Dynamic, driven and results-focused senior-level Human Resources professional with years of noteworthy experience rooted in both practical experience and educational studies. Skilled in utilizing business strategies to develop sound HR solutions and bring ideas into action. Possesses comprehensive expertise as it relates to knowledge of HR procedures and policies. Able to interact effectively with colleagues and managers at all levels to build consensus. Strategically plans, coordinates and manages workflows and complex schedules to resources and achieve performance goals. Currently in search of a management-level Human Resources role that will allow for continued professional development and career advancement.

Cross-Functional Leadership | Time Management | Collaborative Problem Solving | Strategic Planning | Revenue Generation

Workforce Planning | New Hire Orientation | Compensation & Benefits Administration | Cultural Competency | Recruitment Efforts

Interpersonal Communication | Staff Relations | Conflict Resolution | Training & Development | Regulatory Compliance | Audits

Personnel Evaluations | Relationship Building | Presentation & Public Speaking | Organizational Skills | Policy Creation

PeopleSoft | Microsoft Office | Position Manager | IMS | Oracle | Lawson

         Foster a positive, collaborative and equitable work environment for all employees

         Encourage adherence to all relevant HR policies

         Execute measures that serve to enforce and ensure adherence to federal, state and district guidelines and master agreements

         Train and mentor administrative staff on recruitment, applicant screening, hiring processes, and labor and employment relations; includes performance assessments, growth plans, remediation, discipline, documentation and termination

         Aid school personnel in researching and addressing employee relations concerns, including the facilitation of resolution measures or similar alternate means of conflict management

         Drive compensation strategies including completion of job market studies and position description analyses

         Prepare the HR portion of Board Meeting agendas to ensure all items are addressed in a timely and holistic manner

         Interview staff as it relates to charge dispositions, disciplinary action, as well as the possibility of administrative leave and/or employment separation

         Investigate allegations of a hostile work environment, sexual harassment, ADA non-compliance and issues regarding EEOC

         Lead by example to practice safe work habits, utilize appropriate safety equipment and report hazardous conditions to the proper administrators per school guidelines

         Boosted the school from having a 3% rate for licensed teachers to a 90% rate in one year

         Directed an extensive division comprised of virtual and onsite teams

         Spearheaded new hire onboarding/assimilation programs, employee relation issue resolution, merger integration support, benefits administration compensation analysis and salary offer recommendation

         Enthusiastically collaborated with senior leadership in designing and executing a strategic staffing plan used to identify qualified candidates and retain high-caliber talent

         Managed workforce planning processes for the business unit, including staffing needs analysis/forecasting, talent procurement and professional development for personnel

         Acted as a strong and influential change agent amongst senior leadership personnel; developed inclusive HR strategies that supported growing and evolving business objectives, integration efforts and successful mergers/acquisitions

         Increased compliance by 30% through training management personnel in performance development and goal setting measures

         Introduced an innovative and effective new performance management tool that was later implemented throughout the division; also devised a leadership development program that supported succession planning for professionals with leadership potential

         Vastly bolstered overall business performance using effective coaching and training methods

         Serve as an integral member of the Business Unit Executive Team; reported directly to the Business Unit CEO

         Drove various HR operational support initiatives that benefitted senior managers and more than 600 professionals across the organization; included performance management, staffing, staff relations, compensation and organizational development

         Developed and set forth a hospital-wide mandatory employee drug testing program

         Nurtured productive relationships in order to further develop a strategic nationwide workforce network comprised of faculty, campus placement offices, the Dean s Office, student affairs departments and military TAP offices

         Analyzed compensation structures to offer recommendations to management relative to salary offers and related market adjustments, internal equity, market competition and benefits

         Recruited over 60 requisitions in the nursing, scientific and medical sectors; garnered institutional savings of $25M

         Identified and capitalized on creative sources for target recruitment efforts

         Ensured successful Joint Commission accreditation through careful administration of mock surveys for client groups

         Efficaciously resolved complex labor relations issues in conjunction with the Union Management Team

         Led the entire performance management process; actively mitigated instances of below-expectation performance in order to promote the achievement of corporate performance goals

         Aligned personnel relation efforts with strategic goals and organizational objectives

         Thoroughly investigated employee concerns and decided on related corrective actions in collaboration with the management team and the company s legal counsel

         Effectively managed the termination process, including exit interviews

         Collaborated with the Executive Team in crafting a new hire assimilation program and a customized staff training program

         Led both internal and outside HR outreach programs that fostered a strong sense of collaboration and performance recognition

         Analyzed exit interview trends to help contribute to the development of an ongoing retention strategy

         Successfully supported the Senior Management team and over 500 personnel

         Handled various HR functions including employee resolutions, candidate recruitment, performance management and organizational change

         Collaborated with the Vice President of Human Resources in resolving multifaceted high-risk personnel issues

         Drove the recruitment of 25 business unit staff positions in partnership with senior management and the recruiting team

         Chosen to manage and lead the College Summer Intern Program on behalf the Business Unit

         Conducted compensation and market analyses that yielded market salary adjustment recommendations

         Fueled organizational change within the client group by reducing force analysis

         Served as a member of the Multicultural Network Committee, thus cultivating awareness of diversity in the workplace

         Leveraged sharp leadership acumen in managing a broad scope of HR operations, from performance administration, staffing and staff relations to compensation planning, talent recruitment and organizational development

         Oversaw the recruitment of more than 30 requisitions in the pharmacy, scientific and medical sectors; resulted in $15M savings

         Identified and implemented creative sources for target recruitment efforts

         Asked to manage the residency program for the Department of Pharmacy

Master of Science, Management and Human Resources, University of Maryland University College

Bachelor of Science, Nutrition, Ball State University

Member, Society of Human Resources Management