Dynamic Human Resources professional with experience in implementing cost saving programs.
|Describe your experience with recruiting, including candidate sourcing, interviewing and final selection process.|
In previous positions, I have been involved in the “full-cycle” of recruiting, by using various methods to recruit candidates, both exempt and non-exempt positions. I was able to connect with candidates through different types of media (print and electronic) job fairs and word of mouth. The positions ranged from warehouse agents to quiet “C” level searches upon request. I would be responsible for initial phone screening or in person interviews and passing on top candidates to hiring managers, giving my input to assist in the final selections.
Describe your experience in working with collective bargaining agreements; including years of experience, which unions you’ve worked with and what your involvement has been in employee grievances.
In only a couple of positions (temporary) I worked in an environment where there were unions (professional guilds) for CNC machinists. I had little to no contact with the shop stewards who were the labor leaders. I did provide support to those who sat “first seat” in ant labor negotiations. With respect to Employee grievances, I have been involved investigations as it relates to racial discrimination (EEOC complaint) and wrongful terminations.
Describe a difficult employee relations issue that you had to resolve. What process did you follow? Who did you involve? How did the employee(s) feel about the resolution?
I had a termination case to investigate as the employee who was terminated wrote a letter making several serious allegations against the Terminal Manager. I advised my supervisor of the letter and sending a copy to the HR director and the VP of HR. I outlined a plan of how I was going to conduct the investigation. After that was approved, I began with the terminated employee, I asked a series of questions and making sure I had the entire response to all questions, I followed up speaking to other employees of the terminal to get collaborating evidence and then spoke to the Terminal Manager. After collecting the evidence, I went back to the employee and asked a series of follow up questions, and at that point, the terminated employee confessed that the allegations against the Manager were indeed false and all he wanted was to get the job back. I reported all of the facts of the case to my HR director and informed her of my decision. I wrote a letter to the terminated employee and informed the employee of the decision, the employee had called me and thanked me for taking the investigation serious and that my investigation was fair and forthright.
Describe your experience with the following human resources functions:
Employee Benefits: I have assisted in doing open enrollments for medical dental and vision. I have reviewed vendors and products and made presentations to senior-level management on recommendations to use what vendor or program. I also replaced an EAP program with one that offered more services and saved $120,000 a year in costs.
Unemployment Hearings: I wrote the companies first response to all unemployment hearings in multiple states. I represented the companies in the appeals process. In California in the fiscal year 2005, I reduced Aeroground’s California UI MOD rating and UI Costs by $150,000 and with assistance by a 3rd party vendor, reduced other states UI costs by $350,000. This was done by consistent timely response and aggressive response during the appeals process.
Family Medical Leave: I advised all terminal managers on LOA requests whether the employee was eligible for the FMLA, CFRA or PDL or not. If not, I made sure the employee received a quick and timely response. I also made sure I kept all requests in a separate confidential folder. I was also responsible for tracking the
Length of time taken by the employee and notifying the employee on when the
Leave was to expire and when the employee was to notify the company on
Whether or not the employee was going to return to work.
Worker’s Compensation and Return to Work Issues: I was responsible for case management from start to close. I helped reduce the MOD rating from 1.20 down to .74 and reduce the California MOD rating down to .58. I helped implement a safety bingo program that helped reduce the number of injuries and related costs. I also helped keep IIPP records for all terminals. I was responsible for keeping OSHA records and making sure all forms were posted. I also was the liaison with OSHA when it came to abating fines.
I would also expect to be involved in projects as assigned by superiors. Whether it would be recruiting, developing a compensation plan, creating reports with analysis for Senior-Level Managers, investigations (sexual harassment, EEOC complaints, Employee Grievances, Internal thefts, wrongful terminations)