RESUME:

Ann B Pharr SPHR

abpharr@gmail.com
713-516-8849
623- 252 2661
Experienced and progressive Human Resource professional with extensive experience in
human resources management. Seeks a strong partnership where a comprehensive
expansive knowledge of Human Resource policy and procedure can be utilized for the
benefit of all parties

Accomplishments
SPHR Certification
Engaging Trainer Facilitator utilizes and adapts ADDIE ((1) Analysis, (2) Design, (3)
Development, (4) Implementation, and (5) Evaluation.) model/s to ensure that training
content is fully understood
Designed ‘ Developing Working Relationships’. to enhance and stress the
importance of exceptional customer service.
Assisted employees in discovering the use of coaching relationships
Increased performance and job satisfaction
Strong full cycle Recruiter·
Employee Relations with investigative experience
Expertise to motivate and coach management and employees leading to a better
understanding of HR policies and procedures

Personal Attributes
Dedicated work ethic
Compelling interpersonal/human relation skills.
Outgoing personality, able to relate well to employees at all levels of organization.

State of Arizona (2007 2007) Benefits Liaison

Timely processing of claims, claims analysis, and prioritizing work activities within
established timeframes.
Reviewing and inputting forms.
Coordinating the return of injured employees back to work.
Followed Personnel rules, policies and procedures when inputting and auditing
employee information in the various automated systems.
Working with employee regarding benefits eligibility, premium coverage account
reconciliation and premium billing, which requires discretion, negotiation and tact.
Long term disability, Short-term disability, FMLA,
The position had authority to initiate contact with claimant, medical providers, and
attorneys, identify questionable claims and make referrals as needed.
Human Resource Manager (2003 – 2004), Lowe’s Home Improvement Espanola NM
Retailer of home improvement products with over 150 employees.
Executed critical Human Resources processes throughout the business unit to accomplish
key business objectives, implement culture change, and assure the business unit has the
capability to achieve its strategies. Oversaw the coordination of all Human Resource
efforts in leading and designing the effective and consistent delivery of programs that
enhance the mission, purpose, core values, culture, and deliverables of the Company.
Bolstered work performance and leadership potential of management trainees through
research, design and development of a Mentor Advisor program.
Increased on floor sales productivity and morale through coaching and mentoring
programs
Improved employee communication by implementing an employee newsletter, focus
groups, individual employee meetings with leadership, and regular department
communication meetings
Significantly improved quality of new hires and trimmed costs/time associated with
selection by leading variety of recruitment programs for management and store staff.
Reduced vacancy turnaround from average of 35 days to 15 days.
Reduced Worker’s Compensation Costs by through facilitation and participation in
behavioral safety events.
Performing trend analysis and report preparation of claims.
Reviewing, identifying and referring questionable claims to investigations, and
coordinating investigation of questionable claims.
Ensure compliance training is conducted in accordance with Standard Operating
Procedures (e.g., Fire Safety Training, TIPS, Sexual Harassment and CPR).
Reduced overall department budget 15% while increasing HR Department satisfaction
ratings by 20%.
Goldhouse Mortgage 2004- 2007 Phoenix Arizona & First Mortgage of NM –(1998-
2002) Managed Multiple satellite offices
Worked in several properties over 6 years as Human Resource Manager
Provide coaching and counseling with regard to employee relation issues. Partner with
the operations group to develop and implement programs that will support the business
objectives in terms of recruitment objectives employee relations, training and
development.
Significantly improved quality of new hires and trimmed costs/time associated with
selection by leading variety of recruitment programs for management and store staff.
Increased employee satisfaction and reduced overall Human Resources and
Administration costs
Established region-wide performance management system based on corporate culture,
vision and values.
Led talent management (succession planning, talent reviews, development),
compensation, and benefits. Educate recruiting sources on desired candidate profile for
employee openings
Matazal Casino T & D (2002) Department of Gaming Arizona (Casino) # 32426
expired
Front line training, Orientations and other relevant training as needed for Hospitality
Industry
Berino Herb and Spice Human Resource Manager NM (1997- 1998)
Managed staff of 2 Managed all Human Resource functions. Start up plant for the
processing of Herbs for Tone Spices Predominately Mexican Oregano. Developed
and implemented HR policy and procedures for corporate use. Full cycle recruiting
for Plant (floor) workers and Quality Control Lab and testers, Sales Personnel
Compliance training OSHA

Human Resource Management

Policy and Procedure
Develop and revise policies and procedures to better serve the needs of corporation and to
ensure compliance.

Ordered, Supervised and conducted HR audits making revisions where necessary.

Full cycle recruiting administered new hire procedures, including checking references,
developing a compensation package, and extending offer to selected candidates.

Employee Relations - Ensure employee relation’s activities are in compliance with state
and federal laws and regulations.

Identify and analyze employee relation’s issues, conduct investigations, resolve problems
and counsel employees.

Advise employees and management on disciplinary actions, disputes, employment status,

and performance problems. Respond to employee complaints, management concerns, and
inquires regarding personnel policies and procedures.

Administer personnel functions such as workers compensation, labor hearings and related
activities.

Managed inbound employee concerns/questions regarding employee benefits by

providing exceptional internal customer service.
Conduct exit interviews.

Training and Development

Planned, developed, and provided training and staff development using Classroom
training, on the job training, training demonstrations, meetings, e training, computer
modules, conferences, and workshops.
Training on Demand (TOD) modules assisted employees with up-to-date training with
tests that track user knowledge.
Intervention training for alcohol, drugs TIPS (Training for Intervention Procedures)
Utilize ADDIE principals, Go Fish, and other leadership principals
Coached and mentored management and staff directing and guiding them to Human
Resource policies. This resulted in an improved understanding of procedures and
processes for all employees and a broader understanding of laws and consequences for
Management personnel
Professional Organizations
SHRM Society of Human Resource Management # 00774526 (member)
ASTD American Society of Training and Development (member)
Red River SHRM

Education and Certifications

University Studies with emphasis in Organizational Psychology
R.C. Webb SPHR certified Human Resource Management
NIGA (National Indian Gaming Association)
HR Management Certification – 2002
Department of Gaming Arizona (Casino) # 32426 expired 2007
Continuing education hours
SHRM 7.5
Diversity and Cultural Competency Training;
Inappropriate Behavior and Workplace Harassment;
Workforce/Succession Planning;
Level I HIPAA; Selection and interviewing trends
Certified Lab One Oral Fluids Drug Testing
N.M. Department of Education #228131 (not renewed)

Knowledge Skills and Abilities

People Soft HRIS systems,
Lawson HRIS systems,
Unicru,
Talx,
Choicepoint,
Staffworks,
Microsoft
Outlook,
Word,
Calyx