Guisela Eberle, PHR, SHRM-SCP

Experience

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  Vail Resorts

  Oct 2003 - Sept 2011

  • Responsible for full life-cycle talent acquisition for all high-impact and year-round positions including sourcing, screening, acquisition and on boarding. • Acted as a partner and consultant to Resort senior managers/hiring managers to develop workforce plans including headcount planning, talent analytics and metrics, seasonal furlough administration and department specific sourcing/compliance/diversity strategies. • Responsible for the candidate and hiring manager experience at the Resort. Enabled the improvement of this experience by educating and guiding hiring managers in assessment, selection and onboarding techniques including behavioral interviewing, assessment analysis, roundtable meetings, compliance/diversity initiatives and best-practice candidate communication and onboarding. Show less • Manage Human Resources Front Desk and Recruiting staff, including all daily operations and domestic and international staffing efforts• Oversee recruitment and on boarding of over 1500 seasonal and 400 year-round Keystone Mountain employees• Daily communication and coaching of applicants, employees, and managers to explain and reinforce HR policies and procedures and ensure compliance with company policies and legal regulations• Partner with Corporate and Resort Recruiting Team to develop a targeted approach for staffing through the online application), domestic events recruiting, international recruiting, and utilization of contract resources• Develop and deliver recruitment metrics such as weekly labor analysis, events cost analysis, and source and retention analysis Show less

  • Human Resources Recruiting Supervisor

    Oct 2008 - Sept 2011

  • Human Resources Supervisor Front Office & Staffing

    May 2006 - Oct 2008

  • Human Resources Specialist

    Sept 2005 - Jun 2008

  • Human Resources Administrator

    Oct 2003 - Sept 2005
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  DaVita

  Sept 2011 - Apr 2013

  Recruiter

  • Conduct interviews to potential candidates to assess culture fit, and qualifications.• Work with facility administrators to develop and implement recruiting strategy.• Develop recruiting strategy to support the achievement of the financial, compliance, and strategic goals of their respective facilities.• Forecast and addresses talent needs through strategic recruiting, staffing, and training working alonside the Facility Administrator to motivate and retain existing talent.

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  Lowe's Home Improvement

  Apr 2013 - Oct 2014

  Human Resources Manager

  • Responsible for developing the human capital necessary to support the achievement of the financial, compliance, and strategic goals of their respective store location, positively contributing to the long-term success of the market, region, and company.• Anticipates and addresses talent needs through strategic recruiting, staffing, and training. An individual in this position must also motivate and retain existing talent by anticipating and responding to human resource issues as they arise. • Responsible for developing the leadership skills of Department Managers and Assistant Store Managers and actively coaching the entire store management team. • Partners with the Store Manager, studying market trends, and developing short and long-term plans for driving employee engagement and retention in the store. Show less

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  Clark College

  Oct 2014 - Apr 2020

  Transitioned HR from traditional labor relations function into comprehensive HR organization focused on best-in-class HR policies, HRIS technology, staff and management training, and support of strategic business goals. 6 direct reports.Provided HR leadership during a period of rapid growth with improvement in candidate experience. Captured $20K in benefit cost reductions by streamlining benefits eligibility process following WA state regulations and partnering with departments to avoid unexpected benefit costs. Currently supporting initial efforts to establish Guided Pathways educational module to meet student needs.Championed successful HRIS implementation and supported company-wide employee communications initiative. Show less • Responsible for providing Human Resources services to the campus community, which includes planning, implementing, and evaluating compliance processes; overseeing and managing employee benefits, leave and reasonable accommodation programs; and processing employee and labor relations matters.• Represent Human Resources, and respond to inquiries regarding employee relations, processes, policies and procedures, collective bargaining agreements, rules and regulations, and benefits programs. • Oversee and/or participate in retirement eligibility processes.• Conduct investigations of complaints and grievances in accordance with collective bargaining agreements and College policies and procedures.• Provide assistance to supervisors and employees on personnel matters.• Oversee and process leave and reasonable accommodation requests.• Assist in developing and compiling information for labor relations activities. Show less • Provide specialized support to the administration of health benefits activities including:Determination of benefits eligibility dates and datelines for all faculty and administrative and exempt staff while serving as point of contact for benefits issues and process all applicable documentation.• Provide information and advise managers, staff and other clients regarding applicable laws, rules, policies and human resource programs and recommends alternative course of action.• Develop and facilitate presentations and training programs regarding human resources functions such as benefits, reasonable accommodation, new employee orientation, supervisory training, etc.• Analyze, respond to and resolve appeals, request for reviews and complaints from clients and other state agencies as needed. • Provide specialized support to retirement benefits activities including:Determine eligibility for retirement, advise employees of retirement plan options, serve as point of contact for retirement issues and process all applicable documentation.• Coordinate retirement activities including notification, process of health benefits and other College related benefits, conduct informational meetings and exit sessions with employees, and process all applicable documentation in local and state data bases.• Determine eligibility for employees for all leave including bereavement, emergency, Family Medical Leave, jury duty, etc. and provide recommendations to employees and managers following applicable laws, rules and policies. • Inform employees of leave policies and procedures including reasonable accommodation and serve as point of contact for reasonable accommodation issues and process applicable documentation. Show less

  • Human Resources Director -Benefits & Compensation

    Jul 2019 - Apr 2020

  • Assistant Director Of Human Resources

    Sept 2017 - Jul 2019

  • Human Resources Consultant

    Oct 2014 - Sept 2017
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  AAA Northern California, Nevada & Utah

  Apr 2020 - Oct 2020

  Human Resources Business Partner

  The HR Business Partner supports Team Members within the organization to ensure people decisions are aligned with organizational strategy, based on facts and consistent with an excellent Team Member experience. In partnership with the HR Manager, they will maintain effective day-to-day HR operational functions like coaching, employee relations, corrective action, leave administration, unemployment claims and HRIS maintenance.• Champion AAA culture of being the most trusted organization in America, make it your mission to help our Members and communities. (e.g., driving engagement survey action plans, involvement in company sponsored community events)• Understand how everything is connected at AAA, contribute to our strategy and align actions to support it, including assisting the HR Manager in planning, executing, training, and tracking various HR programs• Maintain effective day-to-day HR operational functions like coaching, employee relations, corrective action, leave administration, unemployment claims and HRIS maintenance• Provide support for core cyclical HR processes (e.g., performance management, talent calibration, compensation and bonus planning, succession planning, engagement survey)• Support Leaders and Team Members with employee relations issues through proactive and, as necessary, reactive interventions• Influence others by being involved and providing timely and insightful consultation to guide decision-making and recommend proactive solutions Show less

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  GMRE, Inc

  Oct 2020 - now

  Human Resources Director

  Direct, organize, plan and develop the implementation of human resources functions and carry out policies and procedures relating to all phases of human resources activities ensuring legal compliance and implementation of the organizations mission and talent strategy as well as playing a key role in the company’s strategic planning.