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Work Background
NoneSemi Retired
Aug. 2024
Southeast HealthDirector, Human Resources Operations
Apr. 2022 - Aug. 2024Dothan, Alabama, United StatesSummary:
The Director of Human Resources Operations provides leadership over the health system benefits plan, compensation program, recordkeeping, and all compliance and audit activities of the Human Resources Department.
Description:
Essential Functions: Serve as Human Resources operations compliance expert including conducting regularly scheduled Human Resources department audits; Provide leadership for the Southeast Health compensation program; Ensure recordkeeping and data processing procedures remain compliant with all regulatory body expectations; Provide overall leadership for the Southeast Health employee benefits program; Provide overall leadership for the Southeast Health employee retirement plan; Develop strategies by identifying and researching human resources issues and trends and providing recommendations to the strategic plan to align human resources operations with organizational goals; Support Southeast Health leadership by providing human resources advice for all employee relations matters; Complies with all federal, state, and local re3quirements by maintain knowledge in existing and new legislation, anticipated legislation, and enforcing adherence to requirements; Provide guidance to leadership by researching, developing, writing, educating, and updating policies, procedures, methods and guidelines; Implement human resources strategies by establishing team accountabilities around compensation, benefits, records management, employee relations, and compliance.
Pathway, A New DirectionDirector of Human Resources
May. 2018 - Apr. 2022New Brockton, Alabama• Implemented best practices for HR across an organization that has experienced rapid and organic organizational growth over the last 5 years. • Actively participates with leadership to source, evaluate, select and on-board in addition to training, coaching, and counseling superb talent, for a company consisting of approximately 250 employees over 4 locations regionally.
• Proactively collaborates with leadership to develop and implement people strategy development and operational planning which support the business's success and fosters employee engagement.
• Guides leadership, employee actions, and government officials by researching, developing, writing, and updating policies, procedures, methods, and guidelines; • Built, developed and manage a human resource team capable of carrying out human resources strategies that are aligned with communicating and enforcing the organization's mission, values and objectives.
• Evaluate and benchmark compensation programs to establish and ensure internal equity and external competitiveness. • Provides leadership with a strong analysis of Human Resources metrics for effective organizational planning. • Directs the maintenance of Human Resource records and HRIS; reviews employee changes in status to ensure fair and equitable application of compensation, HR and employee relations policies and practices. • Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of the organization's personnel policies and practices
• Proactively develop and manage strategic and financially sound benefit programs; works closely with brokers to identify a balance of cost-effective and competitive programs. • Maintains knowledge of industry trends and employment legislation and ensures the organization complies with all federal, state and local legal and regulatory requirements.
JELD-WEN, Inc.Regional Human Resources Manager, AL, LA & AZ
Mar. 2016 - Mar. 2018Ozark, ALPerforms highly responsible business unit activities by strategically partnering with the Plant Managers (PM) of four separate facilities spanning three states, encompassing up to 420 personnel; relative to staffing, turnover, quality, training and development, and safety, with the objective of meeting JELD-WEN’s Key Performance Indicators (KPI’s) including, but not limited to, Safety, Quality, Delivery, Cost and Inventory (SQDCI) metrics and Continuous Improvement (CI) objectives and activities. Provides leadership, direction, training and guidance to associates to include staff, and personnel up and down the organizational hierarchy. Implements and annually updates compensation programs; rewrites job descriptions as necessary; conducts annual salary surveys and develops merit system; analyzes compensation; monitors the performance evaluation program and system and revises as necessary, and performs same on departmental staff. Handles personnel files, confidential correspondence and materials associated with all plant and facility personnel with a high degree of integrity. Develops, recommends and implements personnel policies and procedures; prepares and maintains Policy and Procedure Manual and summarizes same into an Employee Handbook on said policies and procedures for distribution to employees. Performs or oversees benefits administration to include claims resolution, and change reporting. Maintains other records, reports, logs and files to conform to EEO regulations. Conducts or assists in recruitment efforts for exempt and non-exempt personnel, students and temporary employees; conducts new-employee orientations; monitors career-pathing program, employee relations counseling, outplacement counseling and exit interviewing; writes and places advertisements.
Jeld-WenGroup Manager - Safety/HR
Sep. 2013 - Mar. 2016Ozark, AlabamaGroup Manager – Safety, JELD-WEN Windows & Doors Sept 13 – Current
Ozark, Alabama. Manager: Ron King
Responsible for directly managing and motivating a production crew of up to 50 employees; as well as all aspects of the crews performance, including safety, quality, production, and training. To provide site safety leadership for a plant consisting of 150 personnel, ensure facility compliance with corporate safety standards, implement safety directives, improve safety performance, and ensure facility safety policies and procedures are aligned with governmental regulations. Manages the recruiting process to ensure the staffing needs of the plant with qualified employees. Maintain the accuracy and integrity of all site Workers' Compensation claim records in the Automated Workers' Compensation Claim System (JWReportIt), in addition maintain an company based control and tracking system to enable compliance with OSHA record keeping and annual filing requirements. Maintain derivative databases that track the incidence of types of injury/illness; and WC program expenditures by a variety of factors to assist in the development and/or modification of to help bring about improved communications and efficiency in the handling of WC claims and safety programs to abate the injuries/illnesses. Identify best practices and lead continuous improvement initiatives to reduce work process risks, raise safety awareness, and improve safe work practices. Conduct or coordinate worker training in areas such as safety laws and regulations, hazardous condition monitoring, and use of safety equipment. Perform safety audits and inspect facilities, machinery, and safety equipment to identify and correct potential hazards, and to ensure safety regulation compliance. Investigate industrial accidents, near-miss incidents, and occupational injuries to determine causes, install preventive measures, and manage return-to-work activities.
AECOM/AGSRegional Human Resources Supervisor
Jul. 2012 - Jul. 2013Kandahar, AfghanistanSupervises a professional team of up to 12 (twelve) HR Generalists, across 3 FOB’s in Southern Afghanistan, encompassing a wide range of functions within the human resources discipline, including interviews, selection and placement of candidates into open positions; evaluates staff, comparing objectives and achievements in the assessment. Coordinates and administers all employee benefit programs. Manages employee benefits compliance (i.e. medical, dental, life insurance and long-term disability, workers compensation (DBA)), for the southern region of Afghanistan, which includes approximately 2100 personnel, over 21 different FOB locations. Creates and maintains technical HR related reports in identification of trend analysis’. Refines metrics and reporting systems to track effectiveness of AC FIRST HR Initiatives across the S/W project. Manages collection of data for MOSC-A project - monthly and annual reporting. Assists in the module design, development and presentation of training, ie. Harassment, Diversity, Communications, Performance Documentation and other training initiatives identified by AECOM-AC FIRST. Provides direction to a wide variety of HR Departmental functions and processes including: performance evaluation program, company leave program, employee agreements, LOA process, record management, the processing of resignations and terminations, and departmental employee recognition.
L-3 CommunicationsProduction Control Supervisor
Dec. 2008 - Jun. 2012Fort Rucker, ALSupervisor of Production Control and Aircraft Scheduling for Cairns Army Airfield, responsible for guiding, mentoring and supervising six (6) personnel. Supervises and ensures the scheduling of approximately 180 aircraft a day for the initial flight training of all U.S. Army pilots and contracted foreign pilots. Monitors and tracks an ongoing aircraft maintenance program for 182 FAA regulated aircraft, tracking a flow of aircraft in unscheduled and scheduled maintenance postures as well as aircraft fully flyable. Performs management responsibilities to ensure that the Quality Management System is maintained, its efficiency continuously improved, and that the system complies with the requirements of the International Organization for Standardization (ISO) 9002 Series standards. Responsible for establishing and monitoring all statistical data to quantify and qualify Government contractual helicopter maintenance and U.S. Army flight school requirements. Researches, tracks and monitors extensive specialized project assignments to assist senior management to be better informed to make sound decisions for customers, suppliers, and to improve overall efficiency and profitability. A proven track record of leveraging data analysis to drive significant business impact, interpersonal communication and presentation skills, able to explain technical concepts and analysis implications clearly to a wide audience and able to translate business objectives into actionable analyses.
Standard TextileSupply Chain Analyst
Jul. 2006 - Nov. 2008Responsible for the Just in Time (JIT) coordination of the supply chain for a textile company that produces flat textile goods for the hospitality and healthcare market. Balancing of supply and demand adjusted for seasonal fluctuations and optimum storage configuration for inventory targets and the flow of finished goods to the warehouse. Planning and preparation of production schedules for manufacture of industrial and commercial products. To include developing master schedules to establish sequence and lead time of each operation to meet shipping dates according to sales forecasts or customer orders. Analyzing production specifications and plant capacity data to plan and schedule workflow for each department and operation according to previously established manufacturing sequences and lead times. Coordination with department supervisors to determine status of assigned projects and expedite operations that delay schedules.. Study and evaluate market demands and match those demands to the manufacturing strengths of the company, Evaluation of current products as well as beta test programs. Quality review of manufacturing strengths and weaknesses to assist in the development of proposed new products or improving current lines.
Basalite Concrete Products, LLCHuman Resources Manager, EHS Professional, Quality Assurance Coordinator
Oct. 1997 - Jun. 2006DuPont, WAResponsibilities included all personnel functions including: recruitment, benefits, employee/labor relations, consultation with supervisors/managers on employee/labor relations matters, compensation, personnel policy development and interpretation, staff training/orientation, regulatory compliance, risk management, records maintenance, and supervision of staff. Managed staff recruiting and hiring processes, monitored performance evaluation systems, provided guidance and assistance regarding progressive disciplinary actions and process all staff terminations. Managed employee benefits (i.e. medical, dental, life insurance and long-term disability, cafeteria plan, COBRA, workers compensation). Provided guidance to staff, supervisors and managers regarding job-related issues and handled internal complaints. Ensured compliance with necessary legal requirements and policies (i.e. EEO, ADA, OSHA, etc.); acted as a liaison with senior administration to resolve external complaints from regulatory bodies or court actions. Oversaw formulation and revision of staff job descriptions and salary classifications. Gained extensive experience in planning, developing, implementing, monitoring and evaluating Loss Prevention Programs, including development of safety-related plans (IIPP, Disaster Recovery, Hazard Analysis, etc.); which includes evaluating and revising safety plans, reviewing corrective actions identified by plans and providing input to eliminate or minimize hazards. Experience includes responding to reported accidents and near misses to evaluate industrial settings for enhancement of safety, reviewing updated regulations to ensure compliance, responding to regulatory agency inspections and audits and to implement corrective actions; in addition to reviewing project plans for safety compliance, developing safety certification plans, and conducting safety certification meetings.
US ArmySergeant, Paralegal (Desert Storm Era Veteran)
Oct. 1990 - Aug. 1997•Specialized in the areas of Criminal Prosecution, Family Law, Claims Management, Magistrate Prosecution, Administrative Law, Legal research, and administrative support. •Supervised a department of 7 enlisted soldiers that supported up to 5 lawyers.
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