1. Tomika Jones McNeal
8326 Grove Creek Cove, Cordova, TN 38018
901-412-3913
jonestomika@yahoo.com
Skills An excellent human resources background including but not limited to:
applicant screening, employee relations, succession planning, payroll, safety, employee orientation, training,
benefits support and planning, development and writing of policies and procedures to fit business needs.
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Work Experience
Human Resources Manager, AutoZone, Memphis, TN January 2015-Current
 Managers overall human resources function for business areas within the Store Support
Center to include staffing analysis, positive employee relations, training and development, recruiting
and retention, and regulatory of environment compliance
 Consults with an advises multi-level managers to ensure all qualitative measures of people
management are met
 Advises SSC supervisor and staff members on all matters related to developing strategic and tactical
plans to align human resources with internal and external business goals
 Continually monitoring staffing and organizational needs, including performance management,
succession planning, restructures and organization redesigns.
 Ensure prompt and professional follow through related to benefits, payroll, employee relations, and
regulatory compliance
 Develops and maintains method to communicate HR policies and procedures effecting internal and
external business practices.
 Assist with staffing and recruiting to include sourcing candidates, posting jobs, networking through
peer groups, screening and interviewing, scheduling candidates, help create possibilities for internal
candidates to be promoted internally by getting them cross trained within their scope of capabilities.
 Managers and supervises junior HR staff and develop capabilities of the team
Human Resources Generalist II, AutoZone, Memphis, TN Mar. 2009 – January 2015
 Partner with functional area leaders to continuously upgrade the quality, capability,
and structure of the organization
 Assist with monitoring succession planning and performance management processes
 Work strategically with functional area leaders to create possibilities for internal candidates
to be promoted by getting employees cross-trained within their scope of capabilities
 Assist employees and managers with the interpretations of policies, procedures,
and practices
 Provide coaching and counseling to employees and managers on employee
relation issues and conduct internal investigations including conflict
resolution when appropriate
 Select and review talent of job seekers to ensure the highest quality and diversity of candidates
 Conduct interviews in partnership with business partners to help improve quality of hires
 Successfully lead and maintain the organizations Summer Internship Program
Human Resources Manager, Affiliated Computer Services (Brother International) Bartlett, TN Dec. 2004- Mar. 2009
 Promoted a positive, safe, and professional work environment to improve
employees’ job satisfaction and morale by helping make employees work
experience rewarding
 Monitored employee morale and improved communication by conducting
employee surveys, focus groups, suggestion meetings, and met with
managers to discuss results, identify trends and establish action plans
 Facilitated and developed training to sharpen skills of staff in areas of
behavioral interviewing, relationship management, and conflict resolution
 Reviewed results of exit interviews and/or turnover trends with
management team to determine cause of attrition in an effort to retain
employees

2.  Reviewed, approved and administered, written performance and/or
behavioral corrective action to employees
 Conducted investigative interviewing and provided coaching and/or
counseling to employees and managers on appropriate resolution
 Developed and approved successions plans for employees to assist
management with developing skills needed to further career advancement
 Directly managed and coordinated all phases of Worker’s Compensation,
Benefits, Recruiting, and Payroll
 Conducted and developed new hire orientation to ensure employees were
aware of company guidelines, policies, and expectations
 Reviewed, approved, and ensured employees performance evaluations were
delivered in a timely manner
 Partnered with management and third party administrator to ensure
unemployment claims were aggressively contested when appropriate
Professional Recruiter Feb. 2003 – Dec. 2004
 Successfully staffed business startup to 150 employees including exempt and non-
exempt positions
 Maintained effective recruiting efforts through evaluations, interviews, and ready
to work pool of applicants to fill job vacancies as appropriate
 Used various recruitment and public relations tools and techniques to maintain an
acceptable applicant flow
 Worked with management to anticipate, plan for, and minimize impact of business
based on staff reductions
 Ensured all required new hire paperwork was accurate and complete
 Ensured pre-employment criteria such as skills testing, drug screens, and
background checks of applicants were completed and consistent with policy
College Admissions Recruiter, Southeast College of Technology, Memphis, TN Jan. 2002 – Feb. 2003
 Provided highest level of customer service by responding to phone and web
generated inquiries from prospective students
 Conducted onsite tours of the college campus with potential students to form
familiarity with the facility
 Provided professional admissions and career advise to potential students
 Identified and recognized needs of prospective students in order to provide
educational solutions for their career aspirations
 Generated student referrals through networking and community outreach
 Conducted individual and group consultative sales presentations
Recruiter, Aerotek/Onsite Commercial Staffing, Memphis, TN Jan. 2000 – Dec. 2001
 Managed and resolved issues of day-to-day operations for industrial and
customer service accounts
 Interviewed, evaluated, and hired candidates for various industrial and
customer service clients
 Performed reference checks, drugs screens and obtained background
information on potential employees
 Maintained excellent on-line documentation for various job openings
 Facilitated seminars on client interview processes with potential employees
 Participated in local job fairs as appropriate
Education B.A in Communications; Concentration in Organizational Communications
University of Memphis, Memphis, TN December 1999
Activities New Memphis Institute (The Leadership Academy) September 2012 Fellows Graduate