Kimberly Ray, MBA,PHR,SHRM-CP
Senior Human Resources Business Partner at The MetroHealth System (Cleveland, OH)- Claim this Profile
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Bio
Matthew Kelly, SPHR
Kim is a strong HR professional, while she has great experience and expertise in several areas of Human Resources, the biggest thing that jumps out to me is Kim's ability to engage people and quickly form a rapport with them regardless of the situation. Kim uses her interpersonal skills to resolve issues and implement critical changes through effective partnerships with her stakeholders...and does it with a great sense of humor whenever appropriate. Kim is a great asset to our organization.
Tamara Thompson
Kim was the epitome of efficiency and professionalism as a Quality Control Auditor. It was guaranteed that any descrepancy was resolved in a timely and proficient manner. Kim was easy to work with and would go above and beyond to expedite clearing concerns. She also had an awesome sense of humor!
Matthew Kelly, SPHR
Kim is a strong HR professional, while she has great experience and expertise in several areas of Human Resources, the biggest thing that jumps out to me is Kim's ability to engage people and quickly form a rapport with them regardless of the situation. Kim uses her interpersonal skills to resolve issues and implement critical changes through effective partnerships with her stakeholders...and does it with a great sense of humor whenever appropriate. Kim is a great asset to our organization.
Tamara Thompson
Kim was the epitome of efficiency and professionalism as a Quality Control Auditor. It was guaranteed that any descrepancy was resolved in a timely and proficient manner. Kim was easy to work with and would go above and beyond to expedite clearing concerns. She also had an awesome sense of humor!
Matthew Kelly, SPHR
Kim is a strong HR professional, while she has great experience and expertise in several areas of Human Resources, the biggest thing that jumps out to me is Kim's ability to engage people and quickly form a rapport with them regardless of the situation. Kim uses her interpersonal skills to resolve issues and implement critical changes through effective partnerships with her stakeholders...and does it with a great sense of humor whenever appropriate. Kim is a great asset to our organization.
Tamara Thompson
Kim was the epitome of efficiency and professionalism as a Quality Control Auditor. It was guaranteed that any descrepancy was resolved in a timely and proficient manner. Kim was easy to work with and would go above and beyond to expedite clearing concerns. She also had an awesome sense of humor!
Matthew Kelly, SPHR
Kim is a strong HR professional, while she has great experience and expertise in several areas of Human Resources, the biggest thing that jumps out to me is Kim's ability to engage people and quickly form a rapport with them regardless of the situation. Kim uses her interpersonal skills to resolve issues and implement critical changes through effective partnerships with her stakeholders...and does it with a great sense of humor whenever appropriate. Kim is a great asset to our organization.
Tamara Thompson
Kim was the epitome of efficiency and professionalism as a Quality Control Auditor. It was guaranteed that any descrepancy was resolved in a timely and proficient manner. Kim was easy to work with and would go above and beyond to expedite clearing concerns. She also had an awesome sense of humor!
Credentials
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Professional in Human Resources (PHR®)
HR Certification Institute - HRCIJun, 2012- Oct, 2024 -
SHRM-CP
SHRM
Experience
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The MetroHealth System (Cleveland, OH)
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United States
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Hospitals and Health Care
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700 & Above Employee
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Senior Human Resources Business Partner
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Feb 2019 - Present
Builds relationships with assigned department/function leaders, partnering with them to assess long and short-term HR needs and create solutions. Proactively consults with clients and recommends HR strategic solutions to improve critical business outcomes. Applies workforce planning knowledge, engagement strategies and succession management, coaching and development planning, to diagnose current and future HR-related needs and developing a strategy for resolution. Collaborates with HR Centers of Excellence teams and using insight of the business environment to improve talent business outcomes. Recommends and implementing HR strategies, objectives and value-added services that are aligned with the overall function and business strategy.Provides consultation and administration on issues related to interpretation of employment, employee relations, and performance management policies, systems, procedures, and documentation and succession planning processes; assisting with the development and implementation of internal protocols and procedures in accordance with existing employment law, regulations, policies, guidelines and systems.Assists in the deployment of new HR related systems and processes; providing training, problem solving, etc.Actively participates in department restructures, realignments and workforce planning initiatives. Advises, counsels, and guides managers and administrators on HR policies, procedures and best practices and compliance with federal and state employment laws and regulations. Handles day-to-day problem solving and policy clarification which includes contact with all levels of staff, union representatives, outside organizations and internal/external candidates. Incorporates principles of teamwork with all organizational levels in the resolution, completion and follow-up of various responsibilities.
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Northeast Ohio Regional Sewer District
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United States
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Environmental Services
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300 - 400 Employee
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Senior Employee & Labor Relations Business Partner
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Jul 2016 - Feb 2019
•Investigates and leads the resolution of open door concerns, such as working conditions, disciplinary actions, employee and applicant appeals and grievances, employee complaints, harassment allegations, terminations, discrimination, situations involving interpersonal conflict in the workplace, and ensuring adherence to the District’s policies, procedures and guidelines.•Provides guidance and recommendations for problem resolution to department representatives, or individual employees. Maintains and develops tracking tools and reports that identify employee relations trends and issues to be addressed. •Assists with the coordination and organization of labor relations activities, which may include grievance administration, discipline administration, contract administration and contract negotiations.•Interprets union contractual agreements, departmental policies and procedures to managers and employees.•Gathers all related historical and current data surrounding an issue. Analyzes data, prepares and submits responses to requests for information on contractual issues, employment related complaints, litigation, and unemployment compensation claims. Develops and maintains quarterly, bi- annual and annual labor relations reports. Drafts formal written responses. Researches and prepares background information for collective bargaining negotiations. Conducts research regarding the District and Union proposals, evaluates alternatives. Solicits input from department managers on which issues they would like addressed in the contract. May assist with EEO investigations.•Administers the Random Drug Testing program and follows up to handle results. Handles coordination of Fitness for Duty exams and Return to Work exams with our partner health care providers.•Manages employee leaves of absence, reduced/modified work schedules, and reasonable accommodations. Assists Departments in providing accommodations in accordance with the ADA and ADA Amendments Act.
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Employee & Labor Relations Business Partner
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Apr 2014 - Jun 2016
•Works with Operation & Maintenance Staff and Managers to administer Leaves of Absences. •Works with Operation & Maintenance Staff, Managers and Human Resources to facilitate separation practices and processes.•Regularly consults with Operation & Maintenance employees, while linking employees to centralized HR areas.•Works with Human Resource staff and Operation & Maintenance staff to assist with applying the organization’s performance management process and practice. Ensures alignment of organizational objectives and strategic goals and initiatives. Assists Plant management staff with the development of goals and objectives. Serves as functional liaison for Operation & Maintenance, ensuring that employees adhere to annual performance management timelines comply with the overall process.•Works with Talent Acquisition & Employment to assist Operation & Maintenance’s hiring managers through identifying talent gaps, applying the organizational selection process procedure and philosophy, and achieving desirable results. •Facilitates key decisions concerning employees related to organizational roles (staffing, development plans, succession planning and diversity), in working with both the Director of Human Resources and the Director of Operation & Maintenance.•Provides coaching to management, with an emphasis on leadership behaviors and good business practices.•Team Lead on Wellness Vendor Selection and Request for Proposal.•Manages unemployment claims responses and appeals.
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Talent Acquisition & Employment Specialist
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May 2011 - Apr 2014
•Identified, developed and implemented employment and recruitment plans for assigned departments consistent with the District's overall recruitment strategy.•Assisted the Manager of Employment & Talent Acquisition in developing and refining written procedures for the employment and recruitment process.•Worked in close partnership with Directors, and other managers to ensure in-depth understanding of their staffing requirements, including identifying and documenting current and projected employment needs.•Developed recruitment plans to fulfill those needs on a timely basis.•Provided counsel to potential candidates with regard to their professional development needs.•Provided counsel to interview panel regarding ethical/legal interviewing techniques.•Maintained appropriate records/documentation to support the District's selection decisions.•Prepared job announcement information for job postings.•Utilizes external resources to identify and recruit qualified candidates.•Updated key human resource metrics, including time to fill and quality of candidate.•Maintained an average time to fill of 26 days for 90% of Union jobs.•Go to person for team building and managing team communication.
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Greater Cleveland RTA
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United States
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Urban Transit Services
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400 - 500 Employee
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Occupational Health Specialist
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Jun 2007 - May 2011
•Managed the GCRTA's Substance Abuse Program for safety / non-safety sensitive employees.•Managed the Employee Fitness-for-Duty medical examination process.•Managed Pre-Employment physical examinations.•Administered the Family and Medical Leave (FMLA) program.•Worked with the EAP vendor to provide employee awareness regarding various services.•Verified compliance of the substance abuse professional (SAP) with GCRTA's regulatory requirements for the Substance Abuse Program.•Interacted with Benefits personnel to assist with wellness programs based on GCRTA's most predominate health issues through healthcare vendors.•Interacted with Labor & Employee Relations regarding Healthcare Committee, grievances, and arbitrations.•Conducted verifications and investigations regarding FMLA.•Managed all aspects of FMLA leave administration, including employee notifications.•Established and maintained employee medical records.•Submitted yearly MIS Drug and Alcohol report to the FTA.•Member of the panel for Americans with Disabilities Act hearings.
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Human Resource Professional
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Apr 2006 - May 2007
Human Resource Professional/Recruiter (1/2007 – 5/2007) Greater Cleveland Regional Transit Authority (Temporary Assignment) ·Screened resumes for both non-bargaining and non-bargaining positions·Coordinated and facilitated panel interviews when needed·Created offer letters·Completed verifications of employment·Offered and finger-printed new employees·Navigated and update information to Microsoft Access and Oracle system daily·Conducted pre-employment testing ·Audited employee files for required DOT documentsRecruitment Representative (4/2006 – 12/2006) University Hospitals of Cleveland (Temporary Assignment)·Conducted phone screens·Updated, maintained and statused candidate profiles in Oracle system·Scheduled interviews for candidates·Created offer letters and presented offers to candidates
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NovaStar Mortgage
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Financial Services
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1 - 100 Employee
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Associate Recruiter
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Oct 2003 - Feb 2006
·Recruited entry level candidates·Updated, maintained and dispositioned candidate profiles in HRSmart (HRIS System)·Accurately answered employment benefit questions for new hires·Processed and ensured all new hire paperwork was in compliance·Scheduled interviews and answered candidate questions·Completed weekly dashboard report for recruiters ·Co-facilitated new hire focus groups ·Created and mailed offer letters and “thank-you” notes·Worked on special recruiting projects as assigned ·Supported special recruiting events and other projects as needed·Sourced resumes on various internet sites and company career site·Served as communications liaison for job candidates and all recruiters·Arranged and scheduled testing for prospective employees·Planned and coordinated college fairs and other recruiting events·Scheduled and conducted exit interviews·Conducted initial pre-screen interviews with candidates·Instrumental in project for developing interview guides for key positions
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Quality Control Auditor
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Feb 2002 - Oct 2003
·Reviewed files prior to funding to determine if NovaStar’s policies and procedures are followed ·Identified potential risk factors associated with loan file or products·Trained and mentored new auditors·Developed and maintained a positive working relationship with brokers, correspondents, closing agents and all internal departments·Demonstrated service excellence by providing high quality customer service to all internal and external customers·Reviewed loan files prior to funding to determine if there is material misrepresentation·Verified all documents submitted as part of the loan file in an effort to determine if any documents are fraudulent ·Reviewed appraisal data to ensure that they were not prepared with any fraudulent intent ·Documented findings and maintained monthly log of all audits performed and outcome of each ·Identified and informed supervisor of potential or newly identified risk trends or factors
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Education
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2000 - 2004
Cleveland State University
MBA, Business Administration -
1994 - 1997
Cleveland State University
Bachelor of Arts, Speech & Hearing
Community
