Allie Renee Jones

Woodbury,New Jersey

Overview

years of professional experience

Work History

Consultant

HR ALLIE CONSULTING

01.2020 - Current

Providing HR operational and strategical consulting for a variety of clients.

Director of HR

GLOUCESTER COUNTY SPECIAL SERVICES/VOCATIONAL-TECHNICAL SCHOOL DISTRICT

01.2022 - Current

Work in tandem with the Superintendent of the Schools to strategically staff appropriately for both schools.
Collaborate with the principles of the different schools to work through grievances and tenure issues.
Investigator for Title IX, ADA, and Section 504.
Ensures that the HR department is in compliance with OCR and QSAC.
Certified Title IX and AAO investigation.

HR Employee Success Manager

JERITH MANFACTURING/ASSA ABLOY

01.2021 - 01.2022

Collaborating in a strong matrix organization to help develop the SOP’s and HR infrastructure.
Working with the Teamsters 830 union and abiding by the contract in conjunction with state and federal regulations.
Building trust throughout the organization and working towards employee and leadership engagement and empowerment.
Recruiting with the COO an effective senior management team that will organizationally exceed expectations.

Vice President of Human Resources

ARC HOME, LLC

01.2019 - 01.2020

Recruit for hard to fill positions such as, Non-QM Account Mangers. Non-QM Underwriters and Account Executives in the mortgage industry.
Supervise and manage 4 employees. Three of those employees are 100% remote.
Engaged with Paycor to bring in a fully automated payroll system, time and attendance, on-boarding, learning management system, applicant tracking system, electronic healthcare enrollment, etc.
Wrote and established the employee handbook, onboarding processes, EEO, FMLA and state leave laws for 18 states.
Assist in the growth of the organization by ramping up hiring (up 64% in 5 months).
Promote employee engagement while 75% of the organization is remote.
Worked with executive leadership team and trained on how to handle change management issues and employee conflicts. This increased morale and decreased turnover by 10%.

Human Resources Director

NJIB (New Jersey Infrastructure Bank)

01.2018 - 01.2019

Creating an original HR infrastructure from scratch, in a state setting.
Work with Union Contracts (CWA and IBEW) while creating and implementing processes, procedures, and policies for the new HR department.
Assist with discipline of union/nonunion employees.
Train on all areas of HR, including legal impacts of NLRB.

Visiting Professor

DEVRY UNIVERSITY

01.2008 - 01.2018

Instruct Human Resource and Psychology courses on Motivation and Leadership, Introduction to Psychology, Social Psychology, Critical Thinking and Career Development.

Senior Vice President of Human Resources

SERV BEHAVIORAL HEALTH SYSTEMS, INC.

01.2010 - 01.2018

Oversee human resource activities overseeing the Senior Human Resource Director, Coordinator of Recruitment and Training, Human Resources Representative, Coordinator of Benefits, Human Resources Assistant, and Director of Training in a non-profit organization.
Spearheaded the recruitment of Psychologists and a Medical Director.
Provide strategic direction on human capital issues including policy development, legal requirements/compliance, government reporting, contract administration, and employee relations.
Guide full life-cycle recruitment efforts; oversee candidate sourcing, screening, and interviewing processes.
Develop and maintain strategic partnership with Board Members and Executive Team.
Provide leaders and managers advice on employee relations issues including performance management, disciplinary processes, restructuring activities, legal issues and claims, investigations, and conflict management.
Coach and advise organizational leaders to ensure uniform application and interpretation of policies, procedures, rules and regulations.
Audited by Medicaid and the State Department of Health and Human Services licensing division yearly with exceptional results.
Saved $2 million by executing and maintaining self-insured health insurance program.
Enhanced employee development by transforming employee performance appraisals to a training analysis overview.
Increased employee retention by collaborating with executive team to develop global initiatives and implement internal employee succession plans, career training tracks, rewards, and recognition programs that increased motivation and improved morale.
Reduced employee turnover rate by 10%.
Improved staff motivation and morale by creating and implementing strategic global initiatives.

Timeline