The document is a resume for Kelly This-Hall, a human resources professional with over 15 years of experience in various HR roles. She has extensive experience in areas such as employee relations, compliance, recruitment, training, and HR systems/technology. Her most recent role was as a Senior Human Resources Specialist at Insperity, where she consulted with clients to ensure their HR policies and practices were compliant with regulations.

1. Kelly This-Hall, PHR
Tomball, TX 77375 | (713) 857-5416
kellythis@msn.com
HUMAN RESOURCES PROFESSIONAL
Employee Relations/Retention | Compliance & Regulations | HR Management
Accomplished, versatile Senior-Level Human Resources Professionalwith a stellar, progressive careerin management
and human resources across a broad array of industries.Demonstrated success collaborating with senior management
team to integrate human resources functions within the overall business operating strategy. Extensive experience in
HRIS systems with proven capabilities training personnel in its operations. Adept at directing all HR functions
including recruiting, talent development, and policy/procedure design. Exemplary leadership and communication
skills and excels in demanding, fast-paced environments.
CRITICAL SKILLS:
 Human Resources Management
 Full Cycle Recruiting & Staffing
 Policy & Procedure Development
 Benefits & Compensation
 Program Administration
 Mergers & Acquisitions
 Labor/Employee Relations
 HR Policies & Procedures
 Software Implementation & Training
 Leadership Development
 Employee Counseling
 Employee Training
 Workforce Planning
 HR Information System (HRIS)
 Policy Development & Change
 Staff Recruitment & Retention
 Employment Laws
WORK EXPERIENCE:
Senior Human Resources Specialist, Insperity August 2016 to current
Responsible for creating a “WOW” experience when leading interactions with external and internal customers by
consistently exceeding client expectations. Responsible for the delivery of customized Insperity Human Resource
service solutions that positively affect the clients’ businesses and result in retention and growth. Proactively
consulted and regularly follows up/review with clients to develop, implement, and monitor Human Resource
performance management items associated with the service plans. Identified legal requirements and government
reporting regulations affecting Human Resources functions and insure client’s policies, procedures,and actions are
in compliance. Shared accountability for the customer relationship and responsible for sharing Human Resource
client interactions with team members. Responsible for reporting regulations affecting Human Resource functions
and insure client’s policies, procedures,and actions are in compliance. Clearly demonstrated the leadership traits
that support the goals, missions, and values of the company.
 Provided guidance and service, focusing on liability management including performance measurement
review, referrals to internal EEO Compliance Specialists, employee counseling, policy development and
administration, terminations, and securing internal legal input as required.
 Implemented programs to enhance productivity and reduce liability through improved communications and
HR practices. These include, but not limited to, handbooks,job descriptions,performance appraisal
systems,employee counseling, compensation plans, hiring processes,terminations, and programs.
 Consulted with external and internal customers, and/or terminated employees who will be, or are involved
in a reduction in force/layoff to determine non-discrimination in layoff decisions.
 Scheduled, coordinated, and provided worksite employees and supervisors with liability management
training.
 Presented formal presentations,including controversial topics or complex ideas, in a clear, concise and
logical sequence at a level appropriate to the audience.

2.  Responsible for understanding the operations and strategic drivers of the client’s company and work directly
with designated department management to successfully meet objectives .
 Advised, trained and became a point of contact for hiring managers and employees on company policies,
procedures and compliance requirements with regards to recruiting and talent management.
 Worked closely with hiring managers throughout the recruiting process with such activities as reviewing
job descriptions, posting approved positions,monitoring posting traffic and sourcing candidates ,creation of
offer letters.
 Made job offers and manages the post offer process through onboarding.
 Established recurring meetings throughout the yearwith Supervisors to stay informed with the operations
of the departments, status ofthe workforce and to review any HR related issues .
 Proactively developed strong relationships and partnerships within the HR team, Executive team,
operations management, business leaders,external clients and other vendors.
 Identified key ways to reduce cost for clients by streamlining processes and systems.
 Maintained knowledge of industry trends and employment legislation to ensure company’s compliance.
 Coordinated with the managers and HR staff, to facilitate organizational training and HR objectives within
the client’s specifications after a needs analysis was conducted.
 Responsible for determining the needs,designing,developing, implementing and delivering training and
interventions that address issues that include, but were not limited to, strategic talent planning, engagement,
retention, client relations and business partnership,leadership development, culture transformation, and/or
change management.
 Proactively identified strategic gaps or opportunities and proposed a consulting plan to identify and address
root causes.
 Diagnosed and analyzed root causes ofwork environment issues while building interventions and solutions
based on collaboration and cooperation with key stakeholders.
 Assessed business initiatives and work processes to identify opportunities for leveraging human capital.
 Provided guidance on compensation concerns.
 Ensure compliance with state and federal laws and regulations relating to Human Resources .
 Investigated and resolved client’s employee complaints and concerns.
 Standardized process,procedures and systems in HR, develop templates & policies for use by the clients
 Developed content for employee communications to suit the client’s needs and capture the correct
audience.
 Assisted Managers with Performance Management issues.
 Prepared and delivered written warnings and/orterminations.
 Ensured that all client’s Human Resource forms, policies, procedures and manuals etc. are up-to-date and
legal requirements are met.
 Worked with client’s and Insperity’s management to develop and maintain a culture of open and honest
dialogue.
 Worked on special projects as needed or directed by management
HumanResourcesGeneralist,CDICorp (via Progressive GlobalEnergy and NaturalResources)March
2016 to August 2016
Contract Assignment.
Human Resources generalist responsible for CDI’s Aerospace division acting as a liaison to the individual locations,
across four State regions, and executing full-cycle human resources activities. Functional areas included staffing,
benefits administration, compensation, employee relations, organizational development, policy
development/interpretation, and change management.
 Assisted with employee and manager development through coaching and advising and implementing training
 Built strong relationships with senior and mid-level management and provided consultation with respect to
performance management, employee development and employee relations , or other HR related matters.
 Managed and resolved employee relations issues by conducting effective, thorough and objective
investigations, collaborating with the legal department, as needed.
 Provided HR guidance and direction on: workforce planning, employee relations, compensation, benefits,
organizational development, training, EEO/AA, diversity, employee development, performance
management, policy interpretation, and employee communications.

3.  Served as a subject matter expert regarding employee relations issues, ensuring promptness, accuracy and
equity.
 Provided recommendations and assists in the development and implementation of human resources policies
and procedures to meet organizational needs and comply with state and federal laws.
 Facilitated, coordinated and conducted investigations,terminations, compensation analysis,employee and/or
management training and otherHR activities to ensure compliance with company policies, and federal, state
and local laws and regulations.
 Drafted disciplinary and termination documentation.
 Represented the company in hearings, including unemployment cases and grievances involving employees.
 Acted as a liaison between employee and management to answer questions or concerns regarding company
policies, practices and regulations.
 Prepared daily, weekly and monthly reports, analysis, records and databases for assigned area.
 Maintained the human resource information system(HRIS) records and compiled reports from the database.
Human Resources Generalist, Nabors Corporate Services June 2014- October 2015
Acted as a strategic business partner who worked with senior management and executives to drive key business
objectives and implement performance initiatives. Conducted executive analysis of the existing human resources
department and assisted in developing a business plan to update all policies, procedures, services, programs and
operations. Responsible for many human resource functions including designing high-preforming strategies and
executable solutions to support organizational design, performance management, recruitment, compensation,
leadership, development and employee engagement.
 Established strategic and trusting relationships with key business executives and managers while maintaining
accessibility to al 500+ members within the corporate office as well as served as the point of contact for
international employees.
 Responsible for reviewing, amending, designing, creating and implementing corporate policies by
consolidating different Business Unit policies to align with a One Nabors initiative.
 Coach managers and employees on overcoming performance obstacles, develop action plans for job and
performance alignment, identify training needs, and facilitate the progressive discipline process as needed .
 Develop and facilitate training programs including programs focusing on legal compliance, standardizing the
interpretation of procedures while reinforcing policy benefits and requirements, teambuilding, onboarding,
and other developmental areas.
 Assured human resource policies and procedures are in line with business goals; recommend and implement
improvements to continually advance workforce effectiveness and assure legal compliance.
 Working with the director of human resources, responsible for the annual performance review process,
including development of merit, bonus,and equity compensation guidelines and preparation of analysis for
the Compensation Committee & CEO.
 Developed job descriptions and compensation guidelines and provide guidance to managers on appropriate
remuneration.
 Created a telecommuting policy and program. Project included gaining executive buy-in,
establishing pilot programs to evaluate the telework program implementation, employee and management
training and data collection and analysis.
 Redesigned and implemented a corporate wide employee recognition and service award program that now
incorporates the international business units.
 Responsible for investigating and documenting workplace harassment and workplace disputes ensuring due
diligence was first priority.
 Monitored and coached managers in the area of progressive discipline. Consulted with managers on how to
handle employee disputes, disruptive behaviors and problematic employees and how to respond with the
appropriate lev el of corrective action.
 Worked directly with the Vice President of Human Resources and department head managers on workforce
planning and management of headcount budget discussions.When necessary,consult and advise managers
regarding organizational design, promotions and departmental transfers.
 Maintained Human Resource Information Systemrecords and compiles reports from databases.

4.  Assisted redesigning the onboarding process including the creation of an employee onboarding portal, giving
expertise in both the HRIS systemand onboarding portal.
 Responsible for data analysis regarding reductions in force or layoffs. Data was gathered and analyzed to
ensure all relevant laws were being followed; employees received due process and were treated according to
policy requirements and the administration of severance packages.
Human Resources Generalist, Corpro Inc. February 2013- June 2014
Provided experienced human resources support to management and employees, developing and implementing HR
solutions which include all aspects of HR – workforce planning/staffing and retention, organizational design and
development, employee relations, policy creation and implementation, compensation, talent management/succession
planning, and training - with the objective of increasing employee, management, and organizational effectiveness.
 Startup of the HR department for the United States.
 Implement HR policies and programs, and managing all aspects of employee relations.
 Manage recruiting, performance management, training, compensation and benefits administration for
employees in U.S.
 Ensure effective communication of human resource practices, processes,and programs to management and
employees.
 Coach and counselmanagers. Monitored, coached and advise managers in the progressive discipline of the
company. Assisted managers in development of documentation and procedures in counseling, probating and
terminating employees, in accordance with the law.
 Collaborate with managers to analyze job functions,and prepare job descriptions.Maintain records of all job
descriptions.
 Manage annual open enrollment for medical, dental and flexible spending programs.
 Process semi-monthly payroll. Audit all payroll changes and resolve any discrepancies.
 Organize annual compensation planning and review process along with managers.
 Manage all aspects of the recruitment process and on-boarding of new hires.
 Collaborate with HR global representatives fromCorpro and ALS to harmonize and standardize HR practices
and procedures.
 Designed and implemented Corpro's first Employee Handbook, keeping the organization’s brand and culture
in mind.
 Provided proactive HR support to the Director of HR in the planning, direction and coordination of HR
activities of the organization such as recruitment, workforce planning, and compensation.
 Interpret salary data and perform analysis to ensure competitive positioning within the marketplace, and
provide guidance on compensation.
 Conduct independent investigations in response to complaints received through management and directly
through HR. Provide coaching and counselto managers and/or employees to achieve problem resolution on
various employment issues and ensures standard application of corporate policies and procedures in all
actions.
 Prepare month end reports and perform other projects for managing Directors, CEO, Director of Human
Resources, and other management teams as assigned
 Develop relationships with internal business managers/supervisors to develop strategic HR solutions.Serve
as an advisor to management teams regarding HR issues.
 Demonstrate leadership in employee relations. Coach managers and employees to improve performance.
Actively manage performance issues to resolution.
 Coordinate the implementation and administration of HR programs and processes, including retention
strategies, performance management, talent and succession planning, compensation, training and
development, and employee relations.
 Provide interpretation of policies and assist with the implementation and administration of HR policies and
programs.
 Ensure compliance with laws/regulations
 Assess training needs and assist in developing programs. Assist with delivering training programs to
employees, managers and supervisors.

5. Human Resources Administration Manager, R.Dalton Co. May 2011- December 2012
(Parent Company To Pelican)
Manage the day-to-day operations of the Human Resource office. Manage the administration of the human resources
policies, procedures and programs. Carry out responsibilities in the following functional areas: recruitment and
staffing, departmental development, Human Resource Information Systems (HRIS), employee relations, training and
development, benefits, compensation, organizational development, and employment. Solid knowledgeable of
employment laws and regulations including but not limited to FLSA, FMLA, ADA, EEO, HIPAA, and OSHA.
 Managed a teamof 7 in providing HR support for over 1,000 employees.
 Consulted and assisted department supervisors and employees in assessing and reaching effective problem
resolution for general employee relations issues.
 Developed external recruiting campaigns, college recruiting, and various internal talent searches.
 Facilitated and oversaw rollout of new HRIS system, both internationally and locally (REXX and Paychex)
 Payroll Management (Input and approval of time and attendance, benefits deductions, garnishments, leave
of absence, etc.)
 Posting of recruitment adds, conducting initial interviews, coordinating/scheduling face-to-face interviews,
sending offer letters or rejection letters
 Consulted and assisted department management in assessing organization structure and job design.
 Oversee On boarding/Off Boarding procedures and paperwork
 Management of updating corporate policies, procedures and employee guidebook
 Inputting, updating, reviewing accuracy of employee data base (internet and intranet)
 Screening/Interviewing perspective employees
 Process and Approve Tuition Reimbursements
 Background/Drug screenings
 Assisted in developing and implementing new organization structure and new job titles.
 Process all new-hire, benefits, leave, termination, and payroll paperwork, ensuring 100% compliance with
current laws, regulatory mandates, and serving as the primary contact person answering questions pertaining
to company
 Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers,
performance appraisals, and absenteeismrates
 Administered benefits enrollment and yearly open enrollment
 Relocation assistance and temporary living arrangements for new hires and/or transferees
Human Resources Generalist/Supervisor, Pelican Importing July 2004-May 2011
Managed a broad range of HR functions including payroll administration, employee benefits, plan enrollment and
administration, personnel file management, HR policy development, recruiting, employee
screening/hiring/orientation, and staff training and development programs.
 Managed a diverse teamof 5, providing HR support to over 1500 employees.
 Provided support to the HR Director in the areas of staffing and recruitment including offer letters and new
hire packets; systems transactions related to new hires and/or rehires; reconciliation of all HR related data
and required forms.
 Assisted employees with related questions/issues working with insurance company and/or broker.
 Generated enthusiastic, above-goal participation in newly launched Employee insurance and tuition
reimbursement program through the delivery of a company-wide educational program. Developed a
PowerPoint presentation and handouts detailing program concepts, benefits, and enrollment periods and
earned across the board praise for presentation and programquality.
 Processed all new-hire, benefits,leave, termination, and payroll paperwork, ensuring 100% compliance with
current laws, regulatory mandates, and serving as the primary contact person answering management/staff
questions pertaining to company.
 Created employee manual to ensure that all employee and management understood and had a reference for
company policy, expectations, and procedures.
 Participated in developing goals, objectives, and systems to encourage success and growth of staff members
within all departments of the company.
 Ensured compliance with laws and regulations pertaining to employment.
 Conducted investigations of complaints and concerns and worked with management for resolution.

6.  Facilitated and oversaw the merger of the business, which acquired an additional 25 people to manage.
 Oversaw an external (IRS) and internal audit of the organization’s accounting practices.
 Responsible for planning, coordinating, scheduling,and managing corporate sponsorships,trade shows,and
recruiting events.Responsibilities included arrangements oftravel, hoteland event accommodations,catering
and event management, coordinating set up, and ordering of company specific marketing items.
 Provided administrative support to the HR Manager in the areas of staffing and recruitment including offer
letters and new hire packets; systems transactions related to new hires and/or rehires; reconciliation of all HR
related data and required forms.
 Prepared expense reports.
 Responsible for arrangements of travel, hotel and event accommodations, catering, event management,
coordinating set up, and ordering of company specific marketing items for college recruiting efforts.
 Responsible for international and domestic flights, hotel accommodations and transportation for job
candidates and managers.
EDUCATION:
Bachelor of Arts in Business Administration, University of Phoenix
Professional in Human Resources (PHR)
Human Resources Management Certificate, University of Phoenix
Society of Human Resources Management (SHRM)
Essentials of Human Resource Management Certification, Rice University