Experience

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  Bluecross blueshield of tennessee

  Aug 2004 - Mar 2015

  Human resources service consultant

  Oversaw and performed in-depth resolution for high-level, complicated HR case management issues involving all functional areas of Human Resources. Advised and guided leadership and employees through leave of absence counseling consisting of assisting employees with navigating the various leave options including FMLA, STD, LTD, Unpaid LOA and paternal leave of absence; created a virtual (no paper) leave of absence tracking process that coordinated with the outside vendor we used for leave administration, Developed and provided training on all HR processes, procedures and workflows, Analyzed closed HR data and reporting from individual inquires/cases to identify new trends and events; used collected data to illustrate if training was needed. Responsible as HR account manager for multiple systems, Partnered directly with HRIS and other necessary parties to ensure all systems utilized were configured, tested and updated properly. Supervised and served as escalation/resource coordinator by acting as liaison to parties inside/outside of HR and outside vendors; decision point for undocumented escalation avenues, Served as project manager for continuous improvement initiates and other divisional assignments, Supervised the coordination of special events for employee service anniversary gifts and event programs; responsible for coordinating two high profile special events each year and multiple smaller events throughout the year. Directed voluntary terminations as an exit counselor, which included ensuring employees understanding of their benefit plans and the coordination with other departments to complete the transition. Established a retirement process reserved for employees that were of age to retire and considering that option within the next year; program consisted of meeting with employees to help them to understand the coordination of their pension, 401k, other possible benefits, etc. as well as coordinating a retirement party and gift from the company. Show less

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  Cabela's

  Mar 2015 - Oct 2015

  Hr manager ii

  Directed the overall Human Resources function of multiple retail stores in the Southeast region of the US, including: wage and salary administration, employee relations, benefit program administration and the recruitment and on-boarding of new employees. Examined and monitored area labor market activity and maintained a competitive pay structure, Created new job descriptions and evaluated existing job descriptions as necessary, Advised and guided leadership to ensure that employees were treated according to Cabela’s Inc core culture and values, Trained and coordinated six Human Resources Administrative Assistants to facilitate new employee orientation and safety training, as well as assist with the day-to-day administrative HR work at each location. Coached and guided Human Resources Administrative Assistants (remotely, at times), Critiqued vague corporate policies and assisted in the generation of a revision of the Outfitter Handbook, adding more content on affirmative action, EEOC, ADA, FMLA and Fair Labor practices and meeting government regulations. Designed processes to address corporate safety initiatives including safety procedures, rules, regulations and an accident prevention program. Directed leadership to create and coordinate a safety committee at each location. Key Initiatives * Guided and oversaw the hiring of over 200 outfitters for a brand new 72,000 square foot store in Fort Oglethorpe, GA and over 300 outfitters for a brand new 100,000 square foot store in Acworth, GA in a period of six months. Supervised Human Resourcesfunctions at the 42,000 square foot store in Augusta, GA.* Built and established relationships within the surrounding communities in order to compile a group of resources that the company could use to offer educational seminarsand demonstrations throughout the year. Show less

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  Beaulieu america

  Oct 2015 - Aug 2016

  Employee development (hr) business partner ii

  Improved the overall management of the day-to-day delivery of HR services and supportfor employees and leadership team by advising on the development of effective short and long-term HR strategies for the plant, Established partnerships with front line managersand supervisors to illustrate and promote positive employee relations with plantemployees including training on coaching, counseling, career development and disciplinaryactions, Influenced leadership to hire safety leaders and to motivate them in supportingcompliance, environmental programs and overall plant safety. Prepared and executed strategies to manage performance and retain key employees through developed training programs and performance coaching, Motivated all key staff members to participate in the completion of the training goals that were established. Addressed and resolved employee relations issues through a program invented to handle formal and confidential employee complaints and initiate the HR investigation process. Complied data for managers to provide current reporting for leadership pertaining to organizational and plant employment structure. Hypothesized and illustrated for leadership what a change in the overall culture could do to enhance employee attendance, morale and engagement. Key Initiatives * Recruited plant management and floor workers which generated the developmentand establishment of relationships with temporary and other employment agencies, Established effective and legal pre-employment and on-boarding activities for all new employees. Designed and directed new hire orientation program * Analyzed emerging trends, industry standards, and government regulations to ensure compliance with OSHA and state legal requirement Show less

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  Homeserve usa

  Aug 2016 - Dec 2018

  Human resources business partner

  Compile business and industry information to gain a clear understanding of business strategy and operating plan, Generate HR strategy to drive productivity and business results, Guide and partner with site leaders on issues such as organizational design, talent management, developing a pipeline of talent and employee engagement and cultural organizational change, Oversight of strategic and operational HR support to both Corporate and Contact Center Operations personnel, Design HRBP established Leave of Absence tracking system for contact center business model, Direct and manage company events totaling over $180k in the last year, Develop, administer plans and procedures in functional areas of HR. Provide leadership coaching and feedback; act as a “sounding board” for senior leadership, Address complex employee relations matters, investigate, where appropriate and provide appropriate recommendations, Influence leadership’s coaching, counseling and conflict resolution strategies. Illustrate work with integrity and trust, model behavior that respects employees, peers and customers in accordance with the core values of the company and culture. As the HRBP, also responsible for managing, developing and administering plans and procedures in the following functional areas: employee relations, performance management, policy implementation, recognition, and employment law compliance. In this role, I am expected to and must contribute to the company culture by recognizing the needs of all employees sitting in the Chattanooga site and provide appropriate support at all times to maintain high employee engagement.Key Initiatives * Drove an integrated talent strategy across the site to identify talent at all levels and ensure robust development planning.* Facilitated brand and culture changes, promoting championing and supporting organizational change and employee engagement opportunities Show less

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  Eek human resources consulting

  Jan 2019 - now

  Human resources consultant & strategist

  Assists with the development, implementation & interpretation of HR policies and procedures. Researches a variety of HR topics; write white papers as requested; routinely provides guidance and education to HR team and Sr. Leadership on Benefits & Compensation, Employee Engagement & Employee Relations matters. • Benefit Cost Reduction Analysis Projects - Analyze employee use and employer cost of medical, dental and vision healthcare under Section 125 Cafeteria plan fully funded by employer. Conduct employee value assessment to determine familiarity with status quo offerings. Provide Sr. leadership with a comprehensive benefit-cost plan of action including trends and compliance information to avoid unnecessary healthcare costs, Assist HR team with identifying appropriate vendors for the transition of a Section 125 plan to a HDHP with HSA plan (employee/employer funded). Compile benefit information of all employees and assist with the development of a Total Rewards benefit statement demonstrating overall benefits and compensation. Served as a consultant to HR team regarding the new benefit information rollout to employee population including annual enrollment benefit meetings.• Compensation Analysis Projects - Review job descriptions and conduct compensation pricing analysis to determine proper position classification and overtime eligibility according to FLSA rules.• HRIS Conversion Projects - Develop and implement job descriptions, competencies and classifications necessary for integrating and implementing the HRIS system and prepare functional specifications and test modifications to ensure that the results meet business needs and expectations. • Total Rewards - Assisted with the development of an online comprehensive employee handbook including benefits, career development, code of conduct, disciplinary procedures and LOA policy (ADA, FMLA, STD/LTD) information. Revise HIPPA documented policy and create HIPPA compliant training materials. Show less