Moneve (NeeVee) L. Flores

Woodbridge, VA

Home: (703) 910-6989

Cell: (240) 461-9589

nflores00@hotmail.com

OBJECTIVE:              Human Resources Manager or Director

EXPERIENCE SUMMARY:

• 14 years, Human Resources Generalist
• 6 years, Human Resources Trade Organization Industry
• 2 years, Security Industry
• 2 years, Management
• 1.25 years, Radio, TV, and Advertising (Media) Industry
• 1 year, Non-Profit Organization
• 1 year, Ground Transportation & DOT
• Other: Management Consulting Industry, Private Education Industry, Audio-Visual Media Consulting Industry, Consulting, Intellectual Property Law, and Construction

CLEARANCE:              Top Secret  (last adjudication: 07/2010)

EXPERIENCE PORTFOLIO:

07/11 – present, Sr. HR Generalist                                                            

COMTek, Chantilly, VA 

• Manages recruiting, hiring, training, organizational development, corporate communication, performance management, company policy development and implementation, and compensation analysis and vendor contracts
• Oversight employee data via CostPoint for analysis via Impromptu spreadsheets
• Manage two employees and oversees HR functions for 1,200 employees

06/09 – 02/11, Sr. HR Generalist                                                                

Harding Security Associates, McLean, VA 

• Managed HR responsibilities for multiple geographic locations (US and Middle East), DC, and northern VA, including goal setting, performance calibration, training and development, and disciplinary actions for 480 employees; with a budget of $500,000
• Redesigned performance appraisal and feedback forms; reducing completion time by 50%; provided immediate feedback, faster processing, and monitoring
• Redesigned management work assignments and vendors contracts resulting in 65% increase in company productivity and a positive reduction by $150K+ for external vendor support costs for HR, recruiting, payroll, and training expenses
• Perform HR audits to ensure compliance with policies / procedures and investigate human resource/employee concerns throughout Northeastern US
• Redesigned and streamlined on-boarding process, reduced time for new hire orientation from two days to less than six hours
• Analyzed, developed, and updated compensation policy guidelines for 80+ positions to ensure competitive compensation practices for employee retention and recruiting
• Advised a cadre of 20 managers in two divisions in: employee development, performance management and evaluation, conflict resolution, employee relations and disciplinary actions, up to and including termination
• Conducted six employee investigations from misconduct to age discrimination with successful case mitigation of 90%; Investigated/resolved employee relations grievances according to policy/collective bargaining agreements
• Identified 10 compliance issues ensuring reduction of liability and legal exposure
• Developed/implemented four rewards programs, at a cost of between $100 to $3,000 to improve retention/morale, reducing turnover by 30%; increased staff morale by executing monthly programs, workshops, and brown bag lunch seminars
• Developed analytical tracking and reporting system for employee issues, exit interviews, and departmental reports; presented monthly to management team
• Collaborated with eight business unit directors in manpower forecasting for sales, contracts, and requisitions for requests for proposals and quotes (RFP/RFQ)
• Increased number of entry-level, degreed candidates by 15% in eight months
• Increased the number of applicants for company open requisitions from 20 to 50 over the course of a 10-month period by innovative recruiting methodologies
• Processed payroll, verified employee hours for FLSA and wage/hour compliance and verified/explained PTO balances or any payroll discrepancies

03/09 – 06/09, Administrative Support (External Consultant)                     

Princeton Information, McLean, VA      

• Provided HR consulting services; administrative work

03/08 – 02/09, Director, Human Resources    

Planned Parenthood, Metropolitan Washington (PPMW),   Washington, DC

• Designed/managed HR Department for 95+ staff/five clinics in DC metro area; including oversight and management of payroll system
• Directed maintenance of HR records and data systems; reviewed employee status changes for fair compensation practices; conducted HR and employee relations
• Reduced fees for temporary agencies and headhunters by 85% annually, for a savings of approximately $130K with improved hiring strategies
• Directly administered two collective bargaining agreements and union negotiations
• Implements total quality workforce program; resulted in 96% reduction of overtime
• Developed three management training programs focusing on employee counseling, sexual harassment prevention, workforce diversity and ADA compliance to enhance employee relations and increase retention; turnover reduced by 30%
• Designed / implemented a benefits program, offering enhanced options; introduced concepts of cost-sharing/flexible benefits; reduced medical costs by 30%
• Redesigned /implemented integrated HR benefits products/services; resulting in 15% reduction in costs with enhanced value and cost effective access to employees
• Developed/implemented performance appraisal processes aligned to strategic business objectives; added job coaching, performance, and career development to build bench strength/retention; improved communications between management and employees
• Developed six strategic initiatives in the areas of Staff Retention, Climate Surveys, Recruiting, Management Development, Succession Planning and Employee Relations, resulting in 20% savings in overhead budget
• Developed four employee rewards and recognition programs (over four months) to ensure retention of top talent and key personnel
• Advised managers in employee relations, performance reviews, counseling, documentation, promotions, compensation, and termination; Identified / implemented employee relations practices; cultivated an environment to encourage open communications between staff and managers

12/06 – 02/08, Human Resource Manager                                                      

WUSA 9, Washington, DC

• Managed all functional areas of HR for 230+ employees including recruitment, selection, training, development, retention, terminations
• Maintained records and data systems; employee changes for application of compensation, HR, and employee relations policies and practices
• Responsible for three staff personnel
• Managed policies including tuition reimbursement, STD/LOA/FMLA for all employees; programs were used by 87% of WUSA employees
• Expertise in developing leadership, and aligning management and employee performance with business goals; strategic business partner with six managers to develop employees, communicate company direction and to operate as a team
• Initiated the concept of career-pathing, leadership development and succession planning to increase staff recruitment/retention; reduced annual turnover by 15%
• Managed payroll for pay adjustments, benefit premiums, garnishments, and applicable withholdings or deductions
• Met with union representation for grievances, discipline, contract issues and negotiations; processed/settled 75% of claims to avoid mediation/arbitration
• Managed affirmative action plans, EEO and OFCCP reporting compliance
• Recruited candidates by partnering with universities and local staffing agencies to increase talent pool
• Reduced OSHA and workers compensation claims/costs 60% via safety initiatives

01/06 – 10/06, Human Resource Manager                                          

Acumen Solutions, Inc., Vienna, VA

• Managed HR staff and HR initiatives for 250+ employees
• Conducted new-hire orientations, exit interviews, and employee relations counseling
• Restructured systems and procedures for cross utilization of talent for 50 managers
• Developed “HR Talks” centered around 15-minute communications to employees to enhance engagement and improve employee policy knowledge
• Improved 250 employees’ understanding of diversity issues by launching and facilitating a diversity training institute for corporate headquarters
• Restructured systems and procedures for cross utilization of talent for 50 managers; developed management initiatives to reduce turnover by 25% company-wide and reduced turnover in New York by 55%
• Researched and developed presentations to promote pay and benefits structure relative to competing employers
• Responsible for benefit administration including: cost benefit analysis to determine best value benefits for employees (saved 3% in overall employer related medical costs), change reporting, and communication of benefit information
• Implemented an HRIS and Employee Access System (empowers employees to update their personal and benefits information); Implemented Applicant Tracking System (ATS); ensured compliance with OFCCP (May 2006); database has 15K+ resumes for proposal/business development efforts
• Merged benefits plans into one package to effectively recruit and attract talent
• Streamlined HR/Benefits processes; increased communications with field employees by 90%
• Developed recruiting strategy to reduce time/cost; identified best-talent employees via consensus for 68 supervisors and managers
• Designed, facilitated, and trained 200+ staff members annually in communications and conflict resolution; trained managers on interviewing and hiring techniques, performance management, labor laws, fair employment standards, and FLSA

05/05 – 07/05, HR/Office Manager                                             

Mickey Simpson Builder, Ltd. Arlington, VA

• Maintained, developed, ensured compliance for 20 HR policies
• Recruited staff; focused on employee retention and key employee identification initiatives; provided support in recruitment agencies selection
• Ensured corporate branding through recruitment ads and web advertising

06/04 – 04/05, Human Resource Manager                              

Audio Visual Systems, Chantilly, VA

• Administered HR operations for 200 employees; responsible for personnel records
• Implemented a company-wide annual evaluation program; developed rewards and recognition programs for recruiting/retention
• Investigated workers compensation claims and liaised unemployment claims
• Developed tracking system for analysis of exit interviews and departmental reports
• Developed 30 position descriptions for compensation program; established a compensation philosophy, designed a compensation plan, and job descriptions
• Liaison between 200 employees and five insurance benefits providers
• Trained 25-member management team on interviewing techniques and best practices, conducting workshops and one-on-one coaching sessions
• Trained new hires to company background, environment, structure, and policies
• Managed hiring program; from 85 person to a 120 person organization in 12 months

07/03 – 06/04, Human Resource Generalist                           

Fairfax Connector, Lorton, VA

• Managed policies and procedures for HR for a ground transportation facility of 180+ union/non-union employees; managed full-life cycle recruiting (4-12 monthly) and orientation; managed Family Medical Leave Act (FMLA); support including promotions, pay, transfers, and efficiency reports
• Performed job analysis/evaluation; wrote job descriptions, conducted salary surveys, recommended pay grades/levels, performance appraisals, employee development/retention; corrected for Fair Labor Standards Act (FLSA) compliance
• Created six training modules for managerial developmental; facilitated management development; implemented total quality workforce program; resulting in 75% overtime reduction; teamwork/open-door policy, resulted in a 89% retention rate
• Negotiated and administered employee benefit programs
• Ensured compliance with I-9, EEOC, wage and hour, SOP manual, company policies/procedures, ADA, drug testing, and workers compensation requirements.
• Acted as a liaison with the company’s payroll office regarding benefit
• Facilitated one job fair a month; partnered with eight local agencies and employment commissions to facilitate staffing needs and to identify additional resources

04/03 – 07/03, Human Resource Coordinator                                                

Pennie & Edmonds, Washington, DC

• Reduced benefits program costs by 15% annually with analysis/record corrections
• Supervised department secretary; oversaw workflow distribution/overflow assistance among administrative staff for vacation, sick, and other long term absences
• Conducted new employee orientation and training; provided counseling, warnings, and conducted terminations; coordinated personal counsel recruiting for DC office (interviews, tracking, etc.)
• Provided performance consulting for absenteeism/work productivity

08/02 – 04/03, Human Resource Manager                              

The Kingsbury Center, Washington, DC

• Coordinated HR activities for 20 teachers and 15 administration staff; assisted with employee relations and disciplinary issues
• Filled 33 positions in seven months; showing a 74% reduction in recruitment costs
• Managed HR policies, payroll procedures, full-cycle recruiting processing, on-boarding, and data-entry for new hires
• Enrolled new employees in benefits; developed/implemented performance appraisal system; wrote employee handbook with all HR policies
• Designed, developed, and implemented an Employee Classification program; reviewed/updated job descriptions, established grade and salary levels, conducted market analysis, and established a promotional process; implemented an annual performance evaluation program

12/95 – 01/02, HR Generalist                              

Society for Human Resource Management (SHRM), Alexandria, VA

• Maintained personnel records; administered benefits; liaison with benefits vendor; negotiated benefits contracts; processed enrollments and terminations
• Responsible for some full-cycle recruiting processing; conflict resolution, terminations and unemployment claims
• Developed location-based training objectives for 200 employees and 15 managers
• Managed temporary associates and safety/security (Worker’s Compensation, OSHA) programs
• Audited 200+ I-9s for legal compliance

FORMAL EDUCATION:

• 1999, Bachelor’s Degree in Health Management, Howard University, Washington, DC; GPA: 3.6
• Diploma, All Saints Catholic high School, Washington, DC GPA:3.8

HARDWARE / SOFTWARE / TECH SKILLS:

• ABRA
• ADP
• Berkshire’s Affirmative Action software
• CostPoint
• Microsoft Office Suite: Word, Excel, PowerPoint, Outlook
• XP