604 Harmony Lane
HUMAN RESOURCES MANAGEMENT / HUMAN RESOURCES GENERALIST SUPPORT
Dynamic, proactive and people-driven professional with over nine years of increasingly responsible HR generalist experience, including three years managing a fast-paced HR function. Proven ability to provide critical support in the development and implementation of HR strategies that achieve business results. Equally adept at optimizing performance through organizational change. Excellent skills in problem solving, multi-tasking and communications. A trusted company advocate who can effectively balance the needs of both individual and organization.
SUMMARY OF QUALIFICATIONS
Staff Recruitment and Development Mentoring / Work-Life Balance Programs
Quality and Performance Management Leadership Coaching and Counseling
HR Policies, Processes and Procedures Change and Conflict Management
Compensation Administration Employee Relations
New Hire Orientations Project Management
2007 to Present
WELLINGTON HR SERVICES, Chicago, IL
Human Resources Manager – Financial Services Center 2010 to Present
Promoted to this highly-visible role responsible for managing the Human Resources function for over 175 employees, from analyst through partner, within the company’s Financial Services business unit. Core management duties include counseling, scheduling and personnel issue resolution, with additional involvement in staffing, employee relations, performance management, new staff orientation, project management, program development, EEOC guidelines and company HR policy compliance.
Contribute to the development and implementation of programs and strategies to maximize human capital and drive performance goals despite ongoing, challenging business developments, including the creation of a forecasting tool to predict fluctuations in staff chargeability.
Promote a valued and consistent structure to manage the delivery of employee services. Provide full, hands-on scheduling support. Work closely with executives to determine staffing requirements. Identify and recommend potential candidates. Negotiate terms for fulfillment.
Spearhead performance management processes for projects and personnel, including contribution ratings, salary administration, promotions and performance improvements.
Work in cooperation with internal legal, financial and technical leads to guide business and HR vision. Advise career counselors in effort build a common understanding of unit’s objective. Team up with new employee orientation group to ensure successful assimilation of new hires.
Develop and introduce skill building sessions and leadership training programs. Collaborate on and maintain oversight responsibilities for various employee initiatives, such as “Worksite Satisfaction & Recognition,” “Flexible Scheduling” and “International Exchange” programs.
Strengthen communications between Human Resources and personnel by utilizing different media (e.g., e-mail and voice mail) to disseminate information. Keep current all personnel and scheduling systems/databases.
Integrated Solutions Group 2007 to 2010
Provided HR support to approximately 200 employees within the group. Solid demonstration of abilities led to increased management role. Acquired valuable generalist experience in staffing, performance management, program coordination and workforce development.
Effectively managed staffing process while balancing business needs with individual career goals.
Successfully led two performance management processes which involved ratings, promotions and salary administration.
Acted as the leadership support person for the North America group leads.
Established and maintained strong working relationships with other HR team members.
Integrated new members within the Integrated Solutions group.
Assisted in the planning and execution of special programs.
MAYER & SPEIGAL, Chicago, IL 2004 to 2007
Recruited qualified candidates for various levels of management, with emphasis on MIS professionals.
Played direct role in the salary negotiation process. Conducted comparisons of candidate salaries with company’s pay structure and guidelines.
Wrote, implemented and monitored employee referral program that increased referral rate by 35%.
Tracked and analyzed recruiting cost-per-hire against overall recruiting department cost.
Negotiated contracts and consulting firms pricing for open positions.
Prepared job advertisements for various newspapers, publications and trade journals.
Scheduled and attended numerous career and college job fairs.
KLEIN STAFFING SERVICES, Oak Park, IL 2003 to 2004
Senior Account Manager
Met production goals by targeting untapped resources and developing productive relationships with client base. Gained broad knowledge of candidate interviewing and placement activities.
ILLINOIS UNIVERSITY, Chicago, IL 1993
MS Excel, Word and PowerPoint; Lotus Notes; Windows; General HR Systems & Databases