Experience

Southwest College of Naturopathic Medicine & Health Sciences

• United States
• Higher Education
• 100 - 200 Employee

• Director of Human Resources

  • 2013 - Present

  Director of Human Resources: 2018 - to presentSenior Human Resources Generalist: 2013 - 2018Employee relations, employment law, compensation, benefits, HR systems, project management, employee engagement, diversity, and training.• Title IX Coordinator: coordinate compliance with federal and state discrimination and sexual harassment laws.• Employee Relations: resolve human resources related issues and concerns impacting the work environment. Advise and consult with managers and faculty on employee and human resources issues, policy, practices and compliance with state and federal regulations.• Policies and Procedures: foster partnerships and provide professional human resources services college-wide in an effort to positively influence organizational performance and results. • Compensation: develop compensation philosophy, conduct assessment of current pay levels for all positions versus market; develop formal market-based compensation structure; establish pay range for positions.• Research, collect and analyze data, produce reports and make recommendations to the management team for corrective action and continuous improvements



DHR

• Human Resources Consultant

  • 2012 - 2013

  Reliable and proactive support, direction and advice in all areas of Human Resources to campus management for multi-state ground and online campuses. Partner with campus management to communicate personnel policies and procedures.• Employee Relations: provide reliable and proactive support, direction and advice to campus management for multi-state ground and online campuses• Policies and Procedures: partner with campus management to communicate personnel policies and procedures. Coordinate development and implementation of policies and procedures; update and maintain employee handbook.• Benefits: administer benefit plans, initial enrollment, coordinate and conduct open enrollment and informational meetings, problem resolution• Job Descriptions: review and update job descriptions• Background Checks: coordinate employee and externship student background checks. • Compliance: maintain personnel records according to Federal and State guidelines• FMLA and personal leaves of absence • Reports: Compile required and requested reports



Anthem Education Group

• United States
• Education Administration Programs
• 200 - 300 Employee

• Human Resources Generalist

  • 2011 - 2012

  • Employee Relations for 23-campus post-secondary schools, providing consistent and proactive support, direction and advice to campus leadership. Partner with management to communicate Human Resource policies and procedures.• FMLA - Administer FMLA for all locations; provide consulting and support for employees and management to deal with FMLA • Workers Compensation - administer workers compensation for all locations; provide necessary reports and annual OSHA reporting• Research, collect and analyze data, produce reports and make recommendations to the management team for corrective action and continuous improvements• Maintain Human Resource Information records and compile reports from database • Coordinate and maintain employee recognition program• Assist in development and implementation of personnel policies and procedures; update and maintain employee handbook and policies and procedures manual• Maintain job descriptions• Generate departmental forms



Westcode Inc - A Unipart Rail Company

• United States
• Railroad Equipment Manufacturing
• 1 - 100 Employee

• Human Resource Manager

  • 2009 - 2010

  • Employee Relations – direct interaction, consultation and coaching at all levels of the organization. • Review and update personnel policies and procedures; update and maintain employee handbook and policies and procedures manual. Ensure federal and state compliance for personnel files. • Conduct FLSA compliance audit to ensure compliance with FLSA guidelines. • Administer benefit plans, initial enrollment, coordinate and conduct open enrollment and informational meetings, problem resolution • Responsible for succession planning, recruitment, staffing and new employee orientation• Maintain training records in compliance with ISO-9001 guidelines• Compile data in order to complete initial EEO-1 report• Complete company-wide I-9 Audit; reorganize personnel files to ensure HIPAA compliance• Conduct FLSA compliance audit - review job classifications to ensure compliance with FLSA guidelines • FMLA – administer leave eligibility, forms and maintain database to track eligibility and leave usage • Workers Compensation – First-Aid Responder, initial injury reporting to state and carrier, follow-up and coordination with carrier for medical billing, status and problem resolution, accident investigation, identify and conduct safety awareness training• Comply with Department of Transportation requirements for NY truck drivers



Connor-Winfield Corporation

• Human Resource Manager

  • 1993 - 2008

  Establish the Human Resource function for a multimillion-dollar privately-owned company recognized internationally in the telecommunications sector. Manage a team of 1 to 3 HR professionals. Ensure compliance with all Federal and State labor laws.Directed company growth from single-state location of 50 employees to multi-state location with 500+ employees by implementing strategic recruitment and staffing procedures.Proficient in COBRA, HIPAA, ADA, FMLA, Workers’ Compensation, OSHA compliance, IRS Section 125, ERISA, FLSA, benefits administration and ISO 9001.• Reviewed all jobs classifications to ensure compliance with FLSA guidelines • Created and maintained company handbook in compliance with applicable laws and regulations• Created departmental forms• Redesigned employee appraisal system• Negotiated and implemented ongoing enhancements to benefits package, including flexible health and dependent care spending accounts• Successfully coordinated and implemented conversion from in-house payroll system to Ceridian payroll system• Efficiently and fairly achieved 50% reduction-in-force over 2-year timeframe without incurring any discrimination lawsuits



Harper-Wyman Company (subsidiary of Oak Industries)

• Human Resource Coordinator

  • 1987 - 1993

  • Project Coordinator for conversion from in-house payroll system to Ceridian HRIS/Payroll system.• Administration and coordination of human resource function. • Recruitment/staffing of non-exempt and hourly employees• New employee orientation• Benefit and pension administration (40lk, pension, health, dental, disability and life insurances)• Affirmative Action Plan and Policies• Redesign Employee Recognition program • Project Coordinator for conversion from in-house payroll system to Ceridian HRIS/Payroll system.• Administration and coordination of human resource function. • Recruitment/staffing of non-exempt and hourly employees• New employee orientation• Benefit and pension administration (40lk, pension, health, dental, disability and life insurances)• Affirmative Action Plan and Policies• Redesign Employee Recognition program