Experience

Georgia Department of Driver Services

• Government Administration
• 200 - 300 Employee

• SR. Human Resources Manager

  • Oct 2017 - Present

  Manages and directs assigned staff in the administration of human resources functions for the organization include, but not limited to staffing, recruitment, employee relations, and performance management. Evaluates assigned human resources staff, to include training motivation and corrective action. Attend monthly HR meetings with the Commissioner, members of the Executive and District Managers. Attend meetings on behalf in the absence of the HR Director. Create interview questions… Show more Manages and directs assigned staff in the administration of human resources functions for the organization include, but not limited to staffing, recruitment, employee relations, and performance management. Evaluates assigned human resources staff, to include training motivation and corrective action. Attend monthly HR meetings with the Commissioner, members of the Executive and District Managers. Attend meetings on behalf in the absence of the HR Director. Create interview questions and serve on internal and external panel. Debrief with the panel and make recommendations on suitable candidate. Counsel team members and compose narratives of the discussion. Investigate and draft memorandums based on various complaints made by the team member, such as EEOC, Sexual Harassment, supervisor and team member conflict. Counsel District Managers on progressive discipline to ensure fair treatment towards the team members. Establish and maintain effective relationships with and gain the cooperation of the Directors, District Managers, supervisors and subordinates on complex, controversial or sensitive issues. Works closely with the finance department on matters related to salary and position control Show less Manages and directs assigned staff in the administration of human resources functions for the organization include, but not limited to staffing, recruitment, employee relations, and performance management. Evaluates assigned human resources staff, to include training motivation and corrective action. Attend monthly HR meetings with the Commissioner, members of the Executive and District Managers. Attend meetings on behalf in the absence of the HR Director. Create interview questions… Show more Manages and directs assigned staff in the administration of human resources functions for the organization include, but not limited to staffing, recruitment, employee relations, and performance management. Evaluates assigned human resources staff, to include training motivation and corrective action. Attend monthly HR meetings with the Commissioner, members of the Executive and District Managers. Attend meetings on behalf in the absence of the HR Director. Create interview questions and serve on internal and external panel. Debrief with the panel and make recommendations on suitable candidate. Counsel team members and compose narratives of the discussion. Investigate and draft memorandums based on various complaints made by the team member, such as EEOC, Sexual Harassment, supervisor and team member conflict. Counsel District Managers on progressive discipline to ensure fair treatment towards the team members. Establish and maintain effective relationships with and gain the cooperation of the Directors, District Managers, supervisors and subordinates on complex, controversial or sensitive issues. Works closely with the finance department on matters related to salary and position control Show less



Fulton County Government

• United States
• Government Administration
• 700 & Above Employee

• HR Consultant

  • May 2017 - Present

  Responsible for revision of job descriptions and policies. Partner with the Chief Clerk of State Court and the Administrative Manager regarding positions and policies. Consult the HR management team with HR related matters Responsible for revision of job descriptions and policies. Partner with the Chief Clerk of State Court and the Administrative Manager regarding positions and policies. Consult the HR management team with HR related matters



Legacy Funeral Home

• United States
• Individual and Family Services
• 1 - 100 Employee

• Human Resources Generalist

  • Apr 2015 - May 2017

  • Responsible for all Human Resources, payroll and risk management functions • Responsible for recruiting and hiring employees including interviewing, pre-employment screening, job and salary offers and the documentation of new hire paperwork *Consult Funeral Director with organization strategies to enhance the functionality of the organization and business success • Consult Funeral Director with employee relations activities to establish positive employer-employee relationship… Show more • Responsible for all Human Resources, payroll and risk management functions • Responsible for recruiting and hiring employees including interviewing, pre-employment screening, job and salary offers and the documentation of new hire paperwork *Consult Funeral Director with organization strategies to enhance the functionality of the organization and business success • Consult Funeral Director with employee relations activities to establish positive employer-employee relationship and promote a high level of employee morale and motivation • Respond to employee inquiries regarding company policies and other HR related matters Show less • Responsible for all Human Resources, payroll and risk management functions • Responsible for recruiting and hiring employees including interviewing, pre-employment screening, job and salary offers and the documentation of new hire paperwork *Consult Funeral Director with organization strategies to enhance the functionality of the organization and business success • Consult Funeral Director with employee relations activities to establish positive employer-employee relationship… Show more • Responsible for all Human Resources, payroll and risk management functions • Responsible for recruiting and hiring employees including interviewing, pre-employment screening, job and salary offers and the documentation of new hire paperwork *Consult Funeral Director with organization strategies to enhance the functionality of the organization and business success • Consult Funeral Director with employee relations activities to establish positive employer-employee relationship and promote a high level of employee morale and motivation • Respond to employee inquiries regarding company policies and other HR related matters Show less



Fulton County Government

• United States
• Government Administration
• 700 & Above Employee

• Sr. Human Resources Business Partner

  • Jan 2009 - Apr 2015

  *Served as second in command to the Chief of Staff of Administrative Services *Consulted executive leaders on organization strategies, employee relations, workers' compensation, performance improvement plans, disciplinary matters, performance management and tracked all activity *Investigated, researched and composed position statement(s) on behalf of the Clerk of Superior Court in response to grievances and EEOC complaints *Provided HR policy guidance and interpretation to all… Show more *Served as second in command to the Chief of Staff of Administrative Services *Consulted executive leaders on organization strategies, employee relations, workers' compensation, performance improvement plans, disciplinary matters, performance management and tracked all activity *Investigated, researched and composed position statement(s) on behalf of the Clerk of Superior Court in response to grievances and EEOC complaints *Provided HR policy guidance and interpretation to all employees as it relates to payroll, Workers' Compensation, FMLA, FLSA, Workers Comp, Medical Leave, Unemployment claims and employee relations *Partnered with legal counsel in responding to legal claims *Partnered with the County Manager's audit team in revision of the Personnel & Regulations manual *Partnered with benefit vendors and communicate open enrollment and monitor the process to ensure all associates have coverage *Counseled Associates on policies and procedures *Reviewed, modified and composed departmental policies and procedures *Facilitated and supported performance appraisal process; including counseling managers, offering calibration assistance and providing quality control on all submissions before final approval *Responded to DOL requests, attend hearings and/or conduct conference calls *Created in-house manual and trained new employees on organization policies and procedures and registered them into the Kronos Time & Leave Management system (Onboarding) *Provided guidance and input on workforce *Managed HR associates to ensure day-to-day processes, payroll, and hiring goals are met and offering process is efficient *Developed new job descriptions and class & compensations *Facilitated and served on internal/external interviewing panel *Collaborated with executive team & made recommendations on hiring, promotions, demotions and termination of employees *Created & distributed exit surveys and analyze results

• Sr. Human Resources Generalist

  • Feb 2001 - Jan 2009

  • Responsible for recruiting exempt and nonexempt employees; reviewed applications and interviewed applicants to match experience job related requirements • Processed FMLA requests and informed the employee of their leave balance and rights in accordance to the Federal guidelines and updated the medical file accordingly • Processed payroll for an organization of 200+ exempt and nonexempt employees • Ensured compliance with I-9 in accordance to the federal regulations •… Show more • Responsible for recruiting exempt and nonexempt employees; reviewed applications and interviewed applicants to match experience job related requirements • Processed FMLA requests and informed the employee of their leave balance and rights in accordance to the Federal guidelines and updated the medical file accordingly • Processed payroll for an organization of 200+ exempt and nonexempt employees • Ensured compliance with I-9 in accordance to the federal regulations • Administered mandated and voluntary referrals to the Employee Assistance Program • Served as the liaison between the department and the Kronos vendor and trained the employees, mid-level supervisors and executive leadership team on the time and management system • Responded to questions regarding personnel policies, procedures and state and federal guidelines • Conducted exit interviews upon separation • Maintained agency personnel files for active/inactive employees of the department and destroyed in accordance to the retention schedule * Audited personnel files to ensure pertinent documents are in compliance with County, State and Federal regulations