A human resources management position in the construction industry.
SUMMARY:
Human Resources Management professional with 15 years of combined human resources and compensation management experience. A strong leader and manager who understands that the role of HR is to drive value for the business by working as a business partner with management and leading a strong team that focuses on exemplary service to our employees and internal business partners.
CORE COMPETENCIES:
Significant leadership, management, execution, coaching, creating, implementing, collaborating, relationship building and evaluating skills.
Technical skills include Ceridian, ADP, Optimum Solutions, AS400, Internet, MS Windows, Word and Advanced Excel.
OBJECTIVE: A Human Resources Management position. Willing to relocate.
SELECTED ACCOMPLISHMENTS
Managed the conversion of an HRIS and Payroll system. Acted as liaison with software company installation manager. Collaborated with accounting managers to align accounting system with the HRIS system. Trained the staff on system utilization. Results: Achieved an accurate and timely conversion to the new system.
Improved the annual salary administration and performance appraisal program. Created interactive worksheets for department heads to propose compensation changes. Consolidated the worksheets and met with the CFO and President to review recommendations and finalize changes. Converted a graphic scale performance evaluation system to an electronic form. Results: Reduced cycle time and improved the accuracy of the annual performance appraisal and salary review process.
Initiated changes to paid time off benefit program and the benefit accrual policy. Surveyed local market paid time off benefits and prepared and presented recommendations to the executive committee. Created communication and procedures to implement transition to the new policy. Results: Increased competitiveness of the paid time off benefit program and streamlined the administration of paid time off benefits.
Improved the annual enrollment process. Composed and distributed communication to employees outlining new and changed group insurance benefits. Partnered with insurance company to meet with each employee individually to complete open enrollment documents. Developed internal forms to ensure accurate entry of enrollment data into the HRIS system. Results: Enhanced employees' understanding of their group insurance benefits and reduced processing errors.
Implemented an anti-harassment training workshop. Identified the need to conduct employee training and engaged an employment law attorney to perform the training. Developed questionnaires to determine the current level of employee knowledge regarding the company’s harassment policy. Results: Reduced the number of internal investigations by 60% during the 12-month period following the training.
Directed the transition of newly acquired employees compensation and benefits into the company’s systems and programs. Evaluated the acquired company’s compensation and benefit plans and assessed each employee’s compensation history. Created proposed compensation structure for management approval. Traveled with the COO & V.P. of HR to present the plans to employees. Coordinated data entry of changes into the HRIS/payroll system. Results: Established trust with newly acquired employees and enabled the HR and payroll staff to process data timely and accurately.
PROFESSIONAL EXPERIENCE
Burner Systems International, Inc., Chattanooga, TN
Human Resources/Payroll Manager2005 - 2008
Burner Systems International is a leading global supplier of components, assemblies and system solutions for the gas appliance industry.
Key Responsibilities:
Responsible for the leadership of the Human Resources and Payroll functions serving 650 corporate support and plant employees including:
·Leading, managing and developing a 5 person staff
·Recruiting and retention process management
·On-boarding and training
·Compensation and benefits strategy and administration
·Performance management facilitation
·HR and payroll information system management and data analysis
·Employee relations programs and quarterly employee meetings
·Labor relations, contract negotiations & administration and grievance handling
·HR and payroll regulatory compliance and risk management
·Co-ordinate/maintain appropriate work authorizations/visas
·Payroll administration and management including tax filing
·Safety and worker’s compensation insurance administration
Reason for Leaving: The Human Resources/Payroll management position was transferred to corporate as part of a major reorganization that included a 60% reduction in the workforce.
Sylvan Learning Center, Athens,TN
Director and Co-Owner of Franchise 2002 - 2005
Sylvan Learning is America's leading provider of private tutoring for children in grades pre-K-12
Key Responsibilities:
Managed the start up of the business. Responsible for all business operations including human resources, payroll, sales, marketing and accounting.
Reason for Leaving: We sold the franchise
Consumer Source, Inc., Atlanta, GA
Director of Strategic Planning & Payroll 1991 - 2002
Consumer Source Inc., a subsidiary of PRIMEDIA, is a national publisher and distributor of free print and online consumer guides for the apartment and home industries.
Additional positions held: Payroll Manager, AP/AR Manager, and Staff Accountant
Key Responsibilities:
Responsible for the leadership of the compensation function serving 250 corporate
headquarters employees and a nationwide sales force of 1,000 employees including:
·Managing and developing payroll department supervisor, 4 payroll/commission processors and a staff accountant in production of and accounting for semi-monthly multi-state payroll and monthly/quarterly commission/incentive pay.
·Manage accounting and administration of employee benefits including reconcile and approve vendor invoices, fund 401k contributions, and administration of paid time off programs.
·Create and implement compensation structure and sales training programs for current and new business segments.
·Analyze, design, develop and implement commission and incentive programs.
·Evaluate acquired companies' compensation and benefit programs and plan/implement conversion of acquired employees' compensation and benefits.
·Prepare compensation and benefit budgets for all business units.
Reason for Leaving: I relocated to Tennessee to assist with the care of a family member.
PROFESSIONAL ASSOCIATIONS
·SHRM National and Chattanooga Chapter
COMMUNITY ACTIVITIES
·Volunteer with the Career Readiness Program sponsored by the Chattanooga SHRM chapter, Chattanooga Area Chamber of Commerce and major Chattanooga employers.
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