Human Resources Professional

Industry:	Human Resources
Occupation:	Director of Human Resources
Highlights:	I have won the Who's Who for Professional Women, consistently serve as a member of SHRM, given accolades for accomplishments from CEO, won Employee of the Quarter.
Ideal Companies:	Fortune 500, High profile, Great stock values, diverse environment, consistent internal growth, or government
Education level:	Master
Will Relocate:	No
Location:	Mcdonough, GA

10/2005 - Present

(private)

Manager

• Direct reporting to the CEO/President; responsible for managing all aspects of Human Resources for company locations in Georgia, California, and New Jersey, as well as possessing direct management responsibility for the office facilities in all three locations. Role encompasses all components of staffing (exempt, non-exempt, sales, vice president, managers, directors); benefits administration, training, performance management, development/incorporating policies and procedures, setting up new hires in virtual offices in and outside of the state, and working with expatriates (Japan) on all levels from a business perspective. Responsible for project management, salary administration (salary increase, bonus incentives), budget, financial signing authority, handling/resolving employee relation issues, and working with vendors/brokers in order to establish various benefits and services for the company; HR Projects, Change Management, Organizational Development. Possess management responsibility for direct reports. Company is Japanese owned, with executive team being located in Tokyo, Japan.

2/2004 - 10/2005

Cox Enterprises Inc

Manager

• Responsible for managing 25 territories in and outside of Georgia (to include Hawaii and Puerto Rico) from an overall Human Resource perspective. Partner with employees and management (i.e. HR Managers, Vice Presidents, General Managers, Corporate Managers, etc.) to communicate various HR policies, procedures, laws, standards and government regulations; Organizational Development; project management; engage and influence managers to diagnose and solve people-related business challenges; administer various HR plans and procedures for all company personnel; staffing/recruitment; develop and implementation of policies and procedures; identify ways to proactively address HR related issues; develop programs and/or training on various HR topics as needed by client group; handle investigations in relation to harassment and/or discrimination, as well as other ER based complaints; conduct HR audits during field visits to client group; facilitate training to Corporate HR and client groups on company initiatives; work with a PeopleSoft system and assist in the recruitment of Human Resource Managers as needed

2/2002 - 2/2004

The Home Depot

Manager

• Manage the daily responsibilities of the overall Human Resources function for a major retail environment, which generates over $50 million per year in sales. Additional and more complex duties include, but not limited to the following: assist with budget, drive HR review process to accurately assess talent, coordinate associate surveys and assessments as necessary, high volume staffing, coordination of the hiring process to ensure compliance with applicable laws and policies, forecast and analyze workforce planning data, and effectively execute training programs through the assessment of training needs; drive the performance management review process for consistency and fairness, coach and provide input to management team in order to establish quality and consistentancy relative to reviews and counseling, ensure proper payroll administration and effective wage management, and ensure career development for each associate and management member (developing talent); proactively maintain a positive Associate Relations environment, which supports the Open Door policy; handle associate issues and facilitate resolutions that are fair and consistent, conduct investigations and partner with district and divisional leaders to find resolutions, and make decisions regarding counseling and termination of associates/management (at all levels); ensure proper administration of benefits information, interpret policies and procedures for employment laws (i.e. FMLA, ADA, Ergonomics, etc), conduct safety audits for OSHA regulations, and implement programs based on the needs of the client. Managed seven direct reports; travel to other sites to partner/assist fellow Human Resource Managers; serve as a Lead District Trainer.

4/1997 - 8/2001

Wachovia Bank, NA

Manager

• Managed the day-to-day responsibilities of employee relation issues for a large operational site comprised of 1200 (responsible for 600-1000) employees. Conducted complex employee investigations and provided recommendations to senior management; coordinated and facilitated (to all levels) company wide internal programs, HR modules and benefits sessions, to include salary administration programs that introduced structures indicative of performance. Provided coaching and counseling on human resource matters to ensure compliance with policies and procedures, as well as federal/state laws. Resolved sensitive issues such as harassment and disciplinary actions, and handled terminations of all levels; interpreted policies and procedures for FMLA, ADA and ergonomics. Strengthened relationships between Human Resources and the lines of business by partnering and being available to all shifts for various matters, facilitated diversity training and served as committee member for mentoring program. Traveled to other sites (in/out of state) as needed in order to facilitate programs and/or partner/assist HR Administration. Management responsibilities for support staff. Implemented various programs based on the needs of the client. Human Resource Manager (Staffing)-Wachovia Bank N.A June 1998- November 1999 In addition to the job functions detailed under the recruiting role below, managed an operational staffing services department. Maintained departmental budget, forecast office goals/objectives, coordinated and facilitated company wide training programs/major benefit initiatives, assisted with inquiries regarding employee relations’ issues, and facilitated the process of operational improvement by assisting in numerous projects; traveled to various sites for consulting purposes. Responsible for building strong relationships with lines of business by consulting on diverse organizational issues and recommending appropriate strategies; provided direction to staff in relation to developmental initiatives; managed an on-site temporary staffing process; responsible for managing a recruiter and an administrative staff. Responsible for reengineering the staffing process. Human Resource Recruiter-Wachovia Bank N.A April 1997- June 1998 Managed the recruitment function with regard to permanent and temporary staffing for various financial production oriented positions for two Operational Centers. Traveled to various sites (in/out of state) consulting and assisting in the development of recruitment strategies, as well as hiring; consulted with managers to forecast needs, as well as attended management meetings, served as advisor on cost per hire and market trends; conducted daily phone screenings and interviews, reviewed/edited position requirements and facilitated new employee orientation, as well as several other benefit programs for the corporation. Administered training on HR procedures, as well as participated in job fairs of various types. Served as chair to re-engineer the South Metro Operations employment process; generated various reports, utilized an applicant tracking system and conducted record audits to ensure OFCCP compliance; supervised internal support staff (to include temporary support).

6/1992 - 4/1997

Emory University/Hospital

Individual Contributor

• In accordance with policies and procedures, handled the staffing process of applicants for various levels/types (i.e. medical, IT, administrative, managerial, research) of positions; consulted with departments to forecast vacancy needs, screened/interviewed applicants and prepared referral material for departments. Conducted background verification, calculated in hire rate of pay, monitored equity issues within departments, provided benefit information, employee relations, compensation involvement and counseling. Completed reports, served as lead in absence of management, attended recruitment fairs (in/out of state), worked with all levels of staff/faculty, audited records to ensure compliance, facilitated company wide classes/workshops on employment issues and developed documentation on technical aspects of position. Provided troubleshooting for departmental computer challenges. Served as a committee leader for a major re-engineering employment project and held presidential positions on internal HR committees. Worked in conjunction with the Emory Hospital/Clinic and Grady Hospital; job function encompassed working in a medical arena, university, and research (enrolled in medical school courses at Emory University in order to gain familiarity with the medical client group). Employment Assistant, Emory University Division of Human Resources July 1992- June 1993 Clerical Specialist, Emory University Equal Opportunity Programs Office June-July 1992

2006

Master Degree

Troy State University

• International Relations/International Affairs

1992

Bachelor Degree

Paine College

• Sociology/Criminology

1988

High School/GED Degree

LakeShore High School

• General Studies/College Prep

Human Resources, Personnel, HRM, Consultant, Business Partner