Human Resource Customer Service

**** ******** *****

Youngstown Ohio *****

RAARON ad6nia@r.postjobfree.com Email

202-***-**** Cell Phone

R. Aaron Adair

Being a professionally minded person with outstanding analytical and conceptual abilities, as well as excellent

Objective

managerial and supervisory skills I utilize my Human Resource knowledge, skills, and experience to benefit educational organizations, government agencies, corporations and other organizations helping them reach and maintain their HR objectives.

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Experience:

August 2023 to Present

Youngstown City School District Youngstown, Ohio

Human Resource Coordinator

Planning and Operations: Maintains awareness of existing and anticipated workload requirements. Programs and assigns resources relative to the workload. Participates in discussions on evolving demands and expectations and the impact those demands and expectations will have on HR operations. Establishes Systems and procedures to assess office performance against customer service standards and expectations. Ability to recognize and intercede when needs are unmet or require special attention.

Staff Supervision: Assures that functions are effectively structured and work coordination procedures are in place to achieve a high level of communication, integration and synergy across program functions. Participates with the Chief of Staff and Superintendent in recruiting, assigning and developing staff to assure theory process and practice the values necessary to achieving the level of program delivery and customer service that is essential to a highly effective organization. Assess, evaluate and provide training for department staff. Create communication, collaboration and coordination processes that assure all staff are timely and effectively informed of department policies, issues and guidance that their programs support. Establish an environment in which all staff members are comfortable and forthcoming in sharing ideas, needs and concerns. Identify performance of behavior issues and take action to work with staff to correct areas of concern; especially serving as a key liaison between the HR Office and the Treasurer's Office. Perform peer mediations between staff and administration or staff and staff. Meets regularly with the Chief of Staff and the Superintendent to inform them of personnel actions and concerns. Serve as advisor and provide direct support to the HR staff when problems arise. Assumes responsibility for actions that are beyond the scope of the HR Staff’s capability. Uses the challenges to train the staff.

Policy and Procedure: Under the guidance of the Chief of Staff and the Superintendent, conduct research on and draft new or revised policies and procedures governing the HR office. Initiate gathering staff input and draft policies and procedures that meet staff needs while maintaining accountability and compliance. Participates in presenting policy proposals to the Superintendent and the School Board.

Advisor to Supervisors on HR issues: Develops effective relationships with Administrators and supervisors and guide them to understand how to identify, initiate and take action when employees are not meeting behavior and/or performance expectations. Takes ownership of legal and procedural aspects including providing expertise into investigations and their processes, analysis and solutions. Collaborate with the Chief of Staff in complex cases. Assist supervisors in preparing defensible evaluations, Improvement Plans and probationary actions when performance is subpar.

Labor Relations and Collective Bargaining: Advise supervisors on coordination with Union representatives. Participate in preparation for and conducting a collective bargaining process to include identifying and researching bargaining issues. Develop bargaining strategies, positions and contract language. Train the HR staff and managers on implementing contract language. Schedule and conduct regular labor management meetings to address operating issues and institute preventive/corrective action to maintain effective relations and contract compliance.

First Responder in emergency situations.

May 2022 to July 2023

Summit Plastic Company Akron, Ohio

Human Resource Business Partner/Manager

Practice and implement KAI-ZEN/Ownership in all HR Areas or Processes in the plant

As part of the leadership team, identifies financial implications of management decisions related to human resources. Sets Human Resources (Capital Expenditure) CAPEX budget for the HR division.

Proficient with applicant-tracking software or other recruitment systems.

Expert with Microsoft Office Suite and related software such as Office 365.

Expert Knowledge of Fair Labor Standards Act, EEOC, FMLA DoL updated policy and other employment-related laws and regulations. Input FMLA, Workers Compensation and ADA Recordkeeping

Ownership in training Areas or Processes in the plant

Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications.

Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings.

Conducts or acquires background checks and employee eligibility verifications.

Implements new hire orientation and employee recognition programs.

Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.

Handles employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.

Initiates attends and summarizes employee disciplinary meetings, terminations, and investigations. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.

Maintains company compliance with federal, state, and local employment laws and regulations, recommends and implements best practices; reviews and amends policies and practices to maintain compliance.

Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

Proficiency with the organizations HRIS and talent management systems.

Proficient with ADP Time and Attendance updates, Payroll Processing

Identifies, resolves or escalates problems related to HR transactions

Determine Benefits eligibility and research and choose comparable benefits packages for the plant

Excellent Problem Solving and analytical skills

Excellent verbal and written communication skills.

Excellent interpersonal, negotiation, and conflict resolution skills. Ability to interact with integrity, professionalism, and confidentiality.

Excellent organizational skills and attention to detail. Ability to prioritize tasks and to delegate them when appropriate.

Excellent time management skills with a proven ability to meet deadlines.

Develop, manage and initiate Performance Management, PIPs and disciplinary actions

Strong working knowledge of Progressive disciplinary actions and employee rights, and provides guidance on implementation

Strong understanding of occupational and non-occupational disabilities, transitional return-to-work, reasonable accommodation. Accident and Near Miss Protocols.

Coaching / Training / De-Escalation

Conducts weekly meetings with respective business units to discuss, design or update and implement new and existing policies and procedures. Provides HR policy guidance and interpretation.

Consults with line management, providing HR guidance when appropriate.

Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies for other business units.

Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.

Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).

Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.

Develops contract terms for new hires, promotions and transfers.

Assists international employees with expatriate assignments and related HR matters.

Provides guidance and input on business unit restructures, workforce planning and succession planning.

Identifies training needs for business units and individual executive coaching needs.

Analyzes data and writes clear arguments for personnel cases such as BWC, employee complaints, writeups and disciplinary actions

Uses data, statistics, evidence-based research, benchmarks, HR and business metrics to facilitate decision-making

Understands the compensation framework of job families, job levels and expectations, salary ranges/pay grades, and differences in represented vs. non-represented positions

Performs other duties as assigned.=

February 2021 to May 2022

International Steel and Counterweights Corp Youngstown, Ohio

Senior Human Resource Generalist

Responsible for HR strategy and implementation of employment law standards, practices company policies, procedures and guidelines related to workplace conduct and production management.

Mediate on employee to management, employee to employee complaints, grievances, and disputes. Resolve simple to complex employee relations issues effectively and identify broader opportunities for long-term success. Conduct effective, thorough, and objective investigations

Initiates full life cycle recruiting, retention, and onboarding. Including reaching out to staffing agencies and engaging in contract talks.

Reviews benefit issues and potential new benefit packages from different providers with all levels of leadership including the Board of Directors and the Corporate Legal Department.

Utilize effective dispute resolution techniques based on my formal training

Monitor and develop company-wide employee engagement for ISC Division

Assess effectiveness of HR practices and actions, and look for opportunities to improve HR programs and provide coaching that will yield optimize performance or results

Ensure legal compliance by reviewing federal, state, and local regulatory requirements and explaining and consulting management regarding said requirements

Coach and guide other company human resources departments and management in the areas of compliance, process improvement, managing separations with fairness, Equal Employment Opportunity federal, state, and local wage and hour laws, and recent changes/additions to employment laws

Conduct timely investigations, prepare documentation, and make appropriate recommendations as well as handle various agency charges

Investigate and provide recommendations or guidance to leadership on potential violations of policy and/or the law

Proactively develop processes to improve standard practices and communicate and monitor implementation with supervisors and management

Ensures that leave programs (FMLA, STD, LTD, Worker’s Compensation etc.) are carried out in accordance with company's policies and procedures

Advises individuals regarding eligibility and coverage for such programs as FMLA, short term disability, group life, long- and short-term disability, retirement, and other such policies.

Carry out responsibilities in benefits, administering and advising employees and management on the interpretation of benefit policies, programs, and procedures

Ensures compliance with COBRA, HIPAA, and ERISA provisions, and files required State and Federal reports

As needed, conducts audits to ensure compliance with the EEOC, DOL and other state and federal agencies

Conduct trainings on Compliance, Harassment, Discrimination

Designs and implement existing and new company policies while overhauling the company handbook.

September 2019 to October 2020

Youngstown Business Incubator/Minority Business Assistance Center Youngstown, Ohio

Certified Business Advisor

Recruit Microenterprise Entrepreneurs

Assist Microenterprise Entrepreneurs in starting a sustainable business

Teach new Microenterprise Entrepreneurs human resource practices to apply to their new business

Assist Microenterprise Entrepreneurs in obtaining business financing by setting up loan packaging including gathering documents, preparing, enhancing or repairing credit scores, establishing business partnerships like bankers, accountants, lawyers, CPA’s etc.

Secure a IRS Employee Identification Number and DUNS number for the new Microenterprise Entrepreneurs

Help the new Microenterprise Entrepreneurs negotiate contracts and leases.

Draft Letters of Intent for Microenterprise Entrepreneurs

Answer Business related questions

Assist Microenterprise Entrepreneurs in securing EIDL and PPP funding from the banks.

Host workshops and after hour mixers to attract new Microenterprise Entrepreneurs

Hold individual counseling sessions for Microenterprise Entrepreneurs to discuss client needs

March 2019 to September 2019 Account Staff Moon Township, PA

Senior Human Resource Analyst/Wage and Hours Investigator

Investigate Prevailing wage rates from 2016 to present

Make adjustments to employee paychecks retroactive to the prevailing wage date

Conduct employee interviews to determine proper position classification

Conduct desk audit to verify proper pay grade, rate and bonus

Develop master EXCEL spreadsheet to input data for audit outcome

Research and verify Prevailing Wage laws for each contracted state and locale

Conduct HR meetings to discuss under and overpayment of employees

Interact with staff to learn first-hand each specific job function

Interview managers to determine what the exact position description should be

Coordinate with the payroll department and ADP to devise a payroll system that will utilize real time prevailing wage standards and integrate the system with the current payroll system.

Develop a spreadsheet to track and input archived as well as current prevailing wages

Develop a system to streamline recognizing prevailing wage jobsites, contracts and pay

Implement streamline and oversee a system to monitor prevailing wage contracts, jobsites and wages

October 2008 to February 2016 PDP Inc Entertainment LLC Kernersville, NC

Owner Popeye’s Louisiana Kitchens Franchisee

Own and operate two (2) Popeye’s Louisiana Kitchen Restaurants

Maintain monthly weekly yearly reports for AFC Enterprises Inc (Popeye’s parent company)

Full life cycle recruiting for managers, assistant managers, team leads and regular staff

Manage and process bi-weekly payroll for 75 employees

Schedule managers

Implement an employee incentive program to reduce turnover

Balance company accounting including payouts to investors and banks

Submit all IRS, State and Local tax forms and payments to remain in compliance

Source new sites for locations

Initiate, review and manage contracts with vendors

Coordinate supply chains from 7 different logistic companies

July 2005 to December 2018 PDP Global Enterprises Inc Kernersville NC

Senior Human Resource Analyst - Government Contractor - Secret Clearance

Supervise a team of 4 Lead Human Resource Analyst, providing guidelines on staffing, recruiting, position classification, desk auditing, benefits packages, compensation etc.

Conduct the full life-cycle of a new hire from resume sourcing to start date.

Conduct new hire training seminars on workplace conduct, ethics, sensitivity etc.

Conduct a “Crisis De-escalation” seminar monthly via telecommute for all managers and team leads

Ensure the continued success of the Corporate Office. Structured and implemented programs and policies in the areas of recruiting, staffing, position classification, training, compensation structures, benefits packages, incentives and new-employee orientation.

Fostered a teamwork/open-door environment conducive to positive dialogue across the division and organization.

Negotiate salary offers as well as sign-on bonuses/relocation packages annually at both the exempt and nonexempt level.

Implement the full life cycle recruiting program for the company. Instituted preferred resume providers list and trained managers and associates on procedures to follow for all new hires.

Reduced turnover rate by 15% through meticulous record keeping and ensuring a work environment conducive for productivity.

Co-wrote employee manual covering issues including disciplinary procedures, code of conduct, including FMLA policy and information.

Introduced company's first formal performance review program, creating a flexible and well-received.

Revised job descriptions across all levels and categories through position classification to ensure proper pay grade and compensation. "Shadowed" and interviewed current employees to construct an accurate picture of the duties and skills required for each position

While telecommuting, proctor LRT (Lifecycle Roundtable) meetings with teams to discuss each teams staffing needs.

Indirectly supervise 1 team lead and 6 personnel file room clerks and monitor the team for security and protocol via telecommuting and report processing

Fecderal Governement HR Projects

June 2004-July 2005 Department of Justice/DEA/NDIC Washington DC, Johnstown PA

Human Resource Consultant/Classification Specialist

Provide evaluation statements that support the title, series and grade assignments upon request.

Interact with National Drug Intelligence Center Management, Human Resource Officer and Director for specific tasking.

Travel to Washington, DC and Johnstown, PA on short notice as required.

Provide necessary periodic reports outlining data and information collection activities in accordance with established National Drug Intelligence Center’s Standard Operating Procedures.

Prepare monthly Status Reports for the program coordinator and National Drug Intelligence Center management.

Required to maintain at least a Secret Clearance from the Department of Defense and Department of Justice’s National Drug Intelligence Center.

Recommend proper title, series and grade for each position and upon request, prepare an evaluation statement

Provide a final product that accurately describes the current duties and responsibilities of the position and fully support the recommended classification.

Provide a full range of position classification services for the National Drug Intelligence Center, Drug Enforcement Agency and the Department of Justice.

Prepare and revise position descriptions with input from supervisors.

Perform position classification site audits for positions in Johnstown PA and Washington DC

Provide a full range of position classification services for the National Drug Intelligence Center, Drug Enforcement Agency and the Department of Justice.

Prepare and revise position descriptions with input from supervisors.

Perform position classification site audits for positions in Johnstown PA and Washington DC.

Aug-2003-May 2004 Department of Labor Washington DC

Lead OPF Auditor - Bureau of Labor and Statistics - Secret Clearance

Review Official Personnel File, Individual Performance File and Employee Payroll File for each employee in the Bureau of Labor and Statistics to ensure the contents in each file is current and correct

Review each OPF checking for correct Data Elements on each SF-50.

Conduct weekly meeting to ensure my staff maintains their focus and or the correct path to reach the goal

Establish a set of Standard Operating for conducting the OPF Audit

Develop a system to streamline the auditing process using OPM guidelines.

Answer any concerns from managers about employee files.

Calculate Service Computation Dates to ensure each employee is receiving the correct leave balance.

Convene panels consisting of Human Resource Managers, Lead Human Resource Specialists and Program Analysts to review work done by auditors for quality assurance purposes.

Pull OPF’s, EPF’s and IPF’s to review information requested by OPM investigators.

Oversee OPM Investigator’s review of OPF’s.

Contact Lead Human Resource Specialist when there is a problem with an OPF.

Responsible for completely auditing more than 1600 OPF’s in an 8 month time frame.

Responsible for maintaining a 150 file per week quota with a 97% accuracy ratio.

Develop a set of Standard Operating Procedures for the second phase of the OPM audit.

Conduct an orientation for new employees emphasizing the auditing and review process.

Monitor and recheck all audits performed by auditing team to ensure 97 to 100% accuracy ratio.

Feb-2003-Dec 2003 Department of Commerce Arlington VA

Lead Human Resource Analyst-Patent and Trademark Office - Secret Clearance

Conduct desk audits as well as reclassifying positions using OPM guidelines and regulations.

Supervise Rating Ranking and Review team, while conducting audits for RIF purposes.

Maintain and review OPF’s to ensure all needed material was present and in chronological order. Contact supervisor in OPR (Office of Personnel Records when an items was missing.

Convene a panel to discuss ways to ensure OPF’s and SF-52's were correct.

Research inquiries received by the office concerning problems that fall within various personnel function areas, e.g., staffing and recruitment, classification, employee relations, benefits.

Learn all aspects of GEMS-Government Employee Management Systems, VACMAN-Vacancy Management Systems, SCD-Service Computation Date and EPR-Employee Payroll.

Collect Files from Administrative Bureau and classify positions by holding desk audits for RIF purposes.

Create and eliminate positions from desk audits, manager explanations, and employee files.

Create an organizational chart developing an accountability system to streamline the organization and reduce profit and loss from unnecessary positions.

Perform position evaluation and classification statements to begin all desk audits.

Help the development of pertinent goals and work requirements and appraisals properly reflecting the company and its function.

Collect job requisitions and complete a full Position Classification using the FES and SES according to OPM regulations and if necessary conduct a desk audit to rectify any discrepancies.

Coordinate performance rating program, advising rating and reviewing officials, as well as rated employees, providing them with important background information.

Complete all follow up actions, including job analysis, convening resume review panels, identify best qualified candidates, and interviewing candidates for support positions as appropriate.

Recommend to managers the appropriate course to follow in the staffing process, e.g., outside recruitment merit promotion, reassignment, and initiates procedure when decision is made by manager.

Develop policy and/or evaluates recruitment and placement activities or functions.

Using OPM Guidelines and Regulations re-evaluate position descriptions and adjust payroll using the knowledge of ADP payroll and report smith to maximize profit including desk audits and RIF’s to alleviate unnecessary positions.

Participate with management in developing new or revised policies/procedures and regulations to streamline the companies work performance for optimal efficiency and profit potential.

Rate rank and review resumes to determine the score and eligibility for the position applied for.

Receive files with positions descriptions and resumes weekly, from the Department of State and perform off-site rating and ranking of resumes, rewriting position descriptions and if necessary perform desk audit

Advise hiring managers of my decisions upon completions of the rating and rankings of the resumes.

Upon completing the rewriting of the position descriptions, reevaluate the grades and steps to match the rewritten position.

Aug 2001-Feb 2003 Department of Homeland Security Arlington VA

Human Resource Specialist/Lead Staffing Specialist -TSA Project - Secret Clearance

Responsible for contacting, reviewing, rating and ranking resumes, developing a hiring package for several US airports including but not limited to all airports in the states of Michigan, Nebraska, Kansas, Alaska, Hawaii and the US Territory of Guam.

Responsible for developing a set of Standard Operating Procedures for NCS Pearson, the contracting agency which was responsible for hiring 57,000 TSA employees.

Troubleshoot problems for the Federal Security Director on Human Resource issues such as pay, leave balance transfer of benefits, military buyback programs SCD discrepancies, FEGLI withholdings and Thrift Savings Plan.

Maintain OPF for each new employee with all pertinent information inside.

Contact TSA to discuss important ways to streamline the hiring process.

Develop innovative solutions to extremely complex, critical business problems for NCS Pearson as well as TSA on staffing and classification issues.

Enhance methods and procedures on new assignments by developing a process to hire all new employees and making an assembly line process out of the hiring process to see where the breakdown occurred in hiring process.

Process Standard Form 52’s for new and current government employees.

Process and code all Life Insurance forms SF-2817 (FEGLI)

Advise Current employees on the entire gambit of TSA and Government Human Resource.

Meet with different teams and their managers at NCS Pearson to rectify issues concerning TSA employees such as leave balance transfer, military buy back program, SCD discrepancies pay scale determination FEGLI deduction

Number 1 ranked Human Resource Specialist at NCS Pearson hiring over 20% of the required 57,000 employees by TSA

Accurately processed over 37% of the SF-52's that came to NCS Pearson from TSA

Performed Quality Assurance on all of Staffing teams processes by backlogging and reviewing previous work and in conjunction with management developed a team specifically geared towards handling problems with new and existing employees questions, OPF's, SCD problems, benefits questions, pay scale, resume inquiries, rating and ranking of resumes, etc.

Jan 2001-Jul 2001 Department of State Washington DC

HR Management Specialist GS-0201-12/5 Contractor- Secret Clearance

Responsible for all Human Resource activity in the following branches of The Administrative Bureau: Office of Procurement Executive, Small and Disadvantaged Business Underutilization, Presidential Travel Service, Diplomatic Contingency Programs and Payroll Liaison.

Provides advice and guidance on a variety of personnel and employee services issues, policies and standards pertinent to employee benefits and entitlements, travel, living allowances, compensation, leave, passports, overseas citizen’s services, personal property claims, security, taxes and other matters.

Process all personnel actions and conduct desk audits as well as re-classifying positions using OPM guidelines and regulations.

Provide guidance and technical direction necessary for accomplishing the work of the unit team; identifies, distributes and balances workload and tasks within unit team.

Lead team in development, implementation and/or evaluation of the program or project responsibilities.

Review new or proposed personnel policies, procedures and guidelines and makes recommendations to management on my findings.

Develop proposals and plans related to the implementation of human resources programs or projects.

Develop policy and/or evaluates recruitment and placement activities or functions.

Provide human resource advisory services; and plans, initiates or conducts program surveys studies or evaluations.

Provides guidance and assistance to Civil Service employees and Foreign Service employees and their families on a variety of issues involving personnel.

Responsible for day to day servicing of personnel needs for all assigned areas and is the central POC for all employees and line managers.

Provide approved advice and guidance to all levels of management on substantive issues related to a variety of personnel and organizational matters.

Research inquiries received by the office concerning problems that fall within various personnel function areas, e.g., staffing and recruitment, classification, employee relations, benefits.

Recommend to managers the appropriate course to follow in the staffing process, e.g., outside recruitment, merit promotion, reassignment, and initiates procedure when decision is made by manager.

Develop and administer the compensation program to include salary administration, merit adjustments and rewards.

Complete all follow up actions, including job analysis, convening resume review panels, identify best qualified candidates, and interviewing candidates for support positions as appropriate.

Coordinate performance rating program, advising rating and reviewing officials, as well as rated employees, providing them with important background information.

Advise staff and managers on pay administration, FERS-Federal Employee Retirement System, CSRS-Civil Service Retirement System, FEGLI-Federal Employee Life Insurance, FEHB-Federal Employee Health Benefits.

Learn all aspects of GEMS-Government Employee Management Systems, VACMAN-Vacancy Management Systems, SCD-Service Computation Date and EPR-Employee Payroll.

Collect Files from Administrative Bureau and classify positions by

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