Us

• Manage, coach and develop 7 direct reports on policies, procedures and business processes.• Project Manager for career progression program “CommCare” enterprise wide.• Lead, guide, and trained direct reports in administering written employee coaching, performance, and corrective action plans to meet or exceed compliance expectations.• Monitor, maintain and reviewed employees’ performance while providing direction and guidance in order to promote career/employee development.• Developed policies and procedures, and provided advice on the use of internal/external customer experience to include quality assurance, risk management, compliance, privacy, and decision making• Managed and Conducted internal investigations because of employee complaints of discrimination, harassment or other activities. • Responsible for managing employee relations concerns to promote a positive and successful business environment to both internal and external customers.• Responsible for ensuring the integrity of Workers Comp, FMLA, and Short Term Disability claims. (Document and analyze trends to successfully manage environment)

• Established positive associate relations by providing support on all HR matters including employment, employee relations, compensation, benefits, job assessment, performance management, training, counseling/coaching and terminations.• Supervise the staffing function to ensure accurate and legal selection of high quality candidates for positions. Recruited candidates for key management positions.• Manage the implementation of various human resources programs and activities (i.e., Positive Performance Management, Management Practices, Employee Recognition, and Peer Panel Review).• Conducted benefits overview training, faculty and staff new hire orientations• Provide advice to employees and job applicants regarding employment opportunities, and qualification requirements.• Managed employee relation’s climate by providing sound advice to management and employees in order to enhance the success of the customer’s business plan.• Responsible for conducting employee relations’ investigations.• Determined benefit structure for compensation (Exempt and Non- Exempt)• Maintain Workers Comp, Family Medical Leave Act, and Short Term Disability Files.• Respond to unemployment claims; represent company in unemployment hearings.