SUMMARY:

• Self - motivated and goal oriented with executive level experience in all areas of executive assistance, event and travel planning, human resources, policy writing and implementation, training of management, personnel and database management, recruitment both traditional and through social media in multiple counties and states, drug free workplace management, progressive discipline, employee retention, onboarding, union grievance procedures as well as Confidential, Confidential and L&I Claims.
• Prefer decision making Human Resources position that will allow me to use my skills to stretch and grow in a fast paced - high volume environment.

SOFTWARE:

Master of Microsoft Word, Excel, PowerPoint, Publisher, Outlook, SharePoint, Lotus Notes, Starbuilder (back office software, payroll and accounting), Goldmine Database System, Ceridian Source (HR software), PCRecruiter, UltiPro, Taleo Talent, Sterling Background (TalentWise), JD Edwards and QuickBooks

CAREER HISTORY:

Confidential, Portland, OR

Human Resources Manager

Responsibilities:

• Human Resources Manager for Resouce Recovery companies including union and non-union personnel in 17 locations in Confidential .
• Manage all personnel issues including labor relations, grievances, talent aquisiion, annual training courses, goal setting, performance assessments, succession planning etc.
• Work directly with supervisors and managers to successfully discipline, PIP (performance improvement plans) and more.
• Work directly with safety manager to administer a Non- Confidential safety sensitive and Confidential drug testing for pre-employment and randoms.
• Onboarding including phone screening applicants, interviewing, background checks, medical and drug testing prior to hire.
• New hire orientation of new employees once hired; FMLA/OFLA leave administration and tracking; ADA interactive process and accommodations.
• Created a simple, one pdf document for all new hire forms.
• I9 audit of all current employees from many acquisitions.
• Organized, managed and implemented moving paper employee files to electronic files
• Created a process to successfully track all FMLA/OFLA covered absences within the current payroll system
• Created and taught class on ¨Tools for Leading Successfully¨ for our current team of Leads from Lead Driver, Lead Sorter, Lead Mechanic etc.

Confidential, Portland, OR

Human Resources/Office Manager - Executive Assistant

Responsibilities:

• Created, evaluated and implemented a business continuity plan for entire company, determining resources needed and backups for all computer software programs, and how to recover full functionality of company resources in the event of a partial and total loss.
• Office of Contract Compliance Program ( Confidential ) 2011 Federal Audit for Federal Contractors on Confidential Policy and Affirmative Action of current practices - no monetary violations, with only one minor update to hiring policy advised.
• Created a recruitment strategy for both Confidential and Washington jobsites that were in desperate need for long term electricians. This included radio ads, trades magazine ads, craigslist, creating a hotline and email address and special website that listed shuttle, hotel, wage information and reciprocal licensing. Increased hiring by 20% due to these efforts.
• Work directly with Executive Officers, Confidential and CFO in advising of policy and ways to employ as many people as possible in the decline of the construction industry in Confidential .
• Instrumental in fostering the need for diversity in our personnel and the hiring of women and/or minorities as apprentices as often as possible and the National Electrical Contractors Association recognized Dynalectric’s efforts by writing an article in their newsletter in Spring 2008 expressing their appreciation for our actions to increase diversity in our jobsites.
• Created interview techniques and guidelines for management to pursue discrimination and sexual harassment claims and practiced these techniques with current issues. Management of corporate policy to annually instruct employees and managers in identifying discrimination.
• Worked alongside multiple labor unions regarding disputes between personnel and management and helped resolve the issues by restoring employees to current status if deemed rightful as well as discipline and termination of managers who violated the law of equal opportunity employment and/or discrimination.
• Instrumental in the creation, distribution and management of an annual Affirmative Action Plan that consists in designating responsibility of implementation, understanding the organizations profile, creating placement goals, identifying problem areas within the corporation as well as providing guidance on how to comply with all aspects of protected classes in Confidential and Washington as well as the Federal Guidelines.
• Hired as Office Manager for Dynalectric and within three months, received promotion to Human Resource Manager due to the ever increasing need for HR policies and grievances filed against the company. Within one year as HR Manager reduced the number of annual filed labor grievances from an average of 10 to 1 and has continued for the last 10 years due to management training and defining and setting policies within the corporation.
• Researched, planned, developed and administered seminars, conferences and training courses for the electrical engineering industry that included multi-functional meeting spaces, budgeting, administration, continuing education units and marketing for up to 8 functions per year.
• HRIS conversion tester and implementation from Citrix Source to UltiPro for use in all HR related functions.