Objective: To obtain a Senior Human Resources position where my education,
experience, and knowledge can serve as an asset to your organization.

Education: Master’s of Business Administration- 2003 (MBA)
 Bachelor’s of Business Administration- 1994
 
Certifications: Professional of Human Resources-2007 (PHR)

Core Competencies: Employee relations, workforce planning and recruitment,
succession planning, compensation and benefits administration, performance review
administration, strategic planning, policy review and administration, third party
contract negotiation, risk management, consulting.

Languages: English and Spanish- fluent in both

Computers Skills: All Microsoft Office Software at the Intermediate or Advance
Levels, PeopleSoft, Paychex Preview, HR Online, ADP Payroll, Visio, MS Project,
Outlook, Internet 

Career Path:
May 2008-Present Confidential-Real Estate Diversified Portfolio
 Director of Human Resources
 
_ Under the direction of CEO/President manage all human resources functions for
$60 million dollar real estate company with twenty locations in Ohio,
Pennsylvania, Indiana, Michigan, and Texas
_ Review and evaluate current policies and make recommendations based on new
legislation. Recommend new policies as needed.
_ Administer compensation including job analysis, market survey, job
classification and pricing. Updated and reclassified all company jobs as per FLSA
standards and job KSA’s
_ Administer benefits to include medical, vision, dental, 401K, and PTO banks
_ Responsible for payroll processing for 160 employees in 20 locations using
Paychex Preview. Implemented Time and Labor Online, and HR Online to manage time
and attendance and reporting
_ Responsible for researching EEOC claims, attending hearings, and representing
the organization in any legal matters due to employment practices
_ Direct the employee relations functions and make recommendations while
ensuring compliance with company policy and federal and state regulations
_ Participate in strategic planning with other company directors to decide on
better practices, policies, and procedures that affect the company globally
_ Oversee Worker’s Comp and Unemployment claims as well as company safety and
security policies and procedures 

July 2007-May 2008 Turfscape, Inc. 
 Human Resources Manager
_ Under the direction of company President manage all human resources functions
for $7 million dollar commercial landscape company
_ Administer all employment policies and comply with state and federal
regulations. Rewrote the employee handbook to ensure compliance with state and
federal laws.
_ Manage H2B guest worker visa program and recruited from Mexico
_ Employment and recruiting of exempt and non-exempt employees. Organized job
fairs in United States and Puerto Rico to recruit for non-skilled labor
positions. Implemented a branding strategy to present at career and trade events
_ Manage all benefits and compensation programs
_ Developed job descriptions and had them categorized under FLSA standards.
Conducted market pricing for all positions
_ Represented the company on colleges, trade shows, and other career events
_ Participated in company strategic planning 
_ Managed employee relations, safety and security policies including management
of OSHA and Worker’s Comp reporting and coordinate claims investigations with the
Third Party Administrators
_ Managed Workers Comp Drug Free Workplace Program and coordinated annual
training

March 2006-June 2007 Pepperl + Fuchs Manufacturing
 Recruiting Manager/Generalist
_ Under the direction of Human Resources Manager I managed all the recruiting
for exempt and non-exempt positions. Main positions were engineers, assemblers
and administrative labor
_ Developed a branding strategy to help workforce development that including
heavy marketing of the company at college fairs, professional career fairs, and
engineering associations
_ Developed a recruiting presentation tailored to attract talent based on
company benefits program
_ Filled 18 positions within a six month period for stale engineering positions
that had been open from 100-395 days
_ Negotiated with third party recruiters to lower fees from 35% to 20-25% of
base salary and increased the probationary period from 30 to 60-90 days on
replacements
_ Increased the retention of new hires from 90 days to 180+ days lowering the
overall turnover rate
_ Conducted orientation for new hires
_ Handled employee relations matters at all levels and gave advised to managers
on employment decisions 
_ Coordinated open enrollment and merit increases 
_ Conducted turnover, days to fill, return per employee, and other analytical
data and presented information quarterly

May 2003-February 2006 Donegal Bay, LLC.
 Human Resources Generalist

_ Responsible for all labor relations matters at all levels 
_ Serve as main point of contact to managers to manage all employee relations
questions and to advise managers according to company policies and/or state and
federal regulations
_ Handled EEOC claims and attended hearings
_ Managed worker’s compensation claims and OSHA safety programs at the shop
level
_ Manager merit and performance review programs
_ All other HR functions as needed

November 2000-March 2003 National City Bank
 HR Line of Business Generalist/Analyst
_ Under the direction of Senior VP of Employment and Employee Relations, managed
the HR functions for the Corporate Banking Line of Business with approximately
450 employees
_ Work in concert with other departments such as benefits and compensation to
achieve goals and ensure processes were done in a timely manner
_ Researched employee relations matters that had escalated beyond the HR call
center and were of very delicate in nature and that involved specific
interpretation of employment laws
_ Participated in various projects including the implementation of a Balanced
Scorecard, PeopleSoft web based implementation, and diversity initiatives
_ Conducted analysis of various data to support decisions of my clients that
ranked from Officers to the President of the Ohio Bank
_ Attended meetings for the Corporate Banking Line of Business to understand
their initiatives and how to better serve their human resources needs
_ Made recommendations of significant weight on matters of employment,
terminations, promotions, increases, and other employee related matters
_ Helped with the recruiting process for exempt employees
_ Represented human resources at meetings, functions, career fairs, etc.
_ Worked with College Relations department and the MBA program 

References: Available upon request