Michael Turturice

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Michael Turturice

  1. 1. M IKE J. T URTURICE 338 Fannis Circle  Gallatin, TN 37066  (615) 394-8236  MJTurturice@gmail.com HUMAN RESOURCES DIRECTOR Professional in Human Resources with a 14+ year HR career distinguished by commended performance and proven results. Extensive background in HR Director affairs, including experience in employee recruitment and retention, staff development, mediation, conflict resolution, benefits and compensation, HR records management, HR policies development and legal compliance. Demonstrated success in negotiating win-win compromises, developing teambuilding programs, and writing personnel manuals, corporate policies, job descriptions and management reports. HR SKILLS HR Department Startup Employment Law FMLA/ADA/EEO/WC Mediation & Advocacy HRIS Technologies Staff Recruitment & Retention Employee Relations Alternative Dispute Resolution (ADR) Benefits Administration HR Program/Project Management Orientation & On-Boarding Training & Development Performance Management Organizational Development HR Policies & Procedures PROFESSIONAL EXPERIENCE MUR-CI HOMES — Antioch, TN Provides 24 hour care and residents for persons with mental retardation. HR Director, 2007 to Present Description Consistently maintains the utmost confidentiality in dealing with employee records and business information. Using excellent customer service skills establishes and maintains effective working relationships with employees, officials, and all members of the general public. Plans, organizes and directs the activities and staff of the Human Resources Department, including recruitment and selection, classification and compensation, employee benefits, environmental, health and safety, organizational development and training, payroll, labor relations, affirmative action, and risk management. Work involves the application of professional knowledge and personal judgment to a variety of technical personnel and managerial problems and issues. Manage the development and implementation of Human Resources department, goals, objectives, policies and priorities for each function. Plans, organizes, directs, coordinates the Human Resources Department's work plan; assigns projects and programmatic responsibilities; reviews and evaluates work methods and procedures; meets with staff to identify and resolve problems. Responsible for conducting wage surveys within labor markets to determine competitive wage rates. Analyze wage and salary report data to determine competitive compensation plan on a yearly basis. Responsible for records of personnel transactions such as hires, promotions, transfers, performance reviews, and terminations. Explains Human Resources department programs, policies, and activities; negotiates and resolves sensitive and controversial issues. Key Results: Played a key role in ensuring the successful expansion of the campus, doubling the previous client population. Structured and implemented programs and policies in the areas of training, staff development, compensation structures, benefits packages, incentives and new-employee orientation. Fostered a teamwork/open-door environment conducive to positive dialogue across the organization. Personal efforts were cited as the driving force behind branch’s employee-retention rate of 76% within an industry where high turnover is the norm. Negotiated approximately 40 salary offers annually at both the exempt and non-exempt level. Brought workers’ compensation program into full compliance. Instituted preferred providers list and trained managers and associates on procedures to follow in case of injury.
  2. 2. MICHAEL TURTURICE Phone: (615) 394-8236  Page 2 Reduced benefits costs by 36% annually through restructuring pervious benefit package to a HRA health plan, meticulous recordkeeping and ensuring that company did not pay for benefits for which employees were ineligible. Wrote employee manual covering issues including disciplinary procedures, code of conduct, FMLA policy and benefits information. Introduced company’s first formal progressive correction policy, utilizing proven discipline procedures. Revised job descriptions across all levels. “Shadowed” and interviewed employees to construct an accurate picture of the duties and skills required for each position. PROFESSIONAL EXPERIENCE (CONTINUED) LG INTERNATIONAL. — Birmingham, AL and Nashville, TN Corporate Transportation. TN State Operations Manager, 2003 to 2007 Develop start-up business plan to successfully open and operate 3 new operation locations in the State of TN. Fulfill a broad range of HR functions, including recruiting and training employees, administering benefits, overseeing disciplinary action and managing HR records. Key Results: Recruited and trained 20-member management team on interviewing techniques and best practices, conducting workshops and one-on-one coaching sessions that contributed to sound hiring decisions. Co-developed company’s first-ever standardized operation procedures for all new operations in the State of Tennessee which included 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 and a tiered awards structure) that increased employee satisfaction and productivity. Reworked new-hire orientation program based on site specific needs and to include HR information and company resources. LAKE MARTIN TRANSPORT. — Dadeville, AL Transportation. Operations Manager, 2000 to 2003 Manage local operation, providing advance response to the emergency needs of the county. Fulfill a broad range of HR functions, including recruiting and training employees, administering benefits, overseeing disciplinary action and managing HR records. Key Results: • • • • • • • • Planned and monitored daily staffing schedules and adjusted accordingly to ensure adequate staffing levels that support operational demands and business objectives Managed revenue and expenses to reflect budget constraints Managed and oversaw administrative functions to ensure all paperwork was processed efficiently and in a timely manner and met all compliance requirements Trained and certified new employees on all performance standards Kept abreast of emerging technology changes and innovations through formal or informal study, reading business and professional publications, networking and participation in professional organizations Ensured directives, rules and procedures were communicated to all operation's staff Personally coached, trained and mentored direct subordinates and provided career development opportunities through training and quality management activities Ensured safety methods, practices and programs were implemented and maintained EDUCATION & CERTIFICATIONS
  3. 3. MICHAEL TURTURICE Phone: (615) 394-8236  Page 3 CENTRAL ALABAMA COLLEGE — Alexander City, AL • Completed Advanced Business Management course. Activities: • Volunteer in local Boxing Gym training youth in the sport of boxing. • Member of the Nashville Striders Running Club. • Member of SHRM – Society for Human Resource Management Personal References upon Request: OF NOTE Professional Development: Complete ongoing training in the areas of compensation and benefits, manager development, employee and labor relations, leaves of absence, workers’ compensation and workplace safety/security.

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