Sharon Mayes                                             5619 Hawkgrove Place                                             ...
Human Resources Manager-Employee Relations for Retail OperationsKash n Karry/Sweetbay SupermarketsFebruary 2005 – Septembe...
relation investigations, including EEOC investigations and resolution of claims, employee litigation with internaland exte...
GROUPS AND ASSOCIATIONS:  •         Coca-Cola Current & Former Employees Group  •         Current/Former Coca-Cola Enterpr...
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S Mayes Resume 04 2012

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Employee Relations and Benefits Professional

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Transcript of "S Mayes Resume 04 2012"

  1. 1. Sharon Mayes 5619 Hawkgrove Place Lithia, FL 33547 813-654-3363Senior Employee Relations Consultant-North America Business OperationsCoca-Cola RefreshmentsMay 2009 – PresentResponsible for the resolution of complex employee and manager inquiries, requests and investigations that areescalated mainly via Customer Service Representatives (Tier 1) in HR Services.Conduct thorough and timely investigations to resolve employment issues, recommending solutions and assistingwith facilitation of resolution maintaining professionalism and a customer-focused approach. Ensure client privacywhere appropriate, including confidentiality and protection of sensitive employee reports or information treatingevery employee with dignity and respect. Resolution actions provided to all parties are in compliance withCompany policies and procedures and to local, state and federal employment law. Investigations encompassHarassment, Unfair Treatment, Discrimination, Retaliation, EAP, Suicide Prevention, Return to Work, PerformanceManagement, Safety, Theft and Conduct.Thoroughly document findings using a Case Summary Report and filing of all witness statements, supportingdocumentation and recommendation(s). Ensure client privacy as needed. Investigate each assigned issue, using acase management system to track the status and progress/resolution of employee and manager inquiries, andcommunicate with involved parties as necessary. Inquiries are related but not limited to escalated employeerelations inquiries, field investigations, one-on-one coaching, performance management, and conflict resolution.Collaboration with the applicable Field HR Business Partners, Return to Work Coordinators, HR Services, LaborRelations, Security Managers and Legal Counsel developing strong partnerships.Work at an individual and team level to develop HR and leadership skills, provide stretch opportunities to advancefor career development opportunitiesInstrumental in lead role for process improvement regarding modification of EIC Sub-Categories to accuratelyreport cases and metric reporting to Corporate Senior Leadership team. Ongoing.Lead investigator in several high profile investigations as EEOC complaints and/or lawsuits are in process, workingwith inside and outside legal counsel.Training and development of all new hires regarding the Company’s involuntary and voluntary separation process,including but not limited to severance agreements, mandatory pay state legal requirements, and separation forms.Senior ER Safety Consultant for North America. Recommended amended corrective action and/or procedures toseveral safety infractions (vehicle or non-vehicle) enhancements which were approved and implemented acrossNorth America and noted in the Company’s on-line Manager’s Toolkit.Active member and participant in ER Competency Training for ER Consultants.
  2. 2. Human Resources Manager-Employee Relations for Retail OperationsKash n Karry/Sweetbay SupermarketsFebruary 2005 – September 2006 (1 year 8 months)Developed a strong alliance with Retail Operations, provided leadership and counseling to executive seniorleadership team, corporate office employees and 10,000 retail employees located throughout Florida’s WestCoast. Created a work environment and culture maximizing employees’ potential, job satisfaction andcontribution in attaining company goals through training and development and revision of company policies andprocedures. Investigate complex employee relation s issues. Conduct coaching/counseling to all levels ofemployees and implement and facilitate training and development to increase awareness and limit liability.Ensure store compliance, pertaining to all Company policies, practices, legal requirements, and ethical proceduresincluding training of District and Store Management Employees are met. Provide linkage/alignment with CorporateHuman Resources functions, such as payroll, compensation, and benefits. Managed two Human Resources FieldSpecialists covering 10,000 employees and 107 stores.Human Resources ManagerTampa Bay TraneMarch 2004 – February 2005 (1 year)Business partner to Tampa Bay Trane’s Business Unit Managers. Responsible for all employee relationsinvestigations included, but not limited to escalated employee relations inquiries, field investigations, one-on-onecoaching, performance management, conflict resolution, EEOC investigations and resolution of claims, employeelitigation, and interaction and resolution of lawsuits with outside attorneys . Creation and management of thecompany’s employee benefits portfolio on an annual basis; partnering with outside brokers in determining costanalysis of plans while providing an enhanced benefits portfolio to employees. Company savings of approximately$500k in the first year without any increase of premiums to employees. Conducted training to all employees forin-depth understanding of benefit qualification. Procedural development of LOA and return to work processes andtools for occupational and non-occupational injuries to ensure a high quality employee experience as well ascompliance with leave of absence policies, documentation audit methodology and ongoing audit procedures.Annual 401(k) review, including but not limited to annual discrimination testing. Revised all policies, procedures,Employee Handbook and design of a Manager’s Reference Handbook for publication to the Tampa Bay Traneintranet.Senior Human Resources Generalist-CorporateSykes Enterprises, IncorporatedPublic Company; 10,001+ employees; SYKE; Outsourcing/Off shoring industryAugust 2003 – March 2004 (8 months)Business partner to corporate management staff. Focused on strategic planning to improve efficiencies andcustomer service within the corporate administration group. Investigated and provided guidance to managementstaff relating to employee relation issues. Development of policies and procedures. Managed occupational andnon-occupational LOAs and return to work, unemployment, training and development, performance management,staffing and affirmative action.WCI CommunitiesRegional Director-Human ResourcesPublic Company; 1001-5000 employees; WCI; Real Estate industryJuly 1998 – September 2002 (4 years 3 months)Directed all Human Resources activities for multiple locations for the Company’s West Central Region ofapproximately 750 employees reporting to the Senior Vice President of Human Resources. Conducting employee
  3. 3. relation investigations, including EEOC investigations and resolution of claims, employee litigation with internaland external counsel to resolve employment issues, recommending solutions and assisting with facilitation ofresolution. Documented investigation findings and final status filing with Corporate Legal Counsel. Partnered withleadership team focusing on performance management, recruiting, succession planning and senior level recruiting.Developed a college recruitment and associate development program for Engineering and ConstructionManagement degreed graduates. Partnered with Corporate Director Human Resources in revising andimplementing all company policies and procedures. Other responsibilities included recruitment at all levels,payroll and benefit administration, unemployment, occupational and non-occupational LOAs and return to workprocess, as well as organizational development. Responsible for staff of six Human Resources professionals.Human Resources GeneralistCCCI/Fingerhut1996 – 1998 (2 years)Managed all human resources activities for 525 Collection Call Center employees. Conducted employee relationsinvestigations and recruitment at all levels, payroll and benefit administration, unemployment, occupational andnon-occupational LOAs and return to work process.Staffing Specialist/Employee Relations RepresentativeGTE World HeadquartersPublic Company; 10,001+ employees; GTE; Telecommunications industry1982 – 1986 (4 years)Responsible for four of GTE’s World Headquarters’ Corporate Departments in a staffing/relocation and employeerelations capacity: Marketing, Legal, Corporate Communications and the Senior Executive area, totaling 430employees.EDUCATION AND MEMBERSHIPSPace UniversityHuman Resources Management1983 – 1986Pace University was an on-site University located in the GTE World Headquarters.Flagler CollegeElementary and Special Education1976 – 1977SHRM Member since 1997Scheduled for 3-Day Course in June 2012 for SPHR Test in 4th quarter of 2012
  4. 4. GROUPS AND ASSOCIATIONS: • Coca-Cola Current & Former Employees Group • Current/Former Coca-Cola Enterprises Employees • Employee Relations Forum • HR Executive Network • HR Professionals, Tampa/St. Pete, FL • SHRM (Society for Human Resource Management) Official Group • STD/ LTD & FMLA Professionals • The Coca-Cola Company

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