Senior Human Resources Manager resume example

Directed up to 250 union employees for federal contracts across multi-sites. Delivered Human Resources and Business Leadership to site management on matters relating to Recruitment, Payroll processing, Benefits Administration, Worker’s Compensation, Health/Safety training. Initiated changes to business processes, job roles, organizational structures.

Project Management

• Developed from conception to implementation functional communication programs to include new hire orientation, HR policies/compliance, career/management development, and job skills training programs.
• Designed and implemented in-house ADP Self Service and HR Portal system to ensure a more efficient way of transmitting employee and manager transactions to Corporate.
• Developed new online employee benefits enrollments to replace all paper benefit enrollment forms.
• Trained 14 regions, managers, and employees on new systems which included ADP Workforce Now Self Service, HR Portal for all direct Nugate Group employees and UltiPro Self Service, HR Portal for contract employee’s reporting to our parent company J&J Maintenance.

Human Resources

• Counseled and advised staff regarding labor laws, collective bargaining agreements, and proper procedures for employment practices and wage administration.
• Ensured personnel policies, procedures, and practice compliance with all state and federal laws by managing IIP (Injury Illness Prevention Program), Risk Management Policy, and Violence Prevention Program.
• Subject Matter Expert (SME) for all areas of Leave Compliance and various state regulations. Reviewed and determined eligibility and availability of leave time for each employee requesting leave for FMLA, Worker’s Compensation, State, and applicable Corporate protections.
• Implemented new hiring process, and attendance and PTO (paid time off) policies within 3 months of hire that improved show-up rates and supported an enhanced employee work/life balance.

Human Resources & Recruitment Manager, Supply Chain

Spearheaded recruiting process for Distribution Center hourly and salaried associates. Executive member of Talent and Development team. Managed team of 2 Recruiting Assistants and 2 Senior HR Coordinators for HR/Recruiting processes.

Recruitment

• Managed full-cycle recruiting process for sourcing, interviewing, selection, background screening process and onboarding; onsite interviews, open houses; conducted new hire orientation presentations.
• Developed weekly recruitment activity reports for management, participated in weekly/monthly recruitment calls with hiring managers, and provided support to 3 Human Resource Directors.
• Stepped-in to manage JCPenney Distribution Center Recruiting in 3 months surpassing the average of 2 years.
• Met and exceeded hiring quotas by consistently and promptly recruiting qualified candidates for multi-unit distribution centers, interviewing, screening, hiring and onboarding 150 new employees per quarter.
• Reduced employee turnover 20% through implementation of new incentive programs and bonus structure.
• Diversity & Inclusion - Boost new hire diversity 35% by executing recruiting plan in partnership with Latin and Asian communities.
• Facilitated Behavioral-based Interviewing workshops for warehouse Managers/Supervisors.

Employee Relations

• Reduced human error 90% and streamlined reporting procedures by implementing the new business process as a key contributor.
• Headed employee performance management process, including measurement methods, training, and schedules.
• Conducted confidential investigations of complex employee issues and recommended courses of action with effective resolutions that applied knowledge and understanding of company policies, HR guidelines, and employment laws.
• Documented employee investigations and interviews related to harassment, discrimination, and inappropriate
• Behavior complaints.
• Advised organizational leadership on performance and behavior concerns, including recommended coaching and corrective disciplinary actions.
• Enabled positive working relationships and recommended policies and programs that supported positive employee relations and legal compliance by directing and coaching staff at all levels on policies.

Human Resources

• Developed company policies and advised staff within all company levels on legal compliance policies and procedures, and matched benefits and compensation programs consistent with organizational values.
• Oversaw the weekly disbursement of Atlanta Logistic Office payroll using Workday Payroll System (entailing garnishments, benefits, and taxes for more than 800 employees to assure compliance with federal, state wage, and hour laws.)
• Monitored intermittent FMLA leave of absences for changes to eligibility and documented accrued sick and PTO time.
• Developed from conception to implementation functional communication programs to include new hire orientation, HR policies/compliance, security, career/management development, job-skills training programs.
• Defined and implemented HR strategies that supported key organizational initiatives by partnering with executive leadership.

Delivered administrative support to 2 senior vice presidents and CIO for the global IT organization. Conducted employee and contractor onboarding process, including completing/processing paperwork, setting up technology, and policy and procedure communication and training.

• Address internal employees’ IT-related issues and requests, follow up with employees on open incidents and requests, and document support efforts in the service desk systems.
• Subject Matter Expert (SME) for Coppell IT office regarding FMLA, ADA, Worker’s Compensation, and ensuring all leaves executed within compliance of state and federal law, as well as company policies.
• Educate and advise Managers and Employees to ensure all are knowledgeable aboutcompany policies as it pertains to leave. This includes addressing potential patterns of abuse for intermittent time, 2nd opinion process, 30-day foreseeable rule, and re-certification.
• Advised senior leadership on performance and behavior concerns, including recommended coaching and corrective disciplinary actions.