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Work Background
Amazon Web Services (AWS)Employment Relations Specialist
Nov. 2020United States, AtlantaInvestigate highly sensitive HR and Employee Relations issues. Conducting complainant, witness and subject interviews; Analyzing data from various internal systems; Case adjudication; Proposing remedial action based on investigation findings; Production of completed investigation documentation Independently manage assigned casework. Bringing investigations to closure rapidly and definitively Design, collect, and analyze multiple levels of employee and stakeholder feedback Analyze aggregate casework data to identify issue trends and opportunities for proactive issue mitigation Analyze casework trends and produce strategic recommendations to the business to proactively address systemic issues Partner to engage in continuous improvement of communication vehicles and practices Partner in analysis and revision of people programs, policies, and practices to sustain a positive work environment for Delivery Station Associates and Drivers Consult and collaborate with business partners, Corporate ER teams, Legal teams, and 3rd Party Vendors on complex employee investigations Work re-actively on critical employee relations issues that are crisis-oriented and typically can only be successfully completed with limited time. Balancing time between projects and crisis-response is a critical component for success in the position.
Cox Media GroupRegional SR. Human Resource Business Partner
Jan. 2017 - Dec. 2019Greater Atlanta AreaPartner and consult with executive-level leadership and their direct reports across three states to create, develop, and execute organizational strategies across multiple departments. Act as a strategic business consultant and partner with leaders to assess capability gaps against the future needs of the organization. Act as a performance coach to executive leaders. Use knowledge of organizational strategies and business priorities to anticipate evolving and future capability and talent requirements. Share and explain client vision and strategies to colleagues to raise business acumen and engage partnership. Think broadly about direction and strategies at the highest levels of the business & how structures, capabilities and resources can be best aligned with overarching priorities. Anticipate need for potential changes to improve organizational performance. Direct, oversee, implement, and project manage key HR initiatives and programs within various business units. Partner with Talent Acquisitions to develop strategic recruiting initiatives to address organizational resource issues and changes. Ensure learning and development opportunities are relevant, client-focused and actively drive talent management initiatives. Address and resolve senior level employee relations issues; oversee and conduct investigations in response to employee concerns; provide guidance to managers and employees on organizational issues and approaches. Lead, manage and develop HRBP team to drive organizational effectiveness and operational excellence
Cox EnterprisesTechnical Trainer (Contractor)
Jan. 2016 - Dec. 2017Greater Atlanta AreaDesigned, developed, delivered, evaluated, continuously improved and maintained the a tailored training curriculum. Performed needs analysis to determine potential training needs for all positions across the organization. Designed and facilitated the development of interactive and engaging, blended learning solutions based on the specific learning objectives. Supported the creation, integration, and implementation of organizational change strategies and plans throughout all phases of the project lifecycle. Applied adult learning methodologies and ADDIE principles to course creation. Designed the development of specific training curricula, provided design expertise and the framework for the development of end-user training and procedures. Assisted with the execution of communications, leadership alignment and change readiness activities associated with organization initiatives. Ensured timely updates to the course curriculum to reflect current service needs. Created assessments for reinforcement including situational and scenario-based questions contributing to adult learning. Create evaluations to measure the effectiveness of training using the Kirkpatrick Model or similar methodology.
PearsonSenior Human Resources Manager (FT Temp)
Jan. 2015 - Dec. 2016Atlanta, GAProject lead and Sr. HR Manager responsible for the set-up and breakdown of a 6-month project to score standardized tests for grade levels 4-12, while hiring more than 400 college-educated scorers and managing a Sr. Human Resource Generalist. The set-up included working directly with building managers to design layout and coordinate with all vendors ensuring all furniture and materials were in place on Day 1. During the setup phase, hired and provided new hire orientation, in shifts for the first round of scorers; a process that was repeated three times throughout the course of the project.
University of PhoenixHuman Resources, Student Orientation & Gen. Business Faculty Instructor
Jan. 2010 - Dec. 2014Columbus, Ohio AreaProvide educational instruction in assigned subject/topic areas to include undergrad and graduate level business management and human resource courses. Conduct student assessment and testing, educational/vocational goal setting, and options counseling to 100% of assigned students. Provide instruction that produces educational improvements for all assigned students as measured by student pre/post educational testing. Provide instruction that produces educational improvements based on UoP guidelines. Develop and submit 100% of learning assignments and regularly posts weekly feedback on student success for 100% of assigned students in accordance with directed timeline requirements. Facilitate additional work/life courses on behalf of the university (i.e. Dress for Success, Going Places by Walmart, Open House, etc.) Courses taught: Management Negotiations
Strategic Management
University Foundations
New Student Orientation
Communications
Effective Written Communication
PearsonHuman Resources Manager (Generalist)
Jan. 2007 - Dec. 2012Responsible for administering all aspects of Company human resource policies and functions for field operations, compensation administration for both headquarters and field, and such other special projects or initiatives as assigned. Ensures human resource strategies and policies are consistent with established Company-wide goals. Responsible for the effective performance of various human resource functions, including recruiting, interviewing, hiring, compensation, benefits, employee relations, training, and for insuring compliance with EEO, ADA, and other governmental regulations. Provides informal and team leadership to staff through effective objective setting, mentoring and communication. Develop, design and implement management training curriculum for new managers. Successfully manage and administer the facility Affirmative Action Plan initiatives including handling OFCCP audit requests, establishing staffing initiatives and creating action plans to correct issues where under utilization exist. Maintains knowledge of industry trends and employment legislation, and updates or recommends policies to ensure compliance. Counsel and coach, executives and line managers, on employee related issues such as FMLA, employee engagement, training & development, performance improvement and talent management. Manage human resource processes and procedures for the inside and field sales group. Work to resolve employee relations issues according to Company policies and applicable legal requirements. Provides day-to-day facilitation activities, communications systems, and employee activities which resolve problems effectively and enhance employee morale. Oversees job classification and the updating of job descriptions. Conducts job analyses. Ensures professional development of job specifications and competencies. Conducts salary surveys, Evaluates jobs, and Recommends wage rates and incentive programs.
Pearson EductionHuman Resources Manager
Jan. 2007 - Dec. 2012Columbus, Ohio Metropolitan AreaWorked closely with business leaders to understand business processes and determine how HR can improve productivity. Secured ADKAR Change Management Certification in conjunction with large-scale implementation of a new payroll system. Designed, and facilitated train-the-trainer sessions on organization HR systems (Oracle Recruiting & PeopleSoft, Silkroad Onboarding) Managed and assigned work to HR Coordinators to include data entry, filing, record maintenance, recruitment strategies, etc. Counseled and directed Coordinators on updated HR practices and procedures. Managed full life-cycle recruitment campaigns by participating in the development of necessary advertising, screening of candidates, scheduling and conducting interviews, and evaluating placement results and reference sources all while meeting predefined hiring goals. Served as lead human resources specialist on the company’s first annual employment engagement survey. Facilitated manager and supervisor training on various HR related topics (i.e. sexual harassment, managing Gen Y, conflict management & resolution, etc.). Provided guidance and HR support to senior leaders and their staff. Managed the auditing of personnel files, leading to a successful OFCCP audit.
Nationwide InsuranceHuman Resource Field Generalist
Jan. 2000 - Dec. 2007Columbus, Ohio AreaManaged the full life-cycle of the annual Associate Engagement Survey delivered to more than 37,000 property & casualty associates nationwide. Provided day-to-day administration of policies and programs covering associate development and associate relations. Assisted human resource consultants with the planning, coordination, administration and management of human resources functions in accordance with approved policies. Developed a thorough understanding of business unit tactical plans, and worked closely with business unit managers to identify any and all human resource implications. Provided coaching and feedback to other human resource professionals and business unit managers on change management, manager training and other leader development programs. Supported and partnered with human resource professionals on developing and maintaining programs and procedures that support overall company goals. Developed, lead, and supported associate reward and recognition projects and programs. Assisted and conducted the delivery of various human resource training programs. Conducted exit interviews, analyzed turnover trends, and made recommendations for improving retention and employee relations. Ensured adherence to all federal, state and local regulations governing the employment process. Worked collaboratively with strategy, human capital, project management and research project leaders to create an understanding of what is needed to help meet department and corporate business initiatives.
Riverside Methodist HospitalHuman Resources Generalist
Jan. 1997 - Dec. 2000Columbus, OhioCommunicated company policies and procedures and provided training for health care employees and managers to ensure compliance. Successfully managed and coached health care managers and their employees through complex employee relation issues. Served as the initial point of contact on all human resources related inquiries for assigned business units. Managed the new hire orientation process and ensured employee were set-up in HRIS database. Managed the recruitment and retention process including candidate management, pre-employment screening, exit interview programs, employee referral programs, and human resource metrics for assigned business units. Assisted the human resources manager with developing and implementing strategic human resources programs and initiatives from inception to implementation. Examples of strategic human resource programs included training & development for new physician office staff, manager training on performance management systems and the development of compensation strategies. Served as a back-up for other human resources functions; including payroll, other human resource generalist and human resources manager. Managed the performance management process and ensured ongoing support of managers and employees in the review process for assigned business units. Assisted in the distribution and communication of benefit related materials; field benefit related questions; benefit enrollment. Maintained an excellent understanding of state and federal labor laws.
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