For Bleedtopwriter

Human Resources Specialist

· Extensive background in HR generalist affairs, including experience in employee recruitment and retention, staff development, mediation, conflict resolution, benefits and compensation, HR records management, HR policies development and legal compliance.

· Demonstrated success in negotiating win-win compromises, developing teambuilding programs, and writing personnel manuals, corporate policies, job descriptions and management reports.

HR Skills

· HR Department Startup · Employment Law · FMLA/ADA/EEO/WC · Mediation & Advocacy · HR Policies & Procedures

· Staff Recruitment & Retention · Employee Relations · Alternative Dispute Resolution (ADR) · Benefits Administration · HR Program/Project Management

· Orientation & On-Boarding · HRIS Technologies · Training & Development · Performance Management · Organizational Development

Education & Certifications

COLORADO STATE UNIVERSITY — Greenwood, CO

Bachelor of Science (BS) in Human Resources Management

Training Designations:

· Certified Technical Trainer (CTT+) – CompTIA

Professional Experience

Medicity — Alpharetta, GA

Leader in providing connected solutions to hospitals, and doctor’s offices around the world.

Manger – Learning & Development 2014 - Present

HR Business Analyst – Product Trainer 2014 - 2014

Promoted to Manager of Learning & Development within 6 month of employment to lead Employee Learning & Development efforts for over 300 employees. Received additional promotion to handle Client Learning and Development in 2016 which included 110 clients.

Key Results:

· Managed Employee Engagement programs for entire company including employee recognition, employee relations, and employee engagement annual survey.

· Led a team of trainers to accomplish 20% increase in employee engagement survey results

· Designing an appropriate training and education plan to fulfill both internal and external clients which became the adopted standard for the company going forward.

· Created and implemented an effective e-learning strategy while implementing a new Learning Management System.

· Created training needs analysis process for clients ensuring educational goals are met/exceeded.

· Creating action plan process to determine the best way to fill in knowledge gaps among participants and implemented as the standard.

· Conducting interviews in conjunction with hiring managers

Professional Experience (continued)

Insurance — Alpharetta, GA

Leading insurance provider for individual and businesses around the globe.

Investigative - Claim Case Manager/Workers’ Compensation Coordinator, 2012 to 2014

Working with leading local construction companies to decrease workers’ compensation claim due to unsafe practices; educating injured workers on their benefits as it relates to compensation; collaborating with employers to ensure prompt and efficient return to work duties, coordinating treatment plans and schedule appointments with providers, investigating fraudulent workers’ compensation claim, and handling litigated files with communication to various levels counsel including: mediators, paralegals, defense attorneys, and opposing counsel.

Key Results:

· Rated lead investigative claim case manager for the Alpharetta location for 2012.

· Achieved 100% employer satisfaction in claim resolution, customer service experience, and timely follow-up.

· Average customer contact time frame of 16 hours versus center average of 28.

· Brought workers’ compensation program into full compliance for local construction companies.

· Instituted preferred providers list and trained managers and associates on procedures to follow in case of injury.

· Achieved 100% in network referral for all injured workers treated through Travelers workers compensation program.

· 92% of all denied claim resolved without attorney involvement.

Verizon — Wallingford, CT

Provides voice and data communications as the largest most reliable network.

Senior Trainer – Technical Support, Customer Service, Retail Sales 2007 to 2012

Coordinator – Human Resources, 2005 to 2007

Promoted to Senior Trainer to lead and develop training program for newly hired technicians, including training employees, supporting management staff, overseeing disciplinary action and managing attendance records for newly hired employees, resolved conflicts between employees, coordinated voice and data fairs to promote employee knowledge and awareness of products and services, and performed skill assessment.

Key Results:

· 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.

· Co-developed company’s first-ever regionalized disciplinary procedures and tracking system that ensured consistent and fair accountability processes.

· Devised creative and cost-effective incentive and morale-boosting programs (including special events and a tiered awards structure) that increased employee satisfaction and productivity.

· Reworked new-hire orientation program to include HR information and company resources.

· Created New Hire Training Program that included hands on job experience with call processing for customer service and floor management for retail sales.

Professional Experience (continued)

Circuit City — Sugar Land, TX

Provides voice and data communications systems for small and mid-sized companies.

Operations Supervisor/HR Generalist, 1999 to 2004

Recruited to help open new company store in Sugar Land, guiding the startup and management of a full spectrum of HR operations, systems and programs. Worked with senior management to create HR policies and procedures; recruit employees; create group benefits databases; and develop orientation, training and incentive programs. Manage leave-of-absence programs and personnel records; administer benefits enrollment and programs; administer HR budget; and handle HR generalist workplace issues.

Key Results:

· Played a key role in ensuring the successful launch of Sugar Land store. Structured and implemented programs and policies in the areas of training, compensation structures, benefits packages, incentives and new-employee orientation.

· Fostered a teamwork/open-door environment conducive to positive dialogue across the organization. Personal efforts were cited as the driving force behind store’s employee-retention rate of 93% within an industry where high turnover is the norm.

· Negotiated approximately 50 salary offers annually at both the exempt and nonexempt level.

· Brought workers’ compensation program into full compliance. Instituted preferred providers list and trained managers and associates on procedures to follow in case of injury.

· Wrote supplemental employee manual covering issues including disciplinary procedures, code of conduct, FMLA policy and benefits information.

· Revised job descriptions across all levels and 50+ categories. “Shadowed” and interviewed employees to construct an accurate picture of the duties and skills required for each position.

Of Note

Professional Development:

· Complete ongoing training in the areas of compensation and benefits, employee and labor relations, leaves of absence, workers’ compensation and workplace safety/security.

Affiliations:

· Society for Human Resource Management (SHRM)

· American Society for Training and Development (ASTD)

Computer Skills:

· HRIS applications (UltiPro, PeopleSoft Enterprise Human Resources, ADP)

· MS Office (Word, Excel, PowerPoint, Access, Outlook)