DENNY’S RESTAURANT DBA MADANI ENTERPRISE HOUSTON, TX Human Resources Consultant (Contract Position)HR Management & Policy ImplementationDeveloped and integrated HR policies and practices to support organizational design, performance management, and employee engagement. Prepared and supervised the annual Affirmative Action Plan (AAP) process. Conducted investigations in conjunction with legal advisors regarding EEO complaints to allegations of wrongful terminations. Continuously updated professional knowledge of related laws and regulations and suggested changes as necessary to senior management.Key Accomplishments* Developed and implemented two major Company Employee Handbook revisions.* Authored and distributed the company's first Supervisor Policy and Procedures Manual for use at all Locations.

Human Resource Manager (Contract Position)Provide professional HR support by delivering specialized consultation on key human resource areas, including employee relations, compensation & benefits, workforce planning, and performance management. Investigate HR challenges, such as employee relations and regulatory compliance issues; prepare and present strategies for improving operational efficiency and implementing HR best practices. Work closely with senior management to ensure compliance with policies, laws, and regulations; resolve complex issues through the implementation of thorough solutions. Manage employee LOA or FMLA by maintaining accurate records and suggesting appropriate recommendations.

Human Resources Manager• Led HR activities for manufacturing company; responsible for employee relations, performance management, recruitment, compensation, benefits, and employee development.• Established effective relationships with workforce and plant leadership to support business objectives and mediate during employee relation issues, including wrongful termination case. Select Achievements• Coached executive leadership regarding employee relations, compensation, benefits, wage vs. hourly, training, recruiting, workforce planning, performance management, and skill assessment. • Designed employee handbook and new orientation process, outlining benefits, company vision, and policies. • Trained two HR generalists to successfully lead new employee orientation.• Created performance appraisal document for yearly reviews; trained supervisor on appropriate utilization, compliance standards, and best practices.• Generated new job descriptions for eight positions, ranging from executive leadership to onsite personnel.

KBR, Inc., (Government Contract, (DoD) Houston, TX 2006 to 2009Senior HR Generalist Streamlined and optimized performance training and supervision of 16 HR staff members, oversaw completion of Employee Performance Appraisal System for 1,700 employees, and assisted 3K+ expatriate, foreign national, and local national Afghan employees on largest task order in Afghanistan/Rep. of Georgia Theater. Assigned special projects and investigations to HR staff members. Conducted complex investigations, served as interim HR Manager, interacted with all levels of LC III of Afghanistan. Key Accomplishments:• Established a uniform HR system across Afghanistan eliminating wage inequalities, creating new labor categories, and distinguishing between skilled and unskilled workers; executed new local and national compensation structure• Successfully accomplished submission deadline for theater-wide implementation of new local national database (LNDB) which served as a benchmark for all local national direct-hire employee data in Afghanistan; ensured efficient transition of future labor support service limited (LSS) execution in Afghanistan• Reduced Afghan local employee and EXPATs turnover by 20% resulting from a proposed large-scale training program• Processed promotions, demotions, medical leave and terminations with organization’s intranet database and SAP

HR Consultant/ Director 2003 to 2005Lead all Human Resources functions for a manufacturing company including employee and labor relations, performance management, recruitment, compensation, benefits, coaching management, training, and development.Ensure alignment of HR initiatives with plant and corporate objectives, build and maintain effective relationships with the workforce, and partner with plant leadership to support business objectives.Contributions• Oversee and manage all aspects involved with running the Human Resources Department within a fast-paced manufacturing company, successfully expanding and supporting the organization while adhering to company goals and policies.• Heavy emphasis on Employee relations and Employee Retention.• Represent the company in all EECO charges and unemployment issues and participate in quarterly claim meetings to review and discuss the aggregate report.• Successfully cut down EEOC Charges from 20 in 2003 to 1 from the year 2004-2005, this by establishing good working relationships with managers.• Create and implement HR programs, policies, and practices that include staffing, employee relations, performance appraisals, policy communication, salary planning, benefits, and legal compliance with federal and state law.• Recruit, hire, train, and motivate the HR staff of 5 employees, ensuring that all team members deliver information and services to internal and external customers in an effective manner. • Partner with senior management and department managers to provide guidance on employee relations and employment law practices. Recommend, implement, and uphold new and existing policies and systems that sustain a high performing sales and service culture. I was the Company chief negotiator in collective bargaining in the final step of grievance procedures preceding referral to arbitration, and in mediation and arbitration proceedings

HR Manager 2000 to 2003Implemented and administered HR strategies, including medical, employee benefits, attendance, payroll, and other related tasks. Organized and developed manuals and employee management handbook that addressed key HR issues with benefits, compensation, termination, and drug policies. Reported to COO and directly managed four employees. Collaborated with senior and mid-level management on all HR requirement issues and implementation of organizational policies and procedural changes. Ensured consistency in application and enforcement of policies and procedures and conducted frequent HR reviews to assess budgets.Contributions• Led crack team of HR professionals in directing start-up and operations of largest group of Burger King Franchises (consisting of 31 units with annual sales of $36M).• Saved company $345K by negotiating and securing contract for health insurance plan at lower employee cost with improved coverage.• Achieved drastically lower annual turnover rate (65%) for hourly workers than industrial average (117%) by providing innovative behavioral interviewing training to managers. Created employee incentive program that fostered retention.• Maintained success rate of 96% in resolving unemployment claims. Secured dismissal of seven EEOC investigations and two sexual harassment and two discrimination complaints.• Designed / drafted HR strategies for succession plan.• Created and facilitated niche seminars targeting all segments of 80-unit level management staff while organizing periodic HR presentations at district-level management meetings.• Received two compensation increases for performance.

Director of Human Resources / Training 1996 to 2000Served as senior member of core management team, reporting directly to CEO. Managed Payroll Manager and seven HR staff members while coordinating and implementing variety of HR policies and programs that supported organizational objectives. Researched, recommended, and monitored implementation of activities, programs, and policies designed to secure compliance with intentions of EEO laws. Held competency-based interviews and recruited / trained 28 multi-unit supervisors and 350 unit managers. Served as member of New Site Selection Committee. Stayed updated on changes in laws and completed specialized training on Justice Department regulations. Contributions• Instrumental in the reduction of management turnover from 51.2% to 23.9% and team member turnover from 158% to 78% since joining through a seamless approach with operations in creating and introducing a pre-screening tool, robust succession planning and reward and recognition programs, resulting in a more engaged workforce. • Commitment to retention and development plan to support reduction in turnover and engagement, through HR involvement in interviews, monitoring transfers, terminations in the first 30 days, Manager-in-Training breakfasts, and anniversary dinners. • Recruit and select talent for the field at all levels of management, including the support center staff. • Direct supervision of 2 Field Human Resource managers, Manager of Training, 3 Regional Training Specialists and 1 Corporate Recruiter. Management of HR administrative team, including but not limited to front reception, mailroom, HRIS reporting, LOA admin, insurance annual enrollment, unemployment claims, e-verify, personnel file management, store postings and payroll. • Review and update of all HR policies and procedures, employee handbook, and salary admin program and ranges