Assessment of Process:
Goal: to support the Assess current staffing to
business needs of the determine gaps and
project future needs.
and teams. Determine whether the
current recruiting process
is efficient to manage
current and future needs.
Worked on “both sides of Assess recruits – tools,
the desk” Owner of testing, (DISC, Lominger
Profiles, Ltd. – Boutique Architect, Enneagrams,
Recruiting Agency &
29 years Recruiting
I can offer hands-on experience in a
variety of industries developing
recruiting processes, developing
Banking, recruiting staff, writing and delivering
management trainings, as well as
developing New Hire Orientations/On-
boarding programs to ensure a quality
6 years – Owner, candidate will be selected before the
interviewing ever begins.
Agency specializing Tie it in with Performance Management
Worked at Vice President level
Estate and REITs.
supporting over 200% growth in 7
Over 22 years
8. Organizational Development &
STRATEGY, DESIGN & DEVELOPMENT
Training Formal assessment skills training to
assist managers in determining training
Work with managers to determine what
Skill and Knowledge
the ROI will be specific to training
Written and delivered:
• Management Trainings – MBO, 360 Degree
Feedback, New Supervisor Training, etc.
• Developed a Leadership program:
Coaching for Optimal
“Mentor/Protégé Leadership Program”
• Experience working with Managers and
Succession Planning & Senior Leadership to determine immediate
and future roles and outline what will be
required to succeed.
• Performance Management – experience
Performance selecting a format that will work for the
Management organization, training, and executing these
programs – CONSISTENCY is key!
Assess and Advise
Multi-state environments – Domestic &
International - crafting HR policies and
Counsel for processes to ensure successful outcomes for
solutions both the individual and the organization.
Mediation for all Author real-life/work, compliant policies and
practices, and compliant Employment Manuals.
Train new hires and re-train managers on
Documentation policies that affect success. Monthly “HR
Manager Roundtable Forum”
State & Federal
Laws Mediation skills to ensure truthful and honest
Train regularly on “Documentation Processes,”
that ensure honest communication regarding
expectations and desired outcomes.
12. EMPLOYEE RELATIONS
Assess and Advise for
Up-to-date knowledge regarding
State & Federal Laws that must be
consistently adhered to, in order to
safeguard both associates and the
Counsel for solutions
Progressive Steps of Discipline: 28
Mediation for all
years of successful training to
ensure compliant and positive
Terminations: “Organizations do
not terminate Associates,
Associates do.” If done in
accordance with an established
State & Federal Laws -
process that everyone is trained
Compliance in, and in partnership with Human
Resources, Terminations should
never be a surprise nor should
Progressive Steps of
there be an absence of a
documented and progressive trail
of coaching and communication.
14. HR -
Have been hired by (3) organizations to
Specialize in specifically grow and develop their HR
growing HR service function while the organizations
divisions for rapid were poised for growth * exponentially.
My Human Resource Philosophy: In order to
be a competent service delivery vehicle to
the organization, I must understand and
align with the overall Mission, Values, and
Goals, Mission and
business goals of the organization.
Values – critical to
how HR delivers
services Developed and trained “Change
Have researched, sat on task-forces, and
been an integral part of HRIS selection and
the implementation process.
Experience re-assessing systems and
recommending to “hold” or move away from
products based on ROI.
Have established compensation plans
Research based on credible research. (The Hay Group
Assessment Organizational Assessment: where are we?
What are our existing and future Human
Market Assessment Capital Needs? What will it take to fairly
compensate and retain our existing talent?
How does all of this fit in with our business
Benchmarking plan, goals & objectives and the market?
Our Mission, Our Values?
Work with managers to benchmark existing
skills and measure against future need.
Job Descriptions: Are they up-to-date and
accurate? It all starts here. Without a
criteria, you cannot accurately apply your
research and make recommendations to
YOU CANNOT AFFORD TO BE ARBITRARY
WITH COMPENSATION METHODOLOGY!16
Exempt – understand current market and project future trends.
Non-exempt – unique needs, market trends, future trends.
Non-management – Both EX and NE non-management and how to
Supervisory motivate, pay for performance, create
Management – Pay for Performance, Benchmarking, Learning
Opportunities, Management Incentive Plans (MIP).
Executive – Specialized knowledge: Executive Compensation
Contracts, Non-competes, Retirement Planning,
Sales Incentive Plans, Compensation Plans, Non-Competes
FAIR LABOR STANDARDS ACT
• Are your jobs classified correctly?
• Are you Federally Compliant?
Domestic – US
International – Laws vary from country to country.
• Are you aware of the recent changes made to
• Have you conducted a recent Job Audit?
If you have, do you have a plan to make corrections?
28 years of multi-state Domestic and
International, human resource compliance
Self/Internal Examples range from “how a personnel file
is set up and maintained,” without violating
state and federal laws; What can be put into
a personnel file without violating federal
rules; Performing internal “self-audits”.
Have experience sitting on the senior
leadership team while undergoing SAS 70
and ISO 9000 certification in order to be
able to ensure security and compliance
procedures to work Banking business.
21. HRIS Systems
Reduce Costs, engage associates,
Strong experience working with
Work with managers listening to their “wants and
needs” to determine a process that will
ensure staff selection meets the
highest expectations both now and for
board, and the future.
Manage I have authored and delivered
successful continuous training in Recruiting, On-
boarding, and Performance
Management, to ensure clear
the very first
communication and clear expectations.
Hire to Performance Management
System values and expected outcomes.
Train my department to deliver
competent service to avoid disconnects
and service failure: Customer Service
for HR Deliverers & HR Best Practices
Continuous Strong knowledge and extensive experience
Improvement of using Performance Management Tools, for
example: “Management by Objective”
system from the first day of hire through
system to aid in
the promotion the first 90-days to communicate objectives
Annual Performance Review – 360 Degree
“Start * Stop * and Continue” – 360 Degree
staff members. “interval” feedback tool.
be transparent and
Succession Planning & building bench
be based on merit
and begin “at hire.”
Timely, Fair and RESPECTFUL
communication of performance. 25
IT’S ALL TIED
Tantamount to the success of every
organization is their Human Capital
Reassessment of • Job descriptions create the
foundation for recruiting and
Establish a mentor
Continuously • Mentoring Programs that begin from
the first date of hire to ensure
continuity, new employee engagement,
Performance and existing employee value.
Manage New Hire
and Veterans to
success in line ONBOARDING! It is an ongoing process
with Mission &
designed to ensures that all of the hard
work done during the established
recruiting cycle, will continue to bear
fruit as a new associate integrates into
27. GOALS OF A BEST-IN-CLASS
HUMAN RESOURCE SERVICE DELIVEY VEHICLE
To maximize Human Capital “ROI” in people and profits. They are
To guarantee Best-in-Class Customer Service
Stop spending without knowing exactly for what purpose.
Measure the results against objectives with HR tools (MBO,
Increase retention of ENGAGED associates!
Be both tactical and strategic to be CREDIBILE
28. HIGHLITES OF WHAT to EXPECT FROM
Continuous assessment and communication;
Development and delivery of training to reinforce messages
and continuous learning;
Knowledge and experience that ensures the organization is
in full state and federal compliance (FLSA, EEO, VETS, ADA,
Compensation Design & Analysis, Performance
Management, Recruiting, Benefits Analysis, HRIS,
Organizational Development, Leadership and Mentor
29. HIGHLITES OF WHAT to EXPECT FROM
Ability to be a trusted coach and advisor up/down
the org chart – excellent negotiation and
Guarantee that I will set best-in-class service
delivery expectations for my department in order
to meet our customer’s needs.
Organizational Development, Succession
Planning, Leadership Development and
Mentor/Protégé Program Development
30. It would be a pleasure to provide
you with more information!
IF I CAN PROVIDE YOU WITH ADDITIONAL
KNOW THE FULL VALUE OF THE HR
GATEKEEPER * ASK TO SEE THEIR WORK
PORTFOLIO & SENIOR LEVEL REFERENCES!
THANK YOU KINDLY
FOR YOUR TIME.