Sie sind auf Seite 1von 3

Staffing Programs - HR Strategy Development - Organizational Development and Tra

ining - Communication and Recognition Programs - Union Avoidance / Negotiation -


Performance and Succession Planning - Due Diligence / Benefits - Project Manage
ment - HR Policies and Procedures - HR Metrics
QUALIFICATIONS PROFILE

Experienced and self-driven human resource specialist with advanced expertise in


various aspects of personnel management and employee relations; compensation an
d benefits management; and labor relations within the context of the business ma
nagement system; and adept at confirming data, assessing issues, and providing r
ecommendations to superiors to strengthen the internal control environment. Resu
lts-oriented with focus on delivering vital information and reports within appro
ved and preset timeframes. Proven management skills; render customer relationshi
p-building skills to constantly deliver dynamic results. Exhibit capacity in com
municating clearly and effectively with involved parties, fostering a collaborat
ive team environment.
PROFESSIONAL EXPERIENCE

HUMAN RESOURCE CONSULTANT


Automatic Data Processing ~ Queens, NY 2009-Present
- Oversee operational activities and ensure timely delivery of service and
projects to each client in all functional areas, including payroll, 401k, benef
its, employee relations, training and development, and legal compliance
- Work collaboratively with clients to drive thriving results while increa
sing clientsâ⠬⠢ satisfaction and retention
- Offer best practices for human resource policies and employee handbooks
- Develop and cultivate strong professional relationships with clients at
all levels to successfully support them in achieving their business strategies
- Deliver critical and accurate statutory information to clients in payrol
l or human resource areas, such as tax filing and / or benefits administration
- Assist application users in instructing, navigating, troubleshooting, ma
intaining, and evaluating to identify the best solutions and alternatives
- Provide human resource management and support to versatile industries wi
th workforce of 100 to more than 3500 regular and temporary employees
- Assume full responsibility in performing daily human resource functions,
including personnel management and employee relations (screening, recruiting, a
nd training new personnel; mentoring and counseling current employees at all lev
els of the organizations; investigating and resolving conflict and issues, expla
ining and implanting contracts; facilitating exit interviews; and monitoring emp
loyees compliance to established organizational policies and protocols), compens
ation and benefits management (discussing separations / severance agreements; pr
ocessing payroll, 401k, and other benefits; recommending and approving field sal
es and operations employees' merit increases, promotions, stock options, and bon
us); labor relations (attending hearings and administering conformity COBRA, FSA
, and FMLA; coordinating EEOC / Harassment issues, employee concerns and discipl
ine, and investigations)
- Organize and facilitate training programs for various functional areas o
f the company
- Analyze wages and benefits surveys to maintain competitive compensation
packages
- Sustain continuous community, employee relations, and wellness activitie
s to elevate community involvement and employee morale
EMPLOYEE RELATIONS ASSISTANT
New York University Medical Center ~ New York, NY 2004-Present
- Functioned as employee negotiator under the general direction of the Emp
loyee and Labor Relations Vice President
- Identified and reported employee organization problems to department hea
ds and supervisors
- Actively involved in establishing supervisory training in the area of la
bor relations
- Interfaced with representatives of employee organizations to discuss lab
or / management problems and give further details on company rules and regulatio
ns
- Supervised employee grievance procedure and informed supervisors on scho
ol and hospital rules and regulations along with previous grievance decisions
- Designed and led training programs to improve labor relations, employee
organization, and management relations
- Committed to improving operations, minimizing turnaround times, restruct
uring work processes, and working cooperatively to provide quality, seamless cus
tomer service
- Responded to and transferred all incoming HR-related calls
- Processed all unemployment insurance claims
EARLIER CAREER
HUMAN RESOURCES SPECIALIST (Internship)
Pfizer ~ Augusta, GA 2004

LEAD TELEPHONY COORDINATOR


Knology, Inc. ~ Augusta, GA 2000-2004
EDUCATION
MASTER OF SCIENCE IN ADMINISTRATION, Central Michigan University ~ Mount Pleasan
t, MI ~ In Progress
BACHELOR OF SCIENCE IN HUMAN RESOURCE MANAGEMENT, Brenau University ~ Augusta, G
A ~ 2004
PROFESSIONAL DEVELOPMENT

Payroll Training, ADP PayeXpert


Human Resource / Benefits Software
AFFILIATIONS
Member, Society of Human Resource Management, National Chapter
Mentor, Automatic Data Processing, Inc. (ADP)
Member, Society of Southeast African American Resource Group (SAARG)
Employee Opinion Survey Ambassador, New York University Medical Center (NYUMC)
AWARDS / RECOGNITIONS
Team Player Certificate Award-ADP 2009, 2010
ADP Comprehensive Services WOW Recipient, 2009
New York University Medical Center HR Spotlight Recipient Award Winner, 2008
TECHNICAL ACUMEN

Proficient in Microsoft Office applications (Word, Excel, PowerPoint, and Outloo


k); PeopleSoft; ADP (HR/B, Pay eXpert, and ReportSmith); Skillport; and Internet