Experience

CAMERON BROTHERS COMPANY, LLC

• United States
• Industrial Machinery Manufacturing
• 1 - 100 Employee

• Human Resources Manager

  • Oct 2021 - Present

  • Manages and participates in the planning, attraction, selection, retention, and development of human resources to ensure the availability of the required management, professional, and technical talent. • Compiles and maintains payroll data such as hours worked, bonuses, retroactive pay increases, taxes, insurance, garnishments, tax liens, and authorized deductions to be withheld, and employee identification numbers, from online timekeeping software and paperwork submitted by managers and employees. • Ensure legal compliance throughout human resource management, in conjunction with outside legal counsel • Manages and actively participates in the following human resources functions for the company: employee relations, compensation, benefits, recruiting, and/or training and development. • Create, implement, and recommend human resources policies and objectives that support the company’s goals. Identify legal requirements impacting the human resource’s function; monitor potential exposure and mitigate company risk, in conjunction with outside legal counsel. • Oversee employee relations concerns; ensure investigations are completed properly and documented; assist with performance management strategies and documentation, in conjunction with outside legal counsel. • Create and implement innovative programs for talent acquisition, employee retention, and engagement. • Oversee training and development programs including management training, worker safety training, sexual harassment training and all other training required by OSHA. Provide direction and participate in new employee orientation to familiarize employees with company philosophies, policies, introduction to all owned properties, and other employee service programs. • Oversee and partner with vendor for workers compensation claims; work directly with properties and insurance companies to monitor and reduce risk and liability from open/outstanding workers comp claims. Show less



San Diego Blood Bank

• United States
• Non-profit Organizations
• 100 - 200 Employee

• Senior Human Resources Business Partner

  • Dec 2020 - Oct 2021

  • Serves as supervisor, coach and mentor for HR Generalist(s) and HR Coordinators • Develop, manage and deliver new initiatives and programs that support our blood bank employee community • Manages HR projects and implementations, tracking and reporting progress as requested• Conducts regular meetings with department heads and donor centers.• Consults with management, providing HR guidance when appropriate.• Analyzes trends and metrics in partnership with the HR team to develop solutions, programs and policies.• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal as needed/required.• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.• Provides HR policy updates, guidance, and interpretation.• Works with department heads to develop employment contract terms for new hires, bonuses, promotions, and transfers.• Provides guidance and input on department restructures, workforce planning and succession planning.• Identifies training needs for departments and needs for individual executive coaching and works with HR Team and VP to deliver programs to support.• Participates in evaluation and monitoring of training programs, ensuring training objectives are met.• Performs other duties related to Safety and Compliance, Compensation and Benefits, Recruitment, and HRIS reporting as assigned. Show less

• Human Resources Consultant

  • Feb 2020 - Dec 2020

• Human Resources Specialist

  • Nov 2017 - Feb 2020

  Full Cycle Recruitment/Head of Recruitment:• Recruitment –posts positions internally and externally. Attends job fairs.• Audits – HR systems, I-9 forms and other documents for completion and data integrity.• Required Reports –OSHA, Social Security Information to State, etc. completes and submits as required.• Labor Laws – Stays current on laws and regulations. Updates procedures, brochures, employee communications and posters for company compliance.• Create & update policies for area(s) of responsibility. Disseminate and provide training on policies and procedures.• Source, screen and work with hiring managers to ensure candidates are reviewed in a timely and effective manner. • Submit post-offer candidates for background checks, fingerprinting and FBI background check as required for position.Payroll & HR Systems (ADP and ApplicantPro):• System Administration and maintenance responsibility for HR systems which included payroll, HRIS, time & attendance, recruitment, security badges and security cameras.• Ad Hoc report generation.• Standard report identification and development.• System review and improvement of processes and forms.• Establish Applicant Tracking in recruitment system for compliance with OFCCP regulations. Employee Engagement• Organized and coordinated Service Awards (bi-annual)• Initiate and ran Kudos Program/Employee Recognition• Conduct Employee of the Quarter Program• Initiate and organize Fall Craft Fair (annually)• Food Competitions- Chili and Bake-off (annually)• Organized and created internal games to boost culture and morale• Birthday/Anniversary recognition programs Show less

• Human Resources Assistant

  • Aug 2017 - Nov 2017

  - Auditso I-9 Documentso Meal Waiver Formso Information Dissemination- Ensure authorization, active status, correct informationo Badge Security Access Deactivation for all termed employees from 2014-2017o ADP- Security Access for Terminated Employees from 2016-2017o ApplicantPro dispositions- Recruitmento Create Offer Letterso Verbal Job Offerso Send documents to complete to initiate screenso Follow up on process with candidateso Process Background Checks and Drug Screenso Set up and Authorize Drug Screenso Schedule Orientation dates with candidate and hiring managero Create job postingso File interview notes/ Create AAP folders with proper reference numberso Ensure PAFs are filled out correctlyo Conduct Orientation- explanation of formso I-9 Verificationso Authorize Hep B Titerso Send New Hire/End of Employment Notificationso Update and understand requisition listo Develop relations and open communication with hiring managers- ADPo Process MISC Reimbursemento Create Final Checks/ Manual Checko Input/Create New Employee Profileso Process Status Changes, Department Changes, Position informationo Create Reports (ie. Terminations, Current Active Employees, Department, etc.)o Add Deductions- 403Bo Input Floating Holidayso Remove Meal Penalties from etimeo Continuous upkeep of MPC Waiver formso Terminate employees in systemo Audit exempt employees pay amountso Change Pay rateso Archive employeeso How to input correct hire dates/rehire dates for accurate calculations- CNA Involvemento Note taking for CNA Negotiationso Coordinate meetings for negotiator and leadership teamo Assist with updating proposal with changes and adjustmentso Run reports needed Show less



INDUS Technology, Inc.

• Defense and Space Manufacturing
• 200 - 300 Employee

• Talent Acquisition Specialist

  • Feb 2020 - Dec 2020

  As the Talent Acquisition Specialist, I provided full life-cycle recruiting for varied exempt and non-exempt positions. This role partners with hiring managers to determine staffing needs and best recruiting strategies, sources, screens and prepares candidates for interviews with hiring managers, and delivers employment offers. This position is the public face of our company during the recruiting process, and must ensure positive candidate experiences from the initial application to the final on-boarding process. The TA Specialist is expected to build applicant sources and pipelines through researching and contacting community services, colleges, employment agencies, media, and internet sites, and to maintain awareness of competitor practices, industry trends and recruitment standards. Show less



Volt

• United States
• Staffing and Recruiting
• 700 & Above Employee

• Program Manager

  • Jun 2016 - Jul 2017

  • Act as liaison and represent Volt and the client in a professional, courteous and knowledgeable manner. • Address and resolve employee relations issues in a confidential manner. • Maintain written documentation on specific policies and procedures that impact the program. • Ensure all pre-employment screening requirements have been successfully completed in accordance with contract and governmental regulations. • Conduct new hire orientation, and safety training, as required. • Escort all new field employees to their work stations on the first day of their assignment. • Conduct surveys to monitor client and employee satisfaction. • Maintain workplace safety for Volt employees. Follow proper reporting of workplace injuries. Provide appropriate injury avoidance and safety training. • Screen resumes and schedule candidate interviews. • Full-Cycle Recruitment • Collect and validate accuracy of payroll. • Resolve payroll and billing issues for field employees and client. • Produce and provide requested client reports. • Maintain requisition and assignment data within program-specific front office systems. • Raise awareness and understanding of training available to employees and encourage them to develop skill sets. • Assist in any event coordination and attend as Volt representative when appropriate. • Provide client with reports and information as required and in a timely manner. • Prepare miscellaneous HR/employee reports as required. • Assess program effectiveness, morale level and training. • Ensure compliance to local employment and privacy law. • Complete timely data entry of required data into Volt's automated systems and maintain consistency/integrity of data. • Complete special projects as assigned. Show less



AMN Healthcare

• United States
• Staffing and Recruiting
• 700 & Above Employee

• Senior Customer Account Manager

  • Jan 2015 - Jun 2016

  Resolves Healthcare Professionals (HPs) questions or issues regarding paycheck earnings and deductions, federal and state taxation, and reimbursements in line with IRS guidelines. Manages an account of Healthcare Professionals and maintains industry recognized benchmarks (SSPA) for resolution time, Average Speed To Answer, and customer satisfaction. Works in partnership with an assigned group of internal business partners in order to increase higher customer retention, market share and revenue. JOB TASKS: • Completes Touchpoints prior to start of assignment • Resolves all first call resolution inquiries related to timekeeping and reimbursements • Completes training assessments with a 85% score and above • Manages Inbound/Outbound Call Volume • Partners with Healthcare Professionals, Clients and Sales to collect approved Time Records to ensure timely pay/bill (SCI) • Manage pay/bill discrepancies by partnering with internal and external customers. • Log and Track each customer case in CRM tool to maintain historical records on all customer interactions. • Respond to internal communications to ensure prompt resolutions. • Educate Healthcare Professionals on navigating our self-service website for payroll information • Establish payment plans for Earnings Overpayment with HPs • Supports an HP Count of 175 or greater. Show less



Ashford University

• United States
• Higher Education
• 700 & Above Employee

• Graduate Admissions Counselor

  • Aug 2013 - Jan 2015

  Identifying and Qualifying Prospective Students. Maximize opportunities with potential students with regard to outbound telephone calls with the intent to qualify prospective students regarding the admissions process and program offerings consistent with the University’s academic catalogs and/or University websites. Counselors should be prepared to make as many as 250 phone calls in a day. Must have the ability to meet the needs of a diverse student population in order to ensure an overall positive back-to-school experience. Student Progression/Servicing Existing Students/Administrative Time. Follow up with current students through the completion of their first course to ensure student support and success. Additional Job Duties (include but are not limited to): Regular, reliable attendance which adheres to assigned work schedule including proper log in/log out for time recording, and meal and rest periods. Responsible for adhering to a well-structured work day. Proactively partner with various Student Facing Departments to ensure student success Show less



IKEA

• Netherlands
• Retail
• 700 & Above Employee

• Customer Service Representative

  • Jul 2009 - Aug 2013



Kohl's

• United States
• Retail
• 700 & Above Employee

• Point of Sales

  • Apr 2004 - Jul 2008