Experienced Human Resource professional with strong leadership and relationship-building skills. Promote a team-oriented and open-door environment that is conducive to a successful staff. Offering seventeen years of experience and knowledge in training, conflict management, team building. Effectively manage project tasks requiring interaction with multiple departments. Resolve employee issues in a professional manner.

1. Jennifer Waters
9289 Hedgesville Rd Home: 681-258-2035
Hedgesville, WV 25427 Cell: 540-257-4799
jwaters1121@hotmail.com
Summary
Experienced Human Resource professional with strong leadership and relationship-building skills.
Promote a team-oriented and open-door environment that is conducive to a successful staff. Offering seventeen
years of experience and knowledge in training, conflict management, team building.
Effectively manages project tasks requiring interaction with multiple departments. Resolves employee issues in a
professional manner.
Highlights
HR Department Startup Orientation & On-Boarding
Employment Law HRIS Technologies
FMLA/ADA/EEO/WC Training & Development
Mediation & Advocacy Performance Management
HR Policies & Procedures Organizational Development HRIS applications
Recruitment & Retention (PeopleSoft & ADP)
Employee Relations MS Office (Word, Excel, PowerPoint, Outlook)
Benefits Administration Other Software (Timberline, Syteline, Crystal
Six Sigma Training Reports, Total HR, AS400, QuickBooks Pro, Kronos,
HR Program/Project Management SAP, Total HR)
VPP
ISO
Accomplishments
Contributed to an annual 45% increase in productivity through improvements in operations, quality, safety and
administration.
Implemented a new cross training program for operations floor specialists.
Revamped the orientation process for all new hires, which was implemented company-wide.
Experience
Human Resource Manager 07/2014 － 06/2015
BRENTWOOD INDUSTRIES, INC Martinsburg, WV
Manufacturing Environment producing thermoformed solutions to a variety of industries - 150 Employees at current plant.
50 mil Avg Annual Revenue
Aid in the implementation of ISO 9000/9001 and VPP status, management of a full spectrum of HR operations,
systems and programs.
Wrote ISO 9000-level HR instructions for employee in and out processing.
Worked with senior management to create HR policies and procedures; recruit employees; benefits; and develop
orientation and on-boarding, training and incentive programs.
Manage leave-of-absence programs and personnel records; administer benefits enrollment and programs;
administer HR budget; and handle HR generalist workplace issues.
Created focus group on initiating a step program for machine operators to excel in cross training and work more
safely.
Structured and implemented programs and policies in the areas of training, compensation structures, benefits
packages, incentives and new-employee orientation and on-boarding.
Fostered a teamwork/open-door environment conducive to positive dialog across the organization.
Personal efforts were cited as the driving force behind branch's employee-retention rate of 89% within an industry

2. where high turnover is the norm.
Played a key role in assistance with the EH&S Manager for workers' compensation and safety program into full
compliance.
Instituted preferred providers list and trained managers and associates on procedures to follow in case of injury.
Key role in rewriting employee manual covering issues including disciplinary procedures, code of conduct, FMLA
policy and benefits information.
Introduced company's first formal performance review program, creating a flexible and well-received tool that was
later adopted company-wide.
Revised job descriptions across all levels and 25+ categories.
Shadow" and interview employees to construct an accurate picture of the duties and skills required for each
position.
Human Resource Director 10/2013 － 07/2014
STAR COMMUNITY, INC Hagerstown, MD
Non Profit Developmentally Disabled Adult Group Homes, Therapeutic Equestrian and Day Program Campus that
served individuals and their families in a private 'home-like' setting; employing up to 200 professionals and up to 50
volunteers. 1.5mil Avg Revenue
Fulfilled a broad range of HR functions, including recruiting and training employees, administering benefits,
overseeing disciplinary action and managing HR records.
Quarterly Board of Director meetings to inform of any changes or issues, resolved conflicts between employees,
created a tracking system for intermittent FMLA, created behavioral based interviewing structure, coordinated
health fairs to promote employee wellness and performed exit interviews.
Trained 15-member management team on interviewing techniques and best practices, conducting workshops and
one-on-one coaching sessions that contributed to sound hiring decisions.
Development company's standardized disciplinary procedures and tracking system that insulated company from
legal risk and ensured consistent and fair discipline processes.
Devised creative and cost-effective incentive and morale-boosting programs (including special events) that
increased employee satisfaction and productivity.
Reworked new-hire orientation program to include HR information and company resources.
HR Manager 10/2007 － 06/2013
PELICAN LIFE SCIENCES Frederick, MD
Biomedical and Research Corporation that consisted of 4 entities: CLP; a manufacturer and distributor of molecular
biology and scientific product consumables; Labcor Products, a wholly owned manufacturing subsidiary of PGC
Scientifics and Kemp Biotech which provides cell culture, protein express and protein purification services on a contract
basis. Up to 500 employees nationally and globally; $900 mil Avg Revenue
Update and create several HR Functions within four acquisitions to meet the needs of the new owners,
Standardized a broad range of HR functions, including recruiting and training employees, administering
benefits, overseeing disciplinary action and managing HR records.
Manager international and national sales staff, was a business partner to the Finance, Sales, IT and Customer
Service Departments.
Traveled to national alternate sites within the United States for safety checks, training, benefits, disciplinary
actions and audits.
Updated payroll process and hired ADP for assisting payroll and benefits.
Represent the balance needed between the best principles or long term people management with the needs and
priorities of the business unit Build relationships that will facilitate the involvement of human resources in the
decision making process and represents HR policies and corporate values in the business setting.
Act as change management resource for re-engineering, outsourcing, reorganizations, etc.
Monitor employee morale and provides input or solutions for making a positive change.
HR Manager 08/2000 － 09/2007
SOVEREIGN SERVICES, LLC Eldersburg, MD
General Commercial Construction Contractor that worked in tenant fit out and base building environment for private and
government contractors. Employed up to 150 employees on the East Coast, 5.5 mil Avg Annual Revenue

3. Promoted to Human Resource Manager.
Served Union and Non Union Employees.
Promoted from Project Manager I to Human Resource Manager
Increased the employee base by 75% to meet changing staffing needs.Advised managers on organizational
policy matters and recommend needed changes.
Conducted new employee orientation to foster positive attitude toward organizational objectives.Directed
personnel, training and labor relations activities.
Identified staff vacancies and recruited, interviewed and selected applicants.
Served as a link between management and employees by handling questions, interpreting and administering
contracts and helping resolve work-related problems.
Created organizational flow charts and career path reports to evaluate employee compensation information.
Designed the employee performance evaluation process and merit program.
Addressed inquires from employees and management regarding new-hire activity and ongoing employee relation
issues.
Advised top management on appropriate employee corrective actions.
Created and modified job descriptions within all departments.
Worked with senior-level management to create fair and consistent HR policies and procedures.
Facilitated monthly meetings to develop strategies that would positively influence workplace relationships.
Processed all salary changes stemming from merit increases, promotions, bonuses and pay adjustments.
Explained human resources policies and procedures to all employees.
Conducted telephone and onsite exit interviews for all employees.
Analyzed each departments training needs and developed new training programs based on the analysis.
Project Manager I 02/1998 － 08/2000
Sovereign Services, LLC Eldersburg, MD
(Continued to promotion of Human Resource Manager; see above)
Drafted action plans and led meetings with department executives to review project status and proposed changes.
Delivered status reports to stakeholders for budgeting and planning purposes.
Monitored costs, timescales and resources used to achieve budget.
Monitored team progress and enforced deadlines.
Served as the single point of contact for project scheduling and changes.
Educated general contractor personnel on the quality standards throughout the construction process.
Obtained notices of completion and compliance certifications from all of the construction administration
consultants.
Reviewed and investigated Proposed Change Order Requests (PCOR).
Assigned projects and tasks to employees based on their competencies and specialties.
Performed construction site pre-inspections and coordinated post-construction audits.
Acted as the liaison with company safety representatives to promote awareness and understanding of safety
protocols.
Certifications
Paralegal (2011 U.S. Career Institute)
Certified Ethics Associate (2015 Management Strategies Institute)
Six Sigma Lean Professional and Green Belt (2015 Management Strategies Institute)
Change Management Specialist (2015 Management Strategies Institute)
Corporate Trainer (2015 Management Strategies Institute)

4. Benefits Administration
Employee Relations
Training and Development
Behavioral Interviewing
Employee Relations
Skills