SUMMARY

Dedicated Human Resources Professional with extensive experience managing a full spectrum of human resources programs, services and functions. Strong command of recruiting/selection, employee relations, performance management, training/development, HRIS analysis, compensation and benefits.

Confidential, Rahway, NJ 7/2008 - 3/2010
Field Human Resources Generalist
Managed all aspects of human resources, within the Northeast Region with direct responsibility for 105 stores, interacting with all levels of employees.

Key Achievements:

• Maintained compliance with the U.S. Communities Government Purchasing Alliance contract (awarded to AutoZone by the State of New Jersey), and increased the number of women hired by 10% and the number of minorities hired by 5% since July 2008.
• Strategically built a relationship between AutoZone and local government agencies/academic institutions to recruit new candidates, resulting in lower recruiting costs for the company.
• Enhanced the "Leadership and Interview Skills" Workshop training for manager, resulting in better recruitment and retention metrics.
• Interviewed and supported staffing needs for all store positions from entry to management level positions. Maintain staffing analysis, post positions and conduct exit interviews.
• Conducted investigations to resolve potential sexual harassment, violence, property damage and inappropriate behavior.
• Conducted HRIS analysis as it relates to staffing, turnover and KPI's.

Confidential, South Brunswick, NJ 12/2007 - 6/2008
Human Resources Manager
Primary contact for 135 store employees for human resource-related activities, reporting directly to the store manager.

Key Achievements:

• Maintained hiring ratios at 100% for all seasons, recruiting, selecting and interviewing for all departments.
• Conducted town hall meetings with employees to increase morale, resolve disputes and encourage just-in-time training.
• Championed training initiatives for employees using a variety of training techniques (i.e., online, live demonstrations, etc.) resulting in a training compliance rate of at least 90% every week.
• Manage and monitor the compensation/performance review process through leadership development and succession planning. Coach and provide input to managers and supervisors for consistency.
• Promoted company workplace initiatives to include employee awards, peer recognition, and community involvement.
• Resolved employee relations issues by conducting a though investigation.
• Handled all HR transactional processing as it relates to benefits and HRIS reporting.

Confidential, New Brunswick, NJ 7/2007 - 9/2007
Human Resources Generalist, Contract
Site-level human resources contact for ~150 employees, reporting to the area Human Resource Manager.

Key Achievements:

• Developed company-wide "on-boarding" toolkit for all new hires, resulting in a more standardized orientation program.
• Determined company-wide benchmark data for compensation and bonus ranges for the exempt employees, resulting in more realistic internal equity standards.
• Initiated Equal Employment Opportunity (EEO) practices for the company, when no standard reporting formats were available.
• Resolve employee relations issues, performance as it relates to disciplinary actions.
• Investigated work related accidents/incidents to comply with OSHA requirements.

Confidential, Jersey City, NJ 12/2006 - 6/2007

Human Resources Generalist
Direct contact for compensation, performance management, benefits and other human resource functions for all employees, reporting to the Senior Human Resources Manager.

Key Achievements:

• Continually reviewed legal and other governmental reporting regulations affecting human resources, and ensured that the company was in compliance.
• Created the "Human Resources policy and procedure manual" for the company to ensure the continuity of processes.
• Served as the company-wide benefits administrator for life, health, dental and disability insurances, 401k and pension plans, vacation, sick leave, leave of absence/FMLA, and employee assistance programs.
• Managed the performance review program to ensure effectiveness, compliance, and equity within organization.
• Prepared and communicated quarterly compensation bonus awards for employee population.

Confidential, East Hanover, NJ 3/2006 - 9/2006

Human Resources Generalist, Contract
Responsible for assisting with the reorganization of the global IT Infrastructure, reporting to the Director of Human Resources.

Key Achievements:

• Prepared the "template" communication announcement of the new global structure of the IT department.
• Served as a key member of the global integration team that aligned titles, responsibilities and compensation between the old central organization and the new global organization, in each level of management.
• For Diversity and Inclusion programs, prepared standard metrics for reporting company diversity.
• For new "Talent Management System", created global tracking database and headcount reports.
• Audit annual performance reviews for content and quality to ensure management cohesiveness.

Confidential, 5/2000 - 12/2005
Formerly DLJdirect and CSFBdirect, Jersey City, NJ

Managed the centralized Human Resources department for regional and branch offices, for up to 1200 employees, reporting to the Vice President of Human Resources.

Key Achievements:

• Served as the company-wide employee benefits administrator for medical, dental, life/disability insurance, supplemental medical, 401(k), personal time off, leave of absence/FMLA processing and unemployment compensation.
• Conducted compensation surveys (McLagan, SIA, U.S. Dept. of Labor, Benefits and Information Technology) which served as the basis for determining merit and incentive awards for all employees. Provided recommendations to ensure that merit and year-end incentive awards are within budget and adhere to compensation policies and procedures.
• Streamlined and managed the quarterly/semi-annual/annual Performance Evaluation Process for the company by eliminating duplication of tasks and increasing productivity by 100%.
• Maintained the integrity and reporting analysis all HRIS databases, which includes quality assurance, headcount, turnover, overtime, attendance, stock options, EEO data and historical databases from previous mergers.
• Developed employee relations practices for establishing employer-employee relationship resulting in a positive work environment and increased employee morale.

Confidential, Jersey City, NJ 7/1990 - 4/2000

Key Activities:

• Supported three-relationship managers and their business units in the areas of employment/recruitment, performance evaluation administration, compensation/salary, policy and procedure administration and benefits.
• Provided HR administration to all the company business units.

EDUCATION

M.S., Human Resource Management

• B.S., Marketing
• PHR Certification (in progress)

• Peoplesoft, CSS HRizon, Automatic Data Processing (ADP) - Structure Query Language - SQL, Report Smith
• Restrac - Search Engine and Recruitsoft
• Proficient with Microsoft Office Suite, Microsoft Word, Excel, Access and PowerPoint

Society for Human Resources Management