Experience

HR Knowledge Source

• United States
• Human Resources Services
• 1 - 100 Employee

• Senior Human Resources Consultant

  • Jul 2020 - Present



CHSGa

• United States
• Hospitals and Health Care
• 1 - 100 Employee

• Regional Human Resources Manager

  • May 2018 - Feb 2020

  • Directed efforts to refine existing Union negotiations, HR business practices and develop new initiatives in workforce planning, strategic staffing, competency assessment, and total compensation analyses.• Conducted comprehensive investigations for numerous complex and escalated employee relations issues by probing to the conception & successfully resolving & mitigating legal suits by 93% • Independently responsible for all Employee Relations (ER) issues received from business units t• Provided guidance with training, coaching, and development to leadership teams to support all facilities. • Worked with operational teams to identify, create and implement innovative human capital solutions that enhance business performance resulting in improved retention and employee satisfaction increasing by 43%.• Collaborated with recruiting teams to attain top talent that improved selection and criteria, and local outreach efforts, improved quality of candidates some 39%.• Interpreted and gave better insight of corporate policy, employment law, and other regulations that provided immediate advice, guidance and clarification for ER matters.• Consistently solved complex issues by using proven methods or creating new perspectives on unique issues while maintaining documentation in compliance system, including all investigative supporting documents and reports.• Guided and intervened to resolve employee conflicts and miscommunications by utilizing best practices and the ability to influence which created better delivery and resolutions. • Develop strategies that facilitated communication, increase employee understanding• Supported employees and managers in addressing complex workplace and interpersonal problems• Kept management advised of potential problem areas and recommended/implemented solutions.• Provided strategic support by partnering in the development of talent management to support employee engagement, succession planning and coaching.

• Human Resources Manager

  • May 2018 - Feb 2020



Oconee Community Service Board

• Mental Health Care
• 1 - 100 Employee

• Human Resources Manager

  • Dec 2017 - May 2018

  • Created new compensation structure that improved employee morale and boosted performance. • Managed resource and/or resource development activities of the organization to maximize the strategic use of human capital, developed and led a consistent processes.• Provided consultation, management and coaching to department heads, managers and Administrators on how to direct associates behaviors and performance concerns and ensure proper documentation feedback for disciplinary actions within a very diverse workforce.• Directed employee engaged in the design, development, implementation and evaluation of training programs and strategies.• Driving force in the process of researching and selecting an HRIS system for the organization. • Direct research efforts to refine existing HR business practices or to develop new initiatives in the areas of workforce planning, strategic staffing, competency assessment, and total compensation analyses.• Interviewed, hired, directed, trained, evaluated performance and when necessary, disciplined and discharged• Managed compensation, benefits and employment functions to ensure utilization of state resources in themost cost effective manner.• Built cohesion across multiple cultures and disparate groups utilizing knowledge management and recognitions and awareness along with organizational resources. • Partnered with HR Manager to identify major problems and build effective solutions and provide appropriate intervention/training• Set and deployed cascading goals and measurement amongst leadership and staff, consistently 85-90% achieving outcomes• Ensure that the organization is in compliance with all City, State, and Federal reporting requirements

• Senior Human Resources Consultant

  • Apr 2016 - Dec 2017

  Human Capital & Talent Management Consulting, HR Knowledge Source, LLC specializes in guiding emerging & existing companies as they navigate the complex terrain of people management.• Delivered high performance employee oriented culture that emphasized quality, productivity, goal attainment, recruitment and retention for a superior workforce. • Provide strategic HR Generalist/Business Partner support, for professionals from entry-level through C-suite • Build individual and organizational capabilities that increase positivity within organizations that drives continuous improvement of processes by 27% or more within 30 to 90 days.• Improve processes of organizations by planning, developing, organizing, implementing, managing and evaluating human resources functions and performances yielding in more than 17%.• Partner with senior leadership and influence to drive results, improve organizational effectiveness and performance management, facilitate effective change efforts and ensure employee engagement to support excellent execution at an overall succession rate of 43%.• Expertise as a trainer, facilitator and executive coach that helps businesses, government & non-profit organizations to establish strategic Human Capital plans, align individual capacity and organizational goals that determines learning and knowledge management needs of the organizations.



Norred & Associates, Inc.

• United States
• Security and Investigations
• 100 - 200 Employee

• HR Manager

  • Feb 2015 - Mar 2016

  Norred & Associates is a corporate security and Investigations Company founded in 1981 and operates in 17 states• Support a workforce of over 2500 employees in Employee Relations, Benefits Administration, Labor Relations, Talent Development, Recruiting/Staffing and Training in 17 states. • Identified and developed succession plans for HR department and company-wide through coaching, mentoring partnerships, and career development strategies which improved overall productivity by 57%.• Recommended changes; implemented courses of action, for programs and policies that promoted a positive brand for the company by 47%.• Partnered with senior management to develop and deliver impactful employee communications improving productivity and morale by 89%.• Assisted outside Legal Counsel with defenses in Equal Employment Opportunity complaints and lawsuits, resulting in company 97% success rate.• Led talent acquisition and developed innovative programs to identify, and recruit a high-volume recruiting strategy, successfully filling 1000 professional positions in 9 months including developing and integrating on-boarding, and retaining key talent.• Provided compensation consulting to senior management• Worked with business leaders, HR partners and Legal to provide support to approximately 2,500 employees



Belk

• Morocco
• IT Services and IT Consulting
• 1 - 100 Employee

• Area Sales Manager Trainee

  • Sep 2009 - Jun 2013

  Belk is a chain of mid-range department stores; the nation's largest family owned & operated company• Led in training and communication of Relentless Customer Care program standards resulting in numerous awards.• Trained managers on compensation philosophy and pay planning• Successfully achieved, motivated and coached 7 sales associates to meet and exceed sales per hour, and credit application goals resulting in personal goal of over $500K in sales and 250% in credit solicitation during the course of entire employment.• Provided strategic, operational and fiscal leadership and maintained national presentation/service standards in all assigned locations.• Excelled in building and motivating hourly teams. Developed many entry-level associates to leadership positions and quickly became one of the primary trainers of new associates.• Identified the learning needs of the organization that support key initiatives that concentrated on the personal and professional development of the workforce and leadership. • Assist business leaders to develop and deploy the business strategy to ensuring change initiatives and results driven efficiency along with optimal employee performance and engagement.• Trained 25-member management team on interviewing techniques and best practices, conducting workshops and one-on-one coaching sessions that contributed to sound hiring decisions and improved retention.• Increased sales by 52% of department managers and sales associates using one-on-one training for improved performance effectiveness.• Responsible for part of the onboarding process of new hires to management training program, operations and sales departments. • Assist business leaders to develop and deploy the business strategy to ensuring change initiatives and results driven efficiency along with optimal employee performance and engagement.



DeVry University

• United States
• Higher Education
• 700 & Above Employee

• Faculty Assistant/Full Time Student

  • Oct 2005 - Jun 2009

  DeVry University is accredited higher learning institution with various locations • Assisted faculty in research of topical HR issues and summarized findings• Assisted faculty members in development and refinement of course lectures• Contributed to unit effort by accomplishing related duties as required



Savings Galour

• United Kingdom
• Wholesale

• Director of Human Resources and Administration

  • Jan 2002 - Jun 2006

  Savings Galour was a miniature wholesale club with 2 South Florida locations that grossed over 5 million in profits per year during its 4 years tenure • Developed human resources strategies for business groups that included workforce planning, pay-for-performance, talent management, talent acquisition, and succession planning.• Developed outstanding business strategies, to continuously maintain competitive edge and achieved company growth within 1st year of operation.• Performed investigations and provided representation at hearings on HR matters.• Implemented strategies that resulted in 98% employee retention and muted union efforts.• Personal efforts were the driving force behind the employee retention rate of 98%.• Implemented a competency- based hiring program to enable hiring managers to make decisions by thoroughly understanding knowledge, skills, ability while matching organizational objectives.



PSA International Pte Ltd

• Terminal Operations Manager

  • Nov 1997 - Oct 2001

  • Provided total planning and control services by coordinating, controlling and planning the activities associated with cargo handling operations on container vessels.• Operated expert and professional management systems coupled with State of the Art Security.• Maintained attention to detail while under strict time constraints to move transshipment vessels calling the port.



Mitsubishi Heavy Industries

• Japan
• Industrial Machinery Manufacturing
• 700 & Above Employee

• Human Resources Manager

  • Jan 1995 - Nov 1997

  • Directed and managed a team of 48 Human Resources Professionals and 500 employees in the work force.• Managed annual operation budget of $1 Million.• Maintained 100% employee retention during major operation conversion in Kobe, Japan through employee engagement activities.• Improved productivity of project by more than 77% to complete project 4 months ahead of schedule.• Coordinated the routing of job analysis, job descriptions, and performance reviews.



BAM International bv

• Netherlands
• Construction
• 200 - 300 Employee

• HR Manager

  • Jan 1993 - Jan 1995

  • Developed a high-volume recruiting initiative to successfully fill 1000 positions in 9 months via professional associations, advertising and employee referrals. • Established multiple compensation and benefits programs to attract talent and provide motivation, incentives, and rewards for effective management of people resources of the corporation.• Recognized as one of company’s “rising stars” (elevating performance, margins, staff retention and customer satisfaction by as much 45%), resulting in selection to complete Luxury’s renowned manager trainee program.• Performed investigations and provided representation at hearings on HR matters.• Introduced company's first formal performance review program, creating a flexible and well-received tool that was later adopted company-wide