Human Resource Career Profile
Recruiting & Selection••••• Workers Compensation••••• COBRA
Progressive Discipline/Termination Family & Medical Leave Act••••• Personnel Files
Conflict Resolution••••• Americans with Disabilities Act Training
Fair Labor Standards Act••••• Unemployment Claims••••• Fleet Management
Overtime Reduction••••• Employee Handbook••••• Telephone System
Turnover Reduction••••• New Hire Onboarding••••• Network Administration
Performance Appraisals••••• Job Descriptions••••• Information Technology
Professional Human Resource Experience
HUMAN RESOURCES OFFICER: MADISON COUNTY
Virginia City, MT, December ••••• to May •••••
Performed responsibilities for Madison County and 2 long-term care facilities, employing approximately ••••• employees, in position newly created due to myriad of major human resource issues and extensive frivolous lawsuits.
Reviewed all discipline and provided advice to managers prior to execution in for-cause state governed by Wrongful Discharge Act. Conducted investigations into each problem at request of attorney, including interviewing employees. Initiated conflict resolution upon detecting unfounded requests for disciplinary actions.
Developed and implemented selection process. Obtained minimum qualifications from managers, and personally reviewed applications. Developed education and experience interview questions geared toward positions. Reviewed questions developed by managers to ensure legal and open ended. Coached managers on interviewing. Prepared interview appointment and rejection correspondence.
Initiated Safety Committee at long-term care facility to proactively decrease number of workers compensation claims. Investigated injuries, researched patient charts, and developed and implemented programs to decrease claims. Participated on Madison County Safety Committee.
Administered Family and Medical Leave Act, including required documentation, and monitored usage.
Researched and responded to unemployment claims.
Created and centralized personnel files after collecting information from all managers and supervisors.
Initiated completion of I••••• forms and obtained completed forms on existing employees. Performed onboarding by ensuring new hires completed all required paperwork, including benefits enrollment due to eligibility at ••••• days.
Interviewed department heads and began writing job descriptions for all positions, from scratch.
Prepared revisions to employee handbook.
PERSONNEL ADMINISTRATOR: COLORVISION CORP.
Springfield, MO, July ••••• to November •••••
Determined and developed all job duties from scratch in newly created human resource position for automotive paint distributor with ••••• employees in 4 locations in Missouri and Kansas.
Wage & Hour
Saved company over $•••••,•••••, reducing overtime costs from $•••••,••••• in both ••••• and ••••• to approximately $••••• by ••••• Decreased overtime hours from ••••• per year in ••••• to approximately ••••• hours per year by ••••• Identified and corrected time clock violations and inaccurate overtime payment practices. Reclassified exempt positions as nonexempt. Ceased employees clocking in prior to beginning work.
Rectified numerous Fair Labor Standards Act (FLSA) violations, resulting in company successfully winning Department of Labor, Wage and Hour Division complaint.
Recruiting & Selection
Significantly decreased turnover and improved quality of new hires by developing and executing recruiting and selection process. Required managers to obtain approval prior to filling open positions. Screened all applications and personality test results, and initiated requirement of second interviews.
Initiated new hire onboarding process in •••••, including PowerPoint presentation and training manuals covering company, benefits, pay, policies, and procedures, specifically reviewing critical organizational rules.
Policies & Procedures
Developed, implemented, and ensured enforcement of attendance and tardiness policy, effectively decreasing tardiness levels of up to ••••• per year by some employees in ••••• to only ••••• tardies throughout entire company by •••••
Developed and implemented first, •••••page employee handbook in ••••• by conducting research, determining content, writing new policies, and rewriting and combining previous human resource policies. Researched and learned Adobe software, wrote employee handbook in Adobe, and linked Table of Contents. Continued updating employee handbook as needed, and performed complete revision in •••••
Developed •••••% of human resource forms utilized by company and maintained in intranet Portal, along with job descriptions and employee handbook.
Initiated, researched, and developed performance appraisal process and forms in •••••, revising procedures as necessary to impact employee performance and meet changing needs of organization. Devised and conducted initial and ongoing management training. Reviewed content of all forms for accuracy and legal compliance prior to management meetings with staff. Participated in numerous meetings to coach managers and ensure proper communication to employees regarding problems.
Progressive Discipline & Terminations
Developed and implemented progressive discipline policies, procedures, and forms, modifying practices as needed in order to attain desired results. Coached managers and strictly enforced to ensure managers prepared documentation and employees received opportunities to improve prior to possible termination. Reviewed documentation prior to employee discussions and approved all terminations.
Initiated, researched, and wrote job descriptions for all positions in ••••• Updated in ••••• and ensured compliance with Americans with Disabilities Act and Americans with Disabilities Act Amended Act.
Benefit Administration & Payroll
Managed insurance benefits program by ensuring new hires completed applications for health, dental, vision, life, long- and short-term disability, and various other programs.
Administered COBRA policies, procedures, and required paperwork.
Administered •••••(k) program by entering payroll deductions into Hartford Insurance system and ensuring new hires completed proper forms upon eligibility.
Obtained timesheets, calculated work hours and input information into ADP software for processing of biweekly payroll. Calculated monthly commissions for sales representatives and entered data into ADP system.
Additional Human Resources
Ensured owner, store managers, and outside sales representatives attended required training offered throughout country. Tracked training programs and prepared travel arrangements.
Administered employee uniform program by determining vendor, placing orders, and managing costs.
Rendered fleet maintenance on ••••• cars and delivery vehicles, including ensuring adherence to scheduled maintenance, maintaining and monitoring expenditures, reviewing gas receipts, and compiling comprehensive cost information to enable savings on future vehicle purchase decisions. Decreased expenditures by monitoring variety of data from GPS units installed in vehicles.
Decreased office supply expenditures from $••••• per week to $••••• per month by monitoring usage.
Responded to and won all Missouri unemployment claims filed by terminated employees.
Conducted research and purchased/maintained all office equipment and computers, including server and
••••• personal computers. Maintained new network and server installed in •••••, installed software, and troubleshot and rectified hardware and software problems. Performed weekly server maintenance, ensured server and computers remained up-to-date regarding anti-virus and anti-spyware, and confirmed managers performed monthly computer maintenance.
Managed •••••line telephone system at Springfield location.
Conducted research, determined software, developed program, and trained customers to log into website system, place orders, and review sales/inventory data. Trained company personnel to train customers. Managed login and password information.
Education, Certification & Specialized Training
Bachelor of Science in Human Resource Management
Missouri State University, Springfield, MO, December •••••
Professional in Human Resources (PHR), Society of Human Resource Management, June •••••
Strategic Business Management, Workforce Planning and Employment, Human Resource Development, Total Rewards, Employee and Labor Relations, Risk Management
Mediation Training, Conflict Dispute Resolution Center
Missouri State University, Management Development Center, •••••Day Course, March •••••