Regional Employee Relations Manager
Jun 2015 – Present
Develop, organize and implement recruiting strategies across locations, including direct recruiting, job fairs, sourcing, screening.
Train managers on interviewing and selection to Skechers standards. Assist with the interview and selection process of all employees.
Develop, organize and facilitate human resources best practices and programs to meet the strategic business needs of Retail Operations.
Develop & Train on a variety of management development and organizational development classes for managers.
Understand and apply all Federal, State, and local laws in conjunction with company policies and procedures, ensure proper State, Federal and company are posted in all associates work areas.
Work collaboratively with the store management team, regional/district teams on employee relations issues.
Investigate complaints and concerns; evaluate and offer possible courses of action and provide advice, guidance and direction for resolution.
Maintains Human Resources records by: documenting incidents and resolutions of issues.
Study existing and new legislation to serve as compliance expert.
Deliver exceptional customer service to the regional team, store management teams, sales associates and operations team.
Provide leadership and support to managers and associates on policy interpretation and other associate relations matters, including but not limited to performance management, internal administrative investigations and training needs.
Review and evaluate all terminations to ensure compliance
-Pendergast & Associates, P.C.-
Human Resources Manager
Dec 2013 – Jun 2015
Responsible for the creation and implementation of the Human Resources department
Review and update all standing Human Resources policies in order to align them with the firm’s
new direction and drive an efficient, engaged culture
Develop and implement an extensive training program for all new hires and current employees to
establish a core skillset
Handle all Employee Relations issues, including investigations, employee grievances, and coaching
both managers and employees on how to effectively handle various situations
Partner with the Managing Partner to design and roll out firm wide initiatives that drive culture,
improve performance and lead to a more efficient, engaged staff
Draft job postings and recruit for all open positions in order to meet the firm’s ongoing staffing
First point of contact for Benefits-related questions and work with providers in order to expedite a
Manage, review and process a bi-weekly payroll for both exempt and non-exempt employees to
ensure employees are paid correctly
Solely responsible for the implementation of a Performance Management system for both exempt
and non-‐exempt employees
Manage the Termination Process including all paperwork, Unemployment Claims and Hearings,
COBRA, Severance Agreements and Exit Interviews
Associate HR Manager
Jul 2012 – Dec 2013
Create and implement new Human Resources Processes to increase the efficiency of the department.
First point of contact for all Call Center Employee Relations’ Issues including employee complaint investigations and coaching managers on the appropriate discipline action to be taken.
Develop and implement a successful Onboarding Program in order to enhance the new employee's experience and decrease employee turnover.
Drive employee engagement through effective implementation of employee activities and the solicitation of employee feedback through surveys or other forums.
Work with the Sr. Director in order to develop and facilitate Employee Training & Development Programs.
Solely responsible for the successful implementation of the Performance Management Process.
Manage the New Hire and Termination Process, prepare all necessary documents, and ensure a smooth transition.
Directly assist the Sr. Director with special projects including the review of current company policies and update recommendations, data analysis, and compensation research.
Manage the Open Enrollment Process and serve as the go to person for all benefits related questions.
Research, design, and implement an Employee Recognition Program that will have a positive impact on reducing employee turnover and increase overall employee satisfaction.
-Resolution Technologies, Inc.-
Human Resources Generalist
Mar 2012 – May 2012
Develop and implement Policies and Procedures for a rapidly growing company.
Review, evaluate, and make recommendations for current processes improvements.
Responsible for all New Hire paperwork for all employees.
Process and review all candidate's background checks.
Ensure compliance with all local, federal, and state employment laws.
Handle payroll for all internal and external employees.
Responsible for all Off-Boarding, including COBRA, Unemployment, etc.
-JMG Realty, Inc-
Human Resources Coordinator
Sep 2009 – Mar 2012
Responsible for coordination and auditing of all employee files, including assembling new hire files and reviewing each file for completeness.
Serve as initial point of contact for all HR related questions from on site and corporate managers
Review 500+ hourly employee timecards to ensure completion and compliance of all hourly wage laws.
Manage the background screening process including processing, reviewing results, and make hiring recommendations to managers.
Review all applications and references as well as conduct interviews for manager level candidates.
Directly assist HR Director with special projects and reports as requested.
Assist the HR Manager with training initiatives, including all marketing and training tools necessary to ensure success of current and new pilot programs.
Design, implement, and monitor the JMG Wellness Program.
Serve as HR Representative at property takeovers to manage proper onboarding and orientation of new employees.
Aug 2004 – 2012
Aug 2007 – Jun 2008
Jun 2008 – May 2009
Identify, pre-screen, recruit and interview candidates for temporary, temp to hire, and career opportunities
Quickly respond to clients' staffing needs by identifying and presenting them with top talent
Coordinate all aspects of the new hire process including I-9 verification, new hire orientation, and administration of skills testing
Maintain all new hire files, copy and assemble all new hire forms, and enter all candidate information into eEmpACT.
Responsible for completing all reference and background checks
Compose, post, and maintain job postings on job boards
Collect, enter, and process weekly field employee payroll
Assist Human Resources Director with various projects as assigned including Georgia Department of Labor Unemployment claims and Verification of Employment, as well as updating the Internal Employee Handbook