Summary

Secure a position as a Human Resource Manager, using my experience and skills to

support and achieve an organizations objectives with ten years of experience an
d excellent people skills.
Professional Experience
January 2008 June 2010
The Home Depot, WA
Human Resources Manager
Assigned to a district HR team overseeing multiple locations for the worlds larg
est home improvement retailer, responsible for driving The Home Depot stores HR
initiatives in areas of diversity and inclusion, organizational effectiveness, s
taffing, training, learning and development, performance management, career deve
lopment, employment practices, benefits and healthcare management.
Lending functional expertise in the area of diversity and inclusion, employment
practices, talent management and diverse recruitment sourcing.
In the area of employment practices I assisted to establish and manage fair and
consistent practices within an assigned district with respect to fair and consis
tent treatment of employees in all the terms and conditions of employment; worke
d as a contributing and flexible member of a District Human Resource group by as
sisting team members in meeting workload demands as needed.
In the area of talent management I assisted employees with furthering their care
ers by establishing a detailed game plan to reach the next level. I recruited t
he best for a diverse and inclusive salaried and hourly candidate pool.
Responsible for:
Cascading District, Division, and Corporate communication of changes in corporat
e guidelines and employment regulations to ensure execution and compliance with
all state and federal employment law (i.e., Title VII, FMLA, USERRA, ADA, and AD
EA) to a district leadership team.
Worked with Regional and Division HR Manager and Employment Practices Manager to
investigate compliance issues and the handling of associate issues and concerns
to maintain a positive work environment and support the Companys goal to attrac
t, motivate and retain a high-performing diverse workforce
Built and maintained diverse community relationships
Designated member of company diversity and inclusion committee
Ensured cultural competency of supervisory and managerial staff through training
and education
Demographic data on racial, ethnic, gender, disability and age
Worked with staff and management to understand diverse perspectives impacting wo
rk environment
Proactively maintained a positive Employment relations environment and support t
he Open Door policy/Aware Line process; handle Employment issues and facilitate
in-store resolutions that are fair and consistent.
Assisted in the development, implementation, and delivery of training programs
Coordinated and organized new hire orientation for multiple locations
Oversaw New Hire Job Coaches who assisted new employees to integrate seamlessly
into the work environment
Recruitment and interviewing of management and salaried positions
Organized internal career fairs and attend external career fairs
Developed incentives to retain high potential employees
Administered and monitored diverse recruitment efforts
Promoted a diverse and inclusive environment for employees and the customers ser
ved in the community
Made decisions regarding counseling and termination of employees. Coached manage
ment team on conducting effective performance reviews and the performance manage
ment process
Communicated and drove performance and recognition programs across multiple busi
ness units in multiple sites
Developed diverse hiring pools
Drove the review process for consistency, fairness, timeliness and effective uti
lization of payroll to maximize top performance.
Provided direction to store leadership on interviews, individual testing, and gr
oup assessments; ensured consistency and compliance with applicable laws and com
pany staffing policies.
Forecasted and analyzed workforce planning data and provided feedback to managem
ent team.
Executed stores staffing strategy focusing on proper full-time to peak-time rati
o certified specialists, diversity and demographics.
Recommended final candidates for job openings with start rate proposals to store
manager for approval
Coordinated in store training events/activities and that each employee has an op
portunity for career development and understands his/her growth opportunities.
Promoted external and internal customer service
Oversaw internal investigations
Developed community partnerships to promote company branding
Conducted harassment and sexual harassment trainings

December 2004 Present

K. Zigler & Associates Consulting, L.L.C.
Everett, WA
Owner
Contact private and public organizations to provide consulting, training, and wo
rkshop services in the area of Human Resources and Customer Service with an emph
asis on diverse clientele.
Currently working and consulting on-going with public and private organizations.
Manage, supervise, train, and motivate five associates. Provide Human Resource
consulting in the areas of recruitment strategy, hiring, retention, coaching, me
ntoring, succession planning, training, and creating successful teams and worksh
ops to assist clients and their employees with information and skills to functio
n in environments of workforce and client diversity. Stress the magnitude of un
derstanding the importance of customer service externally and internally.
Included are workforce demographics, an examination of individual, organizationa
l, and cultural values, and how value differences affect efficiency and producti
vity in the workplace. Assist clients with techniques to better communicate and
use problem solving skills across diverse cultural lines.
January 2000 December 2004
Snohomish County Government

Everett, WA
Human Resource Diversity Analyst
Responsible for the formulation and administration of diversity and inclusion pr
ogram activities for Snohomish County
Employee Relations, investigations, project management, benefits, interviewing,
hiring, presentations
Developed and implemented trainings and workshops for management and staff
Assisted and helped define mangers needs within in each department
Developed recruitment strategies to attract diverse candidates
Examined, screened and assisted in selection of candidates for interviewing
Oversaw interviewing process to ensure a fair and positive candidate experience
Met with managers on a regular basis to assist and give recommendations for targ
eted recruitment and hiring strategies
Planned, developed and conducted diversity education workshops and trainings to
ensure cultural competency of staff and management
Oversaw benefits administration and organized benefits fair
Attended career fairs
Chaired Snohomish County Employee Diversity Committee
Responsible to perform professional work in planning, development and evaluation
of community outreach
Coordinated assigned program planning and development activities with supervisor
s, department management staff, other county departments, other government agenc
ies, private service organizations, community resource centers, neighborhood coa
litions, schools, higher education, faith communities, law enforcement agencies,
communities of color coalition, low income housing authority,
ethnic and cultural minority groups to assist in education program services to s
uch groups
Developed relationships with formal and informal leaders in the minority communi
ty
Updated Community Diversity Resource information
Sat on numerous boards and committees with an emphasis on diversity and inclusio
n efforts
Acted as a liaison between the minority community and Snohomish County Governmen
t
Recommended areas of action to assist diverse communities in Snohomish County Go
vernments recruitment and retention outreach
Developed and oversaw budget for diversity and inclusion training in the Human S
ervices Department
Developed strategies to build and sustain relationships in the minority communit
y
Attended community meetings and community events throughout the county
Developed job descriptions
August 1995 September 2000 Marysville School Di
strict
Marysvill
e, WA
Equity/ Multicultural Education Specialist
Responsible for training, teaching, and modeling equity and diversity to student
s, staff, administration, and community
Conducted sexual harassment trainings for staff and students
Worked as a liaison between building staff and the Equity/Multicultural Educatio
n Department
Developed multicultural diversity resource list
Reviewed curriculum materials, assessed staff training needs in reference to div
ersity and inclusiveness
Planned and organized district-wide and community multicultural diverse programs
and events
Documented and kept statistics on sexual and racial harassment
Acted as a mediator between the school district, students, and parents for racia
lly motivated conflicts
Recruited more minority teachers in one year than in the history of the Marysvil
le School District
July 1989June 1995
Express Personnel
Everett, WA
Manager, Permanent Placement Division

Computer Applications
Proficient in Microsoft Word, Excel, PowerPoint, Outlook, e-mail, and internet s
earches
Education
Attended Eastern Washington State University
Cheney, WA
Dan Evans School of Management U of W
Cascade Management Series (Conflict and Consensus Building)
Seattle, WA
Civil Treatment For Managers
Fair Employment rights and Responsibilities
The Legal Record (Investigating and Documenting for Civil Treatment)
Conducting Effective Investigations
Professionally Speaking Certificate
Speak for Success Certificate
The Art of Facilitation Certificate
Authentic Leadership Certificate
Certified Customer Service Professional
(Super Host, British Columbia)