HUMAN RESOURCES PROFESSIONAL PROVEN LEADER & CATALYST FOR CHANGE
Accomplished Human Resources Professional with expertise in establishing HR departments and functions, and building high-performance workforces that deliver positive, measurable impacts on the organization's bottom lines. Strength in recruiting, employee relations, payroll, benefits administration, compensation structuring, legal and compliance functions, and staff retention; in designing and implementing operational efficiencies that assist in achieving cost optimization; and in establishing strong relationships, across organizational levels, to improve productivity. Advise and advocate for employees while upholding the best interests of the company.
Grievance Investigations & Conciliations *Team Building & Leadership
Staff Training & Development
Policies, Procedures & Practices
Job Description Development
PHR * HRCI: Diversity, Conflict Resolution, PR Management, Workers Compensation RTW, Health Care Reform, Employment Law * FMLA, FLSA, ADA.
Monarch * HRIS systems including SAGE/ABRA software,PDI systems * ADP * Microsoft Office Suite.
HUMAN RESOURCES GENERALIST/ MANAGER01/2013 to 07/2015 MARBLE OF THE WORLD
Natural stone distributor throughout Florida.
50 plus employees) Building an outstanding workforce in a multi-unit company.
I consistently recruit and deliver training programs with a strong focus strategic planning, employee relations, conflict resolution and working proactively, progressive discipline documentation and DOL expectations, performance appraisals and employee engagement.
Topics include company culture, diversity, customer service, leadership and safety.
I have implemented a HRIS system and process weekly payroll, administer benefit plans, develop training materials, programs and a tracking system based on feedback from supervisors and managers.
Continuously provide guidance, advice and support to all locations on regulatory, policy and labor issues.
Created job descriptions and employee handbook to ensure all employees understand company expectations.
HUMAN RESOURCES MANAGER01/2012 to 01/2013 AGRO TRADE AMERICA
International investment group planning to establish retail stores throughout Florida.
160 plus employees) Designed HR initiatives in alignment with the goals of an international corporate team engaged in the rapid expansion of a line of grocery stores throughout South Florida.
Managed the recruiting/staffing function with a strong focus on resource planning and talent management.
Ensured all new hire onboarding and employee relations were handled with the utmost quality.
Provided guidance and advice to management team on regulatory, policy and labor issues.
Established and implemented recruiting and training strategies which ensured all stores were fully staffed and all staff were fully trained prior to opening.
Streamlined recruitment processes which resulted in the creation of high-potential candidate pipelines and the elimination of reliance on employment agencies.
Partnered with operational leadership to design store staffing models to keep labor hours and expenses at a minimum while maintaining quality and service standards.
Oversaw development and implementation of a Training Center used for operational training of store and distribution staff.
Training resulted in significant contributions to business results and process improvements including receiving, end of day closing, and shrink.
HUMAN RESOURCES MANAGER01/1998 to 01/2012 PETR-ALL PETROLEUM CONSULTING CORP. / EXPRESS MART CONVENIENCE STORESDeWitt, NY
Convenience store corporation with retail locations throughout New York State.
600 plus employees) Recruited to establish and manage a corporate HR department serving three businesses and at 62 convenience stores.
Startup functions included: employee relations, recruiting employees at all levels, including food service; creating employee classifications; developing and implementing all HR policies and procedures; researching and implementing a streamlined HRIS system; creating an employee handbook, a safety training manual, and an alcohol, lottery and tobacco sales handbook; establishing drug-free workplace policies, and developing and implementing company-wide training programs.
Coordinated and trained staff and management in interviewing, hiring, terminations, promotions, disciplinary actions, performance reviews, safety, sexual harassment policies and procedures, diversity, benefits and progressive discipline.
Administered all benefits for all three companies, including life, medical, dental (three separate options of self-funded, fully-insured benefit packages), as well as COBRA, FMLA, Workers Compensation, and 401K for each of the Corporation's three companies.
Managed weekly payroll for 600 people.
Prepared all quarterly and annual state and federal tax returns.
Prepared annual HR budget.
Performed a broad range of legal and compliance functions, including identifying and communicating legal requirements and government reporting regulations affecting HR functions, consulting with legal counsel as required, and representing the organization at personnel-related hearings and investigations.
Advised management while working proactively on policies regarding EEO, ADA, compensation and benefits.
Served as 401k plan Fiduciary, managing the operation of the benefit plan in accordance with ERISA and DOL guidelines (e.g.: annual discrimination testing, 5500 filing), acting solely in the interest of plan participants.
Accomplishments: Contributed to company growth including the addition of 22 new stores.
Improved company profits and employee morale through creating a strong HR department which successfully combined corporate expectations and employee needs to achieve company goals.
Crafted a company culture that valued and treated staff as the company's greatest asset, resulting in being able to attract and retain highly productive, dependable employees.
Created and facilitated comprehensive employee training programs, rewards and incentives that optimizedperformance.
Designed/implemented a performance review program based on competitive compensation and succession plans for employee advancement.
Reduced turnover, unemployment claims and hearings through instituting a progressive discipline plan providing employees with opportunities for resolving performance issues.
Decreased lost time and insurance premiums through devising a RTW program for staff on Workers Compensation.
Analyzed and negotiated benefit plans annually to obtain the most cost-effective programs.
Reduced accidents through promoting safety consciousness.
Provided safety training and motivated staff by instituting incentives and awards for safety and other areas of performance.
HR Generalist01/1994 to 01/1998 OnBank & Trust CoSyracuse, NY
B.SLe Moyne CollegeSyracuse, NY
SHRM (Society of Human Resource Management) * NACS (National Association of Convenience Stores)
- Continued -