December 16, 2010

Rachel Salley's Resume

Rachel salley, SPHR

Contact No. (609) 851-0370

Email: rachel.salley@gmail.com


HUMAN RESOURCE MANAGEMENT PROFESSIONAL

Accomplished HR professional with proven success and senior-level experience in the areas of HR strategic planning, organizational development and training, HR technology, recruiting and retention, succession planning, benefits and compensation administration, legal compliance, induction, compensation analysis and initiatives, metrics and reporting, and employee relations.
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PROFESSIONAL EXPERIENCE:

April 2010 – present
HUMAN RESOURCE CONSULTANT
Valet Waste
  • Consulted with mid-size Consumer Services company to provide strategic organizational planning, compliance and implementation.
  • Conducted audits of HR documentation to ensure compliance with federal agency rules and regulations; Consulted with management to facilitate understanding of state and federal HR requirements; Provided training and support to organization surrounding on-going compliance efforts.
  • Audited, reviewed, and updated workplace, employee and management policies, handbooks and forms; Provided change management support and implementation of organizational objectives across corporate footprint.
  • Managed and provided guidance in the performance management process. Redeveloped performance management system by designing and implementing 360 degree informational approach.
  • Partnered with CEO and organizational VPs on strategic vision and goals for organization, including civic and community responsibility, social media exposure, organizational structure, team building/motivational efforts, and ongoing plans surrounding future growth.
  • Managed the development and implementation of recruitment processes and work flows, coached and mentored field contacts (HR, business, and/or hiring managers) in designated business unit(s) to ensure compliance with defined processes, personal effectiveness, and alignment of organizational values.
April 2007 – October 2009
HUMAN RESOURCE MANAGER
Idearc Media (TAC Worldwide)
  • Created and implemented employee incentive and recognition programs, which resulted in 27% average annual retention.
  • Managed efforts to restructure compensation strategy based on benchmarking analysis. Conducted job analysis and evaluation to determine appropriate position competencies and requirements and assign fair market value.
  • Conducted thorough Job Analysis to determine appropriate Key Performance Indicators (KPI) and Knowledge, Skills, and Abilities (KSA) for each position; Revised Job Descriptions based on these findings, ceasing pending EEO audit sanctions.
  • Investigated employee relation issues in a timely manner and provided appropriate resolution in compliance with employment law guidelines; saved company over $1.5m in potential litigation claims.
  • Developed and implemented standard exit interview procedures for purposes of gathering turnover trends; based on resulting information, implemented retention strategies which resulted in additional 12% decrease in retention.
  • Administered benefit programs; communicated benefit information organization-wide; negotiated benefit packages, ensuring cost savings to organization while providing optimal benefits to employees.
  • Managed and provided guidance in the performance management process. Redeveloped performance management system by designing and implementing 360 degree informational approach.
March 2006 – April 2007
RECRUITMENT/HR MANAGEMENT CONSULTANT
Independent
  • Served and supported metric driven, multi-site/state locations; and business units from remote and on-site capacities globally. Experienced in servicing start-ups, SME and large corporations.
  • Strategic business partner for organizational planning to ensure that HR services meet objectives; are consistent with market best practices; and comply with legal requirements.
  • Applied fundamental business and HR concepts to a wide range of HR Generalist services; served as an internal consultant to department constituencies regarding application of all aspects of Human Resources to include initial point of advice; problem resolution and facilitation; corrective action and performance improvement plans.
  • Worked with management to evaluate organizational design; work assignments; and staffing levels. Assisted management with appropriate department structure. Supported the development of appropriate job descriptions. Consulted on flexible work arrangements.
  • Developed and gained working knowledge of assigned departments to assist in the initial creation of career paths for employees; and worked with management to develop cross training and temporary special assignment opportunities for employees.
  • Led staffing engagements that align talent/recruitment management objectives with organizational goals and provide positive operational outcomes for all staffing levels. Led client engagements that aligned objectives with goals and provided positive operational outcomes. Managed the development and implementation of strategic processes and procedures; and analyzed procedures to assess their efficiency.
  • Directed key employee identification initiatives; compiled and distributed ATS and HRIS report data; led performance management and staff induction activities; and coordinated reward and recognition programs.
  • Negotiated vendor and contingent labor management agreements; launched employee marketing and corporate branding campaigns (including writing and designing effective promotional materials); managed university and community relations.
  • Provided guidance to staff and managers on performance interventions and other performance related issues.
  • Designed and deployed the work of multiple projects engaged in the establishment and implementation of new strategic processes for Human Resources and assigned departments.
September 2004 – March 2006
HUMAN RESOURCE MANAGER
IndyMac Bank (AppleOne)
  • Oversaw northeast HR operations within the mortgage and retail banking division.
  • Partnered with operational managers and supervisors regarding staffing budgets, capacity and facility planning and execution, organizational development, employee relations, coaching, team building and communications.
  • Utilized recruiting resources including but not limited to cold calling, internet research, networking, job fair events, professional and industry associations and organizations, college and university career fairs, employee and alumni referrals, and alternative vendor resources.
  • Simplified sales and operations employment process and agreements, eliminating time consuming negotiations to quickly fill critical positions. Modified compensation plans, implementing pay for performance model using incentives and bonus to motivate performance while reducing base pay salaries.
  • Managed the development and implementation of recruitment processes and work flows, coached and mentored field contacts (HR, business, and/or hiring managers) in designated business unit(s) to ensure compliance with defined processes, personal effectiveness, and alignment.
  • Audited and reviewed workplace, employee and management policies, handbooks and forms. Designed, developed, and implemented updated policies, handbooks, and forms.
  • Ensured yearly compliance requirements of Affirmative Action Plan /EEO-1 records. Conducted workforce surveys; and audited recruitment metrics, including employee placement, termination, and transfer activities.
June 2003 – April 2004
ON-SITE SUPERVISOR
Adecco (Recruitment/Operations)
  • Managed on-site contingent labor staffing needs for an average headcount of 230, including but not limited to enhanced recruiting, training, recognition, and retention programs to ensure optimum customer service.
  • Implemented orientation program for temporaries, which incorporated client's policies. Monitored and addressed personnel issues and concerns quickly and effectively included counseling employees to more effectively meet productivity and quality goals.
  • Anticipated needs of client and monitored profitability of clients account. Managed monthly tracking reports based on Quality Performance results or other determined criteria.
  • Managed all elements of ongoing account management and developing excellent relationships across various industries.
  • Outperformed customer expectations. Maintained profitable business operations and implemented promotional & marketing strategies. Managed multiple tactical activities and project time lines within competitive, deadline-driven environments.
  • Used effective communication approaches that included proactively keeping others informed, resolving client issues, and appropriately expressing ideas verbally, in written form, and timeliness.
  • Participated in the development of ongoing creative and cost-effective sourcing strategies. Coordinated and marketed various client/company sponsored events and campaigns.
June 1999 – November 2001
TRAINING SPECIALIST
Franklin Templeton Investments
  • Delivered group and individual instruction and training covering a range of technical, operational, and management areas.
  • Developed training curricula and recommended or utilized vendor programs that met instructional goals and objectives.
  • Formulated training outlines and determined instructional methods, utilizing knowledge of specified training needs and effectiveness of such methods as individual training, group instruction, lectures, demonstrations, conferences, meetings, and workshops.
  • Selected training aids, including training handbooks, demonstration models, multimedia visual aids, computer tutorials, and reference works.
  • Coordinated or performed administrative functions necessary to deliver and document training programs.
  • Evaluated effectiveness of training and development programs and utilized relevant evaluation data to revise or recommend changes in instructional objectives and methods.
  • Key player in the analysis and selection of a learning management system (LMS) that resulted in a 60% increase to organizational productivity and efficiency, and a 33% ROI.
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EDUCATION:
Bachelor of Science in Business Management, University of Phoenix
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TECHNICAL ABILITY:
Word, Excel, PowerPoint, Outlook, Internet research expertise, Web 2.0, HRIS and ATS experience including ADP, PeopleSoft, ORACLE, SAP, Taleo, First Advantage, Hodes IQ, Peopleclick, OpenHire, Lawson, Fieldglass, and Ceridian.
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    Creative Commons LicenseMusings From The Careeranarchist by Rachel Salley, SPHR is licensed under a Creative Commons Attribution-Noncommercial-No Derivative Works 3.0 United States License based on a work at www.careeranarchist.blogspot.com