HUMAN RESOURCES MANAGER Resume Example

This is the largest automotive franchise across 2 different states.  My job responsibilities included the oversight of all human resource and payroll functions for over 22 dealerships across a total of 3 states.  

• I was able to improve the payroll functions and better automate and integrate our systems across all locations.
• Conducted an audit of all positions within the dealerships to ensure employees are properly classified in accordance with the FLSA.
• Implemented a program called Paperless Pay.  Which allowed us to eliminate printed pay checks.  And now it is web based.
• Recruitment: Responsible for the oversight of the recruitment for all the dealerships.  Ensuring that the appropriate on-boarding for new hires takes   place.   During my time at Gurley Leep, we implemented iCIMS recruitment and onboarding platform.
• Policies & Procedures: Responsible for updating the employee handbook to be compliant with all company policies, as well as all state and federal regulations.  The new handbook allowed for consistency across all locations.
• Benefits: The oversight of the entire benefits program was my responsibility.  And it was my responsibility to be the Project Manager for implementing a web based benefits platform (Benefits Solver).  This allowed for enrollments within the system, notifying terminated employees of their Cobra rights, and all other health insurance related items.  This system allowed for live feeds to our health insurance related vendors as well.
• Legal Compliance: Responsible for working with our legal counsel for investigation of EEOC charges, as well as investigation of internal complaints.
• Educated and advised employees on group health plans, voluntary benefits and 401(k) retirement plans

This is the largest automotive franchise across 2 different states.  My job responsibilities included the oversight of all human resource and payroll functions for over 22 dealerships across a total of 3 states.  

• I was able to improve the payroll functions and better automate and integrate our systems across all locations.
• Conducted an audit of all positions within the dealerships to ensure employees are properly classified in accordance with the FLSA.
• Implemented a program called Paperless Pay.  Which allowed us to eliminate printed pay checks.  And now it is web based.
• Recruitment: Responsible for the oversight of the recruitment for all the dealerships.  Ensuring that the appropriate on-boarding for new hires takes   place.   During my time at Gurley Leep, we implemented iCIMS recruitment and onboarding platform.
• Policies & Procedures: Responsible for updating the employee handbook to be compliant with all company policies, as well as all state and federal regulations.  The new handbook allowed for consistency across all locations.
• Benefits: The oversight of the entire benefits program was my responsibility.  And it was my responsibility to be the Project Manager for implementing a web based benefits platform (Benefits Solver).  This allowed for enrollments within the system, notifying terminated employees of their Cobra rights, and all other health insurance related items.  This system allowed for live feeds to our health insurance related vendors as well.
• Legal Compliance: Responsible for working with our legal counsel for investigation of EEOC charges, as well as investigation of internal complaints.
• Educated and advised employees on group health plans, voluntary benefits and 401(k) retirement plans

• This company is an international company, so I was responsible for all visa and immigration related items.
• I've participated in numerous inter cultural training sessions including at our corporate office in Aachen, Germany.
• Management: Responsible for all HR, Safety & Payroll functions.
• This includes budget/cost center accountability.
• Along with achieving departmental Key Performance Indicators (KPI's).
• I'm also a support person for other departments obtaining their goals as well.
• Responsible for insuring other departments stay within their approved head count budget for number of employees.
• Responsible for approval of all invoices assigned to the HR Cost Center in SAP.
• Responsible for the annual employee performance reviews as well as the 90 day evaluation period reviews.
• Recruitment: When I started with the company we had 72 employees and when I left we had almost 300 in Plymouth and with the acquisition of a company with locations in Los Angeles and Philadelphia, I was responsible for 550 employees.
• I was also responsible for the staffing of the Plymouth facility to include entry level workers, supervisors, managers, directors and executives.
• I've conducted numerous job fairs.
• I treat all employees with respect.
• My first job was in the Army and I learned about diversity, team work, and the value of each person.
• Policies and Procedures: This company had been in business since 2007 prior to my hire date in 2008, there were 3 previous HR Managers.
• So when I started there were basically no policies or procedures in place.
• I developed all of our company policies.
• This included our employee handbook, travel policy, perfect attendance and production bonuses.
• Along with numerous other policies such as guidelines for visitors, light duty RTW policy, vacation policy and job bid/selection policy.
• Performance Management: I implemented a web based Performance Management System (Review Snap).
• This allowed for 360 degree feedback and goal setting.
• As well as performance review and evaluation.
• This allowed our employees and managers to more effectively communicate with each other and understand what is expected of them.
• It was my responsibility to develop the personalized templates, based on each job description.
• 401k: I was also responsible for the administration of the program along with the annual 401k audit and the year-end census.
• This included the merging of 401k plans with the acquisition of the company which was mentioned previously.
• Workers Comp and Safety: Implemented a light duty return to work policy.
• Responsible for submitting claims to the workers comp carrier and management of the claim.
• Implemented a functional capacity evaluation test and grip strength test with input from our occupational therapist on what is needed to do the job.
• Responsible for writing the job safety analysis for each position.
• Also responsible for maintaining the OSHA Log and monthly reports.
• Responsible for working with our finance department to obtain quotes for annual workers comp insurance renewal.
• Developed a comprehensive safety manual with all our written safety policies and procedures in place.
• Implemented on-line access to our SDS (formerly MSDS) with a company called KHA.
• Training: Coordinated training as necessary for supervisors and managers in OSHA Compliance, Management Skills for 1st Time Supervisors and Project Management.
• New hire orientations to cover all required OSHA plus food safety training.
• This includes food defense, GMP's and HACCP.
• Due to being a food manufacturer we also did post offer background checks, reference checks along with the physical and drug screens.
• Coordinated training with local colleges for Basic Welding Classes, Employment Law and Remaining Union Free training.
• Implemented a program called Training Manager so each employees training records could be electronically maintained.
• Assisted with the migration to Alchemy as our training program.
• Participated in customer and third party audits of our HR functions.
• Benefits Administration: Responsible for annual employee census and open enrollment.
• Also responsible for maintaining all on line benefit enrollments/terminations/deletions (AFLAC, medical, dental and vision).
• Implemented an employee benefits website.
• Payroll: Responsible for working with our Executive Group to implement a pay for performance bonus program.
• Responsible for approval of expense reports for all employees in Concur which is linked to our ADP Pay Expert Payroll System.
• Worked to resolve General Ledger issues with our IT department as the expense report entries were being done manually.
• Responsible for the oversight of the biweekly payroll and making correct decisions on the payroll items.
• I was also the payroll back up person.
• Conducted training sessions with department managers on how to use the ADP EZ Labor Time and Attendance System.
• Implemented access for all employees to ADP's I-Pay system for on-line review of the employees pay check stubs and W-2's.
• While employed there I was also the project lead for implementing ADP Workforce Now, complete with the latest HRIS system available.
• Project Management: Although it was outside of my responsibilities in HR, I was given the task of handling the office remodeling/relocation project.
• This had been assigned to someone else, they were unable to get the task up and running, so I was given 3 weeks to accomplish this by our CEO as we had new employees that we had hired.
• This was accomplished within the 3 week time frame.
• Legal Compliance: Responsible for working with our legal counsel for Visa applications and Green Cards.
• Responsible for investigation of any and all internal complaints whether it was a claim of sexual harassment, pregnancy discrimination or race discrimination.
• If there was a legal issue or potential legal issue, I would have to handle the investigation and all follow through from beginning to end.
• In the past, I've attended EEOC mediation sessions for issues which occurred prior to my hire.
• When necessary, responsible for handling all downsizing to include severance agreements and stay agreements (where appropriate).