1. JEREMY A. LITTLE jmanlit@gmail.com
8796 Coyle Dr. Pinckney, MI 48169 Phone: 734-645-8635
PROFESSIONAL ASSET SUMMARY www.linkedin.com/in/littlej
A proven, results driven Human Resources Professional,JeremyLittle brings a sophisticated setof valuable skills and experi ence
complimenting your company’s leadership team.In a challenging economic business environment,his focus on efficientand effective
talent recruitmentand managementhelps to sustain a thriving environment.Relying on strong analytical ability and strategic thinking,
he shortens problem solving time through thorough assessment,clear identification,and an innovative approach to solutions to meet
organizational goals contributing to growth and profitability.
Skill sets that benefityour company’s team include:employee relations;perform ance driven conflictresolution skills;costand value
centered benefitplan design and administration;value based compensation management;leadership developmentand coaching;an d
Federal and State legal compliance.This candidate exhibits special abilityto build collaborative relationships and work effectively with
people who have diverse ideas,perspectives,and values.
PROFESSIONAL EXPERIENCE
Community Living Centers, Inc. 2014-Present
Non-Profitproviding housing and services for adults with developmental disabilities
Human Resources Director
 Source, screen,and hire candidates who provide care to residents
 Manage staff training to meetall licensing and certification regulations
 Establish and foster trustat all levels of the organization
 Provide consultation and direction to managers on all areas ofemployee relations
 Implementtime keeping system to decrease payroll processing time and errors
 Ensure all state federal and local employmentlaws are met
 Consultwith Executive Director and Boars of Directors on strategic direction of HR for the company
Superior HR Solutions, LLC 2010-Present
HR consulting firm focusing on providing consulting and outsourcing solutions to small and mid-size companies to alleviate
their need for a full time HR professional.
Principal/Strategic Human Resources Partner
 Audit files and processes to evaluate exposure to risk and liabilities
 Evaluate hiring,performance management,and termination programs to leverage bestpractices by hiring the right
people,giving them the information they need to do their job, and managing anynecessarytermination needs to minimize
unemploymentcost
 Analyze compensation and benefits programs to make recommendations to implementstructure to manage costs through
retention of staff and value of benefits provided
 Develop effective training for staff on critical issues such as sexual harassment,discrimination,equal opportunity,and
other compliance programs
 Serve as HR Director for selectclients
Atier, LLC (Contract) 2013
3PO Automotive Quality Service provider ensuring thatparts supplied to line are free of defects.
HR/Operations Manager
 Handle all aspects ofhuman resources and payroll for employees atclientsite.
 Work with line supervisors to resolve employee performance and qualityissues.
 Train front line managers to more effectively lead their staff, reduce turnover
 Handle all compliance with Multi State and Federal laws
Adams Building Contractors, Inc 2012-2013
Agri/Industrial Construction Companyproviding custom builds to customers in the grain, cement,coal, and food companies.
HR Manager
 Handle all aspects ofhuman resources and payroll
 Provide employee relations supportto staff and management
 Train managers to more effectively lead their staff
 Handle all compliance with Multi State and Federal laws
 Manage Unemployment,worker’s compensation,OSHA
Cleary University 2010-2011
AdjunctProfessor
 Teach Human Resources and Business related classes.
NAPC
2007-2010

2. Publishing/Manufacturing companyspecializing in preservation,custom publishing,and manufacturing microform products.
Human Resources Manager
 Successful recruiting with hiring managers for all exempt and non-exemptpositions
 Manage companydownsizing from 340 employees to 94 over a period of 2-1/2 years
 Oversee payroll functions.
 Create and manage job descriptions and job postings promoting companybrand
 Develop Administer and Manage benefitprograms
 Use value based marketprice model to attract and retain staff
 Manage worker’s compensation claims and investigate employee injuries
 Reduce time away from work by implementing and monitoring FMLA policy
 Coach Managers and Executives to assistthem in developing staffwith a comprehensive performance managementplan
to foster education,growth and continual improvement.
 Manage all legal compliance to reduce risk and liability.
 Develop training curriculum and conducttraining sessions on various HR topics.
Lowe’s 2007
Provides a customer-valued solution with the bestprices,products and services to make Lowe’s the firstchoice for home
improvement.
Human Resources Manager
 Partner with managers to establish consistentpractices,training,and other steps thatincrease morale and minimize
employee relation problems.
 Serve as an expert resource to store managementwhen dealing with difficultor sensitive employee issues.
 Promote a friendly and diverse workplace where employees are motivated to provide superior customer service and
clearly reflect and supportthe corporate vision.
 Deliver training and coaching to managementin key HR areas including employmentlaw,sexual harassment,title VII,
ADA, and interviewing.
University of Michigan 1997-2007
Provides comprehensive HR Service to 42,000 active employees,6,000 retirees, 30,000 employee’s dependents
HR Service Center Supervisor
 Analyze complexHR cases and collaborated with staffto implementcustomer centered solutions resulting in a 90%
customer satisfaction
 Evaluate operations and develop and implement processes to increase customer satisfaction
 Manage daily operations ofService Center to ensure professional and efficientcustomer service
 Review and make training and development recommendations to enhanced staffproficiencies.
Pilot Industries, Inc. 1994-1997
Tier One Automotive Supplier of Brake Lines and Fluid Systems
HR Generalist
 Maintain HR files and HRIS
 Rewrote procedures to complywith QS9000 regulations.
 Review resumes and make recommendations for candidate interviews.
EDUCATION
Central Michigan University
 MASTER OF SCIENCE IN ADMINISTRATION GPA: 3.75
 Human Resources Management
 Graduate Certificate In Human Resources Management (Equivalentto PHR)
 BACHELOR OF SCIENCE
 Major in Philosophy
 Minors in English and Photography
COMMUNITY INVOLVEMENT
Pinckney Youth Wrestling
Curriculum Director/Coach
 Plan overall curriculum for youth wrestling season
 Develop young athletes and teach the importance ofteamwork and individual effort
 Teach foundations ofwrestling to young athletes
Pathfinder Middle School (Pinckney, MI)
AssistantWrestling Coach
Pinckney High School
AssistantWrestling Coach
US Soccer Federation
Grade 8 Referee
 Referee Recreational,Select,and Premier games
 Mentor new referees
JEREMY A. LITTLE Page 2