Kelly Alexandra King
SVP of Human Resources at St. Louis Development Corporation (SLDC)- Claim this Profile
Click to upgrade to our gold package
for the full feature experience.
Topline Score
Bio
Credentials
-
Diversity Recruiting
LinkedInOct, 2022- Nov, 2024 -
Emerging Leader
FOCUS St. LouisMay, 2019- Nov, 2024
Experience
-
St. Louis Development Corporation (SLDC)
-
United States
-
Non-profit Organizations
-
1 - 100 Employee
-
SVP of Human Resources
-
Apr 2023 - Present
Serves as the subject matter expert on the executive team. Collaborates with senior leadership to understand the organization's goals and strategy related to staffing, recruiting, and retention. Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization's human resource compliance and strategy needs. Administers or oversees the administration of human resource programs including, but not limited to… Show more Serves as the subject matter expert on the executive team. Collaborates with senior leadership to understand the organization's goals and strategy related to staffing, recruiting, and retention. Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization's human resource compliance and strategy needs. Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development. Oversees the effective use of HR technology and resources. Facilitates open enrollment and manages insurance vendors to ensure the appropriate levels of support to the team and or organization. Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management. Leads all HR aspects of these processes throughout the organization. Conducts research and analysis of organizational trends including review of reports and metrics from the organization's human resource information system (HRIS) or talent management system. Implements strategies for continuous improvement based on data from metrics. Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance. Consults with the organization's attorney when necessary. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management. Develops and manages departmental budget. Facilitates professional development, training, and certification activities for HR staff. Show less Serves as the subject matter expert on the executive team. Collaborates with senior leadership to understand the organization's goals and strategy related to staffing, recruiting, and retention. Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization's human resource compliance and strategy needs. Administers or oversees the administration of human resource programs including, but not limited to… Show more Serves as the subject matter expert on the executive team. Collaborates with senior leadership to understand the organization's goals and strategy related to staffing, recruiting, and retention. Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization's human resource compliance and strategy needs. Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development. Oversees the effective use of HR technology and resources. Facilitates open enrollment and manages insurance vendors to ensure the appropriate levels of support to the team and or organization. Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management. Leads all HR aspects of these processes throughout the organization. Conducts research and analysis of organizational trends including review of reports and metrics from the organization's human resource information system (HRIS) or talent management system. Implements strategies for continuous improvement based on data from metrics. Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance. Consults with the organization's attorney when necessary. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management. Develops and manages departmental budget. Facilitates professional development, training, and certification activities for HR staff. Show less
-
-
-
MGM Healthcare
-
United States
-
Hospitals and Health Care
-
100 - 200 Employee
-
Director of Recruitment
-
Jul 2022 - Mar 2023
• Designed and implemented full cycle recruitment procedures; assisted in developing employer brand. (26 Communities spread across Missouri, Iowa, and Oklahoma) • Created, posted, edited, and maintained descriptive job openings on various job boards and media for 100+ positions across all regions; fulfill an ongoing requisition caseload of approximately 15-20 roles. • Sourced, screened, and prepared candidates for various healthcare roles including but not limited to Administrator… Show more • Designed and implemented full cycle recruitment procedures; assisted in developing employer brand. (26 Communities spread across Missouri, Iowa, and Oklahoma) • Created, posted, edited, and maintained descriptive job openings on various job boards and media for 100+ positions across all regions; fulfill an ongoing requisition caseload of approximately 15-20 roles. • Sourced, screened, and prepared candidates for various healthcare roles including but not limited to Administrator, Director of Nursing, Assistant Director of Nursing, LPN, RN, and other key Management positions; scheduled interviews on behalf of hiring managers. • Established best practice recruitment protocols for all regions of the organization; provide advisement and training to team members regarding regional recruitment, screening, interviewing, and selection. • Reviewed industry recruitment trends and applicable labor legislation; evaluate and amend internal processes to assure best results to attract, capture, and retain candidates. • Input and update information in HRIS, ATS, payroll and/or other electronic databases. • Coordinate special hiring events including web-based or in-person job fairs as needed. • Reported on recruitment metrics including applicant numbers, sources, time to hire, retention/turnover rates, applicant quality, and candidate satisfaction. • Monitor and share online feedback regarding MGM Healthcare employment with HR leadership; provide follow up responses as directed. • Worked with center level HR Team to assist with other day-to-day operational needs or special projects as needed if center HR team was understaffed. Show less • Designed and implemented full cycle recruitment procedures; assisted in developing employer brand. (26 Communities spread across Missouri, Iowa, and Oklahoma) • Created, posted, edited, and maintained descriptive job openings on various job boards and media for 100+ positions across all regions; fulfill an ongoing requisition caseload of approximately 15-20 roles. • Sourced, screened, and prepared candidates for various healthcare roles including but not limited to Administrator… Show more • Designed and implemented full cycle recruitment procedures; assisted in developing employer brand. (26 Communities spread across Missouri, Iowa, and Oklahoma) • Created, posted, edited, and maintained descriptive job openings on various job boards and media for 100+ positions across all regions; fulfill an ongoing requisition caseload of approximately 15-20 roles. • Sourced, screened, and prepared candidates for various healthcare roles including but not limited to Administrator, Director of Nursing, Assistant Director of Nursing, LPN, RN, and other key Management positions; scheduled interviews on behalf of hiring managers. • Established best practice recruitment protocols for all regions of the organization; provide advisement and training to team members regarding regional recruitment, screening, interviewing, and selection. • Reviewed industry recruitment trends and applicable labor legislation; evaluate and amend internal processes to assure best results to attract, capture, and retain candidates. • Input and update information in HRIS, ATS, payroll and/or other electronic databases. • Coordinate special hiring events including web-based or in-person job fairs as needed. • Reported on recruitment metrics including applicant numbers, sources, time to hire, retention/turnover rates, applicant quality, and candidate satisfaction. • Monitor and share online feedback regarding MGM Healthcare employment with HR leadership; provide follow up responses as directed. • Worked with center level HR Team to assist with other day-to-day operational needs or special projects as needed if center HR team was understaffed. Show less
-
-
-
Boys Hope Girls Hope
-
United States
-
Non-profit Organizations
-
100 - 200 Employee
-
Training and Recruitment Director
-
Jul 2021 - Jun 2022
Work with the Vice President of People and Culture to develop a comprehensive and efficient recruitment process that is structured to eliminate barriers and enhance efficiency for the hiring process Complete detailed job scope conversations with hiring managers to determine position specifications Assist hiring managers through the course of the recruitment process as needed, including but not limited to the development of requisitions, review of job descriptions and resumes, development… Show more Work with the Vice President of People and Culture to develop a comprehensive and efficient recruitment process that is structured to eliminate barriers and enhance efficiency for the hiring process Complete detailed job scope conversations with hiring managers to determine position specifications Assist hiring managers through the course of the recruitment process as needed, including but not limited to the development of requisitions, review of job descriptions and resumes, development of interview questions, communication with applicants, and develop of recruitment timelines as needed Assist affiliates nationwide with timely review of applicants who have applied via the BHGH career website and outside resources Work with the Vice President and communications team to build and deploy effective recruitment marketing ads and campaigns specific to the job opening Work with the Network Headquarters team to help establish a strong pipeline of internal interests of team members, interns, collegians, and alumni Assist the Vice President of People and Culture in developing performance metrics to identify recruitment efforts and trends throughout the network Serve as a subject matter expert in Diversity, Equity, and Inclusion topics as it relates to community activities, training, recruiting partnerships, employee conversations, and investigations Show less Work with the Vice President of People and Culture to develop a comprehensive and efficient recruitment process that is structured to eliminate barriers and enhance efficiency for the hiring process Complete detailed job scope conversations with hiring managers to determine position specifications Assist hiring managers through the course of the recruitment process as needed, including but not limited to the development of requisitions, review of job descriptions and resumes, development… Show more Work with the Vice President of People and Culture to develop a comprehensive and efficient recruitment process that is structured to eliminate barriers and enhance efficiency for the hiring process Complete detailed job scope conversations with hiring managers to determine position specifications Assist hiring managers through the course of the recruitment process as needed, including but not limited to the development of requisitions, review of job descriptions and resumes, development of interview questions, communication with applicants, and develop of recruitment timelines as needed Assist affiliates nationwide with timely review of applicants who have applied via the BHGH career website and outside resources Work with the Vice President and communications team to build and deploy effective recruitment marketing ads and campaigns specific to the job opening Work with the Network Headquarters team to help establish a strong pipeline of internal interests of team members, interns, collegians, and alumni Assist the Vice President of People and Culture in developing performance metrics to identify recruitment efforts and trends throughout the network Serve as a subject matter expert in Diversity, Equity, and Inclusion topics as it relates to community activities, training, recruiting partnerships, employee conversations, and investigations Show less
-
-
-
Pansophic Learning
-
United States
-
Education Administration Programs
-
100 - 200 Employee
-
Training and Development Manager
-
Jul 2019 - Jul 2021
Handle talent acquisition and recruiting for all centers across 7 states (Michigan, Colorado, Washington, Ohio, Virginia,Florida,North Carolina). Created tool and a framework to enable achievement of critical diversity initiatives. • Single point of contact for employees and managers with inquiries pertaining to Staff Recruitment, HRIS, HR Policies & Procedures, partnered with all facets of the organization to achieve a precise & Consistent Policy and Procedure Protocol. Conduct… Show more Handle talent acquisition and recruiting for all centers across 7 states (Michigan, Colorado, Washington, Ohio, Virginia,Florida,North Carolina). Created tool and a framework to enable achievement of critical diversity initiatives. • Single point of contact for employees and managers with inquiries pertaining to Staff Recruitment, HRIS, HR Policies & Procedures, partnered with all facets of the organization to achieve a precise & Consistent Policy and Procedure Protocol. Conduct preliminary Interview (Face-to- face/ Telephonic). Negotiating with the candidates, identifying candidates based on technical requirements, state licensing, scheduling interviews & verifying candidate’s credentials and expectations. Ensure all requirements are met in alignment of the manpower budget and with proper approvals. Coordinate all employee performance reviews online through our employee performance development review portal (750+ employees) Design training calendar & programs, conducting programs in association with Trainer & Consultants and evaluating training feedback Manage the entire cycle of Training and Development through Identification & Analysis, Organizing Training Programs, and Measuring Training Effectiveness through Kirkpatrick Module. Provided support and guidance to legal entity to ensure a consistent co-worker experience for all co-workers Conduct sensitivity training on LGBTQ2+, Workplace Bullying, Sexual Harassment, and implicit bias with the goal of creating self-awareness as well as a diverse and inclusive work environment. Show less Handle talent acquisition and recruiting for all centers across 7 states (Michigan, Colorado, Washington, Ohio, Virginia,Florida,North Carolina). Created tool and a framework to enable achievement of critical diversity initiatives. • Single point of contact for employees and managers with inquiries pertaining to Staff Recruitment, HRIS, HR Policies & Procedures, partnered with all facets of the organization to achieve a precise & Consistent Policy and Procedure Protocol. Conduct… Show more Handle talent acquisition and recruiting for all centers across 7 states (Michigan, Colorado, Washington, Ohio, Virginia,Florida,North Carolina). Created tool and a framework to enable achievement of critical diversity initiatives. • Single point of contact for employees and managers with inquiries pertaining to Staff Recruitment, HRIS, HR Policies & Procedures, partnered with all facets of the organization to achieve a precise & Consistent Policy and Procedure Protocol. Conduct preliminary Interview (Face-to- face/ Telephonic). Negotiating with the candidates, identifying candidates based on technical requirements, state licensing, scheduling interviews & verifying candidate’s credentials and expectations. Ensure all requirements are met in alignment of the manpower budget and with proper approvals. Coordinate all employee performance reviews online through our employee performance development review portal (750+ employees) Design training calendar & programs, conducting programs in association with Trainer & Consultants and evaluating training feedback Manage the entire cycle of Training and Development through Identification & Analysis, Organizing Training Programs, and Measuring Training Effectiveness through Kirkpatrick Module. Provided support and guidance to legal entity to ensure a consistent co-worker experience for all co-workers Conduct sensitivity training on LGBTQ2+, Workplace Bullying, Sexual Harassment, and implicit bias with the goal of creating self-awareness as well as a diverse and inclusive work environment. Show less
-
-
-
Justine PETERSEN
-
United States
-
Civic and Social Organizations
-
1 - 100 Employee
-
Human Resources Manager
-
Dec 2016 - Jun 2019
Implement, oversee, and update newly created hiring process Ensure hiring manager is aware of and clear on hiring process After each hiring, review process and suggest improvements Implement, oversee, and update newly created onboarding/exit process Ensure supervisor manager is aware of and clear on onboarding steps Work with supervisor to create orientation and onboarding schedule Developed new tools and materials to support onboarding as necessary. Check in with… Show more Implement, oversee, and update newly created hiring process Ensure hiring manager is aware of and clear on hiring process After each hiring, review process and suggest improvements Implement, oversee, and update newly created onboarding/exit process Ensure supervisor manager is aware of and clear on onboarding steps Work with supervisor to create orientation and onboarding schedule Developed new tools and materials to support onboarding as necessary. Check in with supervisor and new hire to ensure key onboarding tasks are accomplished. Review and annually proposed updates to Personnel Policies and Employee Handbook Developed procedure for and conduct exit interviews to identify possible areas of improvement for JP. Communicate findings to senior management. After each onboarding, review process and suggest improvements Develop subject matter expertise in all JP benefits. Provide periodic briefings for staff on benefits. Be available to answer questions from all staff regarding benefits. Coordinate process of getting answers from external sources. Annually review benefits. Provide feedback and recommendations to senior management. Assist new employees with enrolling in and understanding all benefits Establish and Maintain a Training and Professional Development Program With management, develop/review annual employee training/professional budget for employees Meet at least quarterly with management to go over training and development needs for team Identify, share, and coordinate training opportunities for employee Implement, oversee, and update newly created Performance Evaluation process Ensure managers are aware of and clear on performance evaluation process and timeline Work with managers to schedule, conduct, and submit performance evaluations for all staff Conduct periodic staff surveys to assess employee engagement, work satisfaction, and to identify areas for improvement. Show less Implement, oversee, and update newly created hiring process Ensure hiring manager is aware of and clear on hiring process After each hiring, review process and suggest improvements Implement, oversee, and update newly created onboarding/exit process Ensure supervisor manager is aware of and clear on onboarding steps Work with supervisor to create orientation and onboarding schedule Developed new tools and materials to support onboarding as necessary. Check in with… Show more Implement, oversee, and update newly created hiring process Ensure hiring manager is aware of and clear on hiring process After each hiring, review process and suggest improvements Implement, oversee, and update newly created onboarding/exit process Ensure supervisor manager is aware of and clear on onboarding steps Work with supervisor to create orientation and onboarding schedule Developed new tools and materials to support onboarding as necessary. Check in with supervisor and new hire to ensure key onboarding tasks are accomplished. Review and annually proposed updates to Personnel Policies and Employee Handbook Developed procedure for and conduct exit interviews to identify possible areas of improvement for JP. Communicate findings to senior management. After each onboarding, review process and suggest improvements Develop subject matter expertise in all JP benefits. Provide periodic briefings for staff on benefits. Be available to answer questions from all staff regarding benefits. Coordinate process of getting answers from external sources. Annually review benefits. Provide feedback and recommendations to senior management. Assist new employees with enrolling in and understanding all benefits Establish and Maintain a Training and Professional Development Program With management, develop/review annual employee training/professional budget for employees Meet at least quarterly with management to go over training and development needs for team Identify, share, and coordinate training opportunities for employee Implement, oversee, and update newly created Performance Evaluation process Ensure managers are aware of and clear on performance evaluation process and timeline Work with managers to schedule, conduct, and submit performance evaluations for all staff Conduct periodic staff surveys to assess employee engagement, work satisfaction, and to identify areas for improvement. Show less
-
-
-
Urban Labs Diagnostic Healthcare Solutions
-
Greater St. Louis Area
-
Human Resources Manager
-
Jul 2015 - Dec 2016
Worked in conjunction with laboratory supervisor to assess phlebotomy-staffing needs. Screened potential phlebotomy and CNA candidates for labs and nursing home facilities Created internal mentoring program to aid in retention of crucial staff Audited work sites for compliance Assisted in evaluation of reports, decisions and results of department in relation to established goals. Recommended new approaches, policies, and procedures to continually improve efficiency of the department… Show more Worked in conjunction with laboratory supervisor to assess phlebotomy-staffing needs. Screened potential phlebotomy and CNA candidates for labs and nursing home facilities Created internal mentoring program to aid in retention of crucial staff Audited work sites for compliance Assisted in evaluation of reports, decisions and results of department in relation to established goals. Recommended new approaches, policies, and procedures to continually improve efficiency of the department and services performed. Performed various administrative duties, including data entry and document preparation (Onboarding packets, employee handbooks, timely I-9 completion) Organized and carried out drug screenings per the CBA for local 562 (plumbers and pipefitters). Show less Worked in conjunction with laboratory supervisor to assess phlebotomy-staffing needs. Screened potential phlebotomy and CNA candidates for labs and nursing home facilities Created internal mentoring program to aid in retention of crucial staff Audited work sites for compliance Assisted in evaluation of reports, decisions and results of department in relation to established goals. Recommended new approaches, policies, and procedures to continually improve efficiency of the department… Show more Worked in conjunction with laboratory supervisor to assess phlebotomy-staffing needs. Screened potential phlebotomy and CNA candidates for labs and nursing home facilities Created internal mentoring program to aid in retention of crucial staff Audited work sites for compliance Assisted in evaluation of reports, decisions and results of department in relation to established goals. Recommended new approaches, policies, and procedures to continually improve efficiency of the department and services performed. Performed various administrative duties, including data entry and document preparation (Onboarding packets, employee handbooks, timely I-9 completion) Organized and carried out drug screenings per the CBA for local 562 (plumbers and pipefitters). Show less
-
-
-
OxBlue
-
United States
-
Information Technology & Services
-
100 - 200 Employee
-
Human Resources Specialist/Accounts Receivable
-
Jan 2013 - Jul 2015
Prepared work to be accomplished by gathering and sorting documents and related information. Explained company personnel policies, benefits, and procedures to employees and job applicants. Processed and reviewed employment applications to evaluate qualifications or eligibility of applicants. Worked closely with department managers to determine staffing needs, create new job descriptions, and develop recruitment plan. Helped maintain the companies mission of a fun and positive… Show more Prepared work to be accomplished by gathering and sorting documents and related information. Explained company personnel policies, benefits, and procedures to employees and job applicants. Processed and reviewed employment applications to evaluate qualifications or eligibility of applicants. Worked closely with department managers to determine staffing needs, create new job descriptions, and develop recruitment plan. Helped maintain the companies mission of a fun and positive company culture by developing incentives, conducting employee satisfaction surveys, and maintaining an open door policy. Obtained revenue by verifying transaction information; computing charges and refunds; preparing and mailing invoices; identifying delinquent accounts and insufficient payments. Collected revenue by reminding delinquent accounts; notifying customers of insufficient payments. Prepared financial reports by collecting, analyzing, and summarizing account information and trends. Verified accounts by reconciling statements and transactions. Show less Prepared work to be accomplished by gathering and sorting documents and related information. Explained company personnel policies, benefits, and procedures to employees and job applicants. Processed and reviewed employment applications to evaluate qualifications or eligibility of applicants. Worked closely with department managers to determine staffing needs, create new job descriptions, and develop recruitment plan. Helped maintain the companies mission of a fun and positive… Show more Prepared work to be accomplished by gathering and sorting documents and related information. Explained company personnel policies, benefits, and procedures to employees and job applicants. Processed and reviewed employment applications to evaluate qualifications or eligibility of applicants. Worked closely with department managers to determine staffing needs, create new job descriptions, and develop recruitment plan. Helped maintain the companies mission of a fun and positive company culture by developing incentives, conducting employee satisfaction surveys, and maintaining an open door policy. Obtained revenue by verifying transaction information; computing charges and refunds; preparing and mailing invoices; identifying delinquent accounts and insufficient payments. Collected revenue by reminding delinquent accounts; notifying customers of insufficient payments. Prepared financial reports by collecting, analyzing, and summarizing account information and trends. Verified accounts by reconciling statements and transactions. Show less
-
-
-
Pilgrim's
-
United States
-
Food and Beverage Manufacturing
-
700 & Above Employee
-
HR Supervisor
-
Sep 2011 - Dec 2012
Developed and maintained HR budget, benefits and compensation programs via company HRIS systems. Project lead for business units hiring management system design for hourly employees. Piloted new hourly recruitment selection and job board system. Developed company HR Orientation program for new HR hires. Worked with HR Manager on negotiation of new labor agreement with local USW union. Managed all aspects of the Recruitment, Employee Relations, policy management, programs and… Show more Developed and maintained HR budget, benefits and compensation programs via company HRIS systems. Project lead for business units hiring management system design for hourly employees. Piloted new hourly recruitment selection and job board system. Developed company HR Orientation program for new HR hires. Worked with HR Manager on negotiation of new labor agreement with local USW union. Managed all aspects of the Recruitment, Employee Relations, policy management, programs and record management. Responsible implementing company business objectives and change management for plant of 1100+ employees. Responsible for managing human resources functions i.e. employee and labor relations, compensation, training, recruitment, equal employment/affirmative action, records, benefits and employee services. Show less Developed and maintained HR budget, benefits and compensation programs via company HRIS systems. Project lead for business units hiring management system design for hourly employees. Piloted new hourly recruitment selection and job board system. Developed company HR Orientation program for new HR hires. Worked with HR Manager on negotiation of new labor agreement with local USW union. Managed all aspects of the Recruitment, Employee Relations, policy management, programs and… Show more Developed and maintained HR budget, benefits and compensation programs via company HRIS systems. Project lead for business units hiring management system design for hourly employees. Piloted new hourly recruitment selection and job board system. Developed company HR Orientation program for new HR hires. Worked with HR Manager on negotiation of new labor agreement with local USW union. Managed all aspects of the Recruitment, Employee Relations, policy management, programs and record management. Responsible implementing company business objectives and change management for plant of 1100+ employees. Responsible for managing human resources functions i.e. employee and labor relations, compensation, training, recruitment, equal employment/affirmative action, records, benefits and employee services. Show less
-
-
-
MERS / Goodwill
-
United States
-
Non-profit Organization Management
-
300 - 400 Employee
-
Job Developer
-
Jan 2008 - Dec 2010
Reviewed pertinent referral and/or intake information as a guide to a consumers individual adjustment needs. Provided individual; and group counseling to employment Development consumers, regarding vocational, personal, and/or family problems, including Vocational Success groups as appropriate. Maintained consumer reports regarding individual needs, goals, and progress. Reviewed pertinent referral and/or intake information as a guide to a consumers individual adjustment needs. Provided individual; and group counseling to employment Development consumers, regarding vocational, personal, and/or family problems, including Vocational Success groups as appropriate. Maintained consumer reports regarding individual needs, goals, and progress.
-
-
Education
-
Lindenwood University
Human Resources Management, Human Resources Management and Services -
University of Missouri-Columbia
Community
