An energetic HR Professional who is a self-starter with excellent analytical, organizational and project management skills, and with experience in designing and developing programs that align with business objectives.
Communicates and collaborates effectively with all levels of personnel by relying on excellent interpersonal skills, outstanding customer service and a solid expertise in human resources management.
Detail-oriented who excels under tight deadlines, while anticipating and averting potential problems by proactively streamlining processes.
Highlights
Data Analysis
Excel with pivot tables
Full Life Cycle Recruitment
Applicant Screening
Design/Develop Hiring Process
Compensation Analysis
Applicant Tracking System Implementation
E-Verify Administrator
Talent assessments
Experienced HRIS System Implementation
Develop and Monitor Affirmative Action Plan
EEO Compliance
Government contracting
SCA and Ability One
SF86
Practiced in HRIS technologies
National Human Resources Association
Accomplishments
Designed and Implemented two Applicant Tracking Systems from a paper process to a fully seamless internet based ATS for Applicant Stack and ADP
Developed current Affirmative Action Plan to decrease placement goals by 90% by data analysis
Implemented an ADP recruitment module to streamline recruitment and on-boarding
Experience
Talent and Hiring Manager/ Affirmative Action Officer, 07/2007 - Current Cargomatic – Savannah, GA,
High
volume full life-cycle recruitment to include recruitment, oversee hiring
process, community outreach and analysis for Northern Virginia’s premier
supported employment program at 24 AbilityOne Government contracts and four Rehab
Community Inclusion Programs.
Analyzed employment-related data and prepared required reports.
Developed creative recruiting strategies that met anticipated
staffing needs. Communicated the duties, compensation, benefits and
working conditions to all potential candidates.
Researched and recommended new sources for candidate recruiting. Research innovative
and effective recruitment strategies to promote effective practices that can
serve as benchmarks for retention.
Develop
outreach strategies designed to recruit a diverse targeted audience. Analyze
workforce trends to identify areas for targeted recruitment. Plan and conduct
recruitment and outreach activities.
Maintain all statistical data associated
including metrics with the recruitment of open positions ensuring timely and
accurate information processing.
Manage the Human Resources Staff to track
and complete all applicant information and ensure compliance. Oversee the
hiring process.
Create/Develop
relationships with diverse professional associations, organizations and
educational institutions to attract top candidates.
Collaborate
with staff to effectively implement outreach strategies designed to encourage
and foster a diverse and inclusive work environment.
Develop
and track workforce diversity recruitment and outreach strategies to monitor
and evaluate the impact of efforts to comply with Executive 11246 for
Affirmative Action purposes.
Serves
as the subject matter expert for recruitment and placement policy. Develop and
implement company-wide recruitment policies to attract and retain top talent.
Assembled, analyzed, and proofread required
documentation for presentation to hiring manager and executives for the new
application processing system.
Design
recruitment-related content for Didlake’s intranet and external websites.
Successfully
decreased Time-to-Fill open positions by 50%. Successfully staffed 7 new
and/or increased AbilityOne contracts to meet contract requirements scope of
work.
Successfully implemented internet based
Applicant Tracking System with Applicant Stack and a second conversion to ADP RM
Applicant Tracking. Implementation team member for the HRIS conversion to
Ceridian and conversion back to ADP within a two year period.
Implemented a full service Internal Talent
Community to the entire organization changing the employee posting experience
from paper to virtual.
Increased monthly viable applicant flow by
200% year over year. Streamlined staffing
and hiring needs through assessment process, to implement staffing models, career
fairs and partner with rehab agencies. Developed relationships with the Veteran
Community to include the Veterans Administration, transitional agents and
outside agencies supporting disabled veterans.
Human Resource liaison for secured contract
site in Washington, DC to include employee relations, engagement and corporate
resource.
Responsible for all regulatory reporting to
include VETS100A, EEO-1 and the Affirmative Action Plan as dictated by
Executive Order 11246.
Billing
Manager: October 2003 to July 2007; Human Resources Manager: June 2000 to
October 2003
Processed
full cycle billing. Prepared monthly reports, generated quarterly forecasts and
presented to the management team. Ensured compliance with account deadlines. Reduced
AR from 120 days to 30 days.
Human Resources Manager, 05/2000 - 09/2003 Noland Health Services – Lake Forest, AL,
Full
responsibilities for all Human Resources needs to employees to include:
Compensation and Benefits inquiries, Analysis, Policy Compliance Issues, Employee Relations, Labor Law inquiries, Training and Professional
Development and Terminations and Resignations.
Completed administrative process for
all new employees within HRIS management.
Business Office Manager, 1998 - 05/2000 Guardian Elder Care – Lewistown, PA,
Business
Office Manager (Human Resource and Accounting): 1998 to 2000; Two locations Prospect Heights, IL and Danvers, MA
Full responsibilities for all Human Resources needs to employees to include: Compensation and Benefits inquiries, analysis, Policy Compliance Issues, Employee Relations, Labor Law inquiries, Professional Development and Termination/Resignation.
Process all new hire paperwork required.
Oversee 90 day hiring and
training process.
Process payroll and maintain time and attendance.
Accounting
to include Accounts Receivable, Accounts Payable, Reporting, Budgeting,
Analysis, and Journal Processing.
Maintain all resident accounts including
posting, billing, and collections of any overdue balances. Prepare and process
all journal entries.
Maintain accurate account of all incoming potential clients using REPS Database System.
Created and implemented Wait List process.Assist with community presentations to potential clients.
Processed all required paperwork for move-ins.
Human Resources Manager, - Marriott Senior Living Services – City, STATE,
Full responsibilities for all Human Resources needs to employees to include: Compensation and Benefits inquiries, analysis, Policy Compliance Issues, Employee Relations, Labor Law inquiries, Professional Development and Termination/Resignation.
Completed administrative process for all new employees within HRIS management.
Worldwide leader in Hospitality and Service with Senior Living Facilities in multiple states.
Education
BA: Business and Communication, Expected in 2008 - Concordia University of Wisconsin - , GPA: Business and Communication
Associates Business Degree: Applied Sciences, Expected in 1991 - Clatsop Community College - , GPA: Applied Sciences
Interests
Leadership Prince William Class of 2013 - Community Outreach - SERVE - Scrapbooking - Gardening
Certifications
Professional in Human Resources (PHR) - Human Resources Certification Institute - HRCI since 2005
SHRM CP - Certified Professional 2015
Skills
ADP, Ceridian, Database integrity, Employee Relations, Full Life Cycle Recruiting , HRIS Implementation, Affirmative Action, Compensation Analysis, Job Analysis
Additional Information
Security Clearance -Favorably Adjudicated for TS - not on a need to know. (SSBI)
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School Attended
Concordia University of Wisconsin
Clatsop Community College
Job Titles Held:
Talent and Hiring Manager/ Affirmative Action Officer
