Direct and Applicable Human Resources Competencies Work Experience

Competencies that I have worked on consistently over the past 20 years.

Recruitment and Retention
···• Structure best practice staffing systems to support hiring around the strategic plan and ensure systems and tools provide the solutions that attract and retain “the best and brightest” employees.
·• Structure an onboarding process to provide new hires with a welcoming experience and prepares them for success in their role.
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Employee Relations
·• Relationships with staff are fair, consistent, equitable and contribute to an enhanced work environment.
·• Counsel managers and staff to resolve work-related issues through a variety of tools and techniques.
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Performance Management
·• Develop and maintain performance management systems that reward performance and assists in the professional development of staff to ensure success.
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Employee Engagement
·• Create a culture of communication and recognition that is fair and consistent so employees feel valued, cared for and recognized for results.
• Foster an environment of continuous improvement where staff can offer ideas and feedback that generate innovative ideas that results in enhanced employee engagement.
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Policy and Guidelines
·• Write and support the organization through managing policy and guidelines.
• Provide training to management and staff on guidelines and procedures.
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Learning and Development
·• Create learning and development systems that contribute to retention and the successful growth employees.
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Diversity and Inclusion
·• Create strategies and initiatives that drive successful business results with a staff that represents the community and foster an understanding and appreciation for the differences individuals bring to the workplace.
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Organizational and Change Development
·• Lead the design, transformation, integration and assessment of initiatives around organizational development, change management, and organizational effectiveness.
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Metrics and Dashboards
·• Establish a system of metrics for sustainable and accountable performance that gauge the organization’s progress against strategic and annual goals.
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Benefits and Compensation
·• Benefits and Compensation programs are equitable, competitive and consistently applied across the organization to support all levels of staff.
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Compliance
·• Proactive in supporting the organization’s commitment to fair and equal treatment by complying with and integrating the laws pertaining to people, Human Resources and other related systems.