Carlos Amelco

• Successfully led HR Transformation Activities for North America; transition to Workday, deployment of new HR service delivery model, organizational design, staffing, and workday business process design and implementation for over 7,000 US and CND employees
• Connect dots across HR organization to create outstanding experiences for leaders and employees and build strong relationships to resolve complex business issues to optimize business results
• Lead HR Functional Areas: Benefits and Compensation, Human Resources Information Systems, Leave of Absence and Workers Compensation Administration, HR Special Projects, and HR Integration Activities for NAM
• Provide leadership to HR Support and Integration Team to ensure HR Functional Areas continue supporting business and employee experience as seamless as possible while undergoing HR transformation
• Manage transition and deployment of various HR programs and activities to align with guidelines set by HQ
• Coordinate consolidation, integration, and communication activities of select HR policies, programs, and processes by developing and executing detailed project and communication plans
• Develop and implement solutions that solve business challenges by collecting and analyzing data and recommending courses of action in partnership with HR Executive Leadership and Operations
• Partner with HR Operations to execute various annual activities such as Open Enrollment, Merit, Performance Reviews, and Employee Engagement Survey, to ensure proper planning and execution of activities as well as alignment with expectations and guidelines set by HQ
• Actively engage in process improvement activities to further develop, enhance, and improve effectives of HR Programs by collecting feedback from employees, operations, and HR collogues.

• Responsible for development and execution of HR strategies and initiatives, as well as directing day-to-day HRBP responsibilities
• Provided strategic human resource consulting to executive leaders on broad range of human resource issues in support of developing and advancing organizational goals
• Developed and implemented HR approaches to support business unit growth, by evaluating trends and identifying strategies and approaches that supported and enabled growth
• Led compensation activities on design and implementation of new programs for physician and nursing attraction and retention initiatives
• Worked with executive team to ensure effective cascade of Corporate, Division and business unit messages to reinforce and drive performance, culture and engagement.

• Contributed to development, implementation, and evolution of organizational strategy in areas such as organizational design, performance management, and talent development
• Partnered with central corporate teams to assess human resources needs in areas such as performance management, employee relations, compensation, career development and leadership development
• Reviewed and analyzed business data to identify trends and recommend solutions to improve employee engagement, performance, retention, and employee experience
• Worked closely with Head of HR, Legal, and management on union related matters; to ensure compliance with Collective Bargaining Agreements (CBA) including grievances and determinations
• Supervised and directed 6 HR Business Partners overseeing 9 different warehouse, distribution, and transportation centers across Los Angeles with a total workforce of 3,000 associates
• Consulted, advised, coached, and partnered with business on people and organizational needs to drive organizational performance for group of 1,000 plus company employees
• Responsible for managing, consulting, investigating and resolving employee relations, labor relations, complex executive level complaints, workplace issues, recommending correction action as needed
• Conduct HR-related investigations to include gathering and analyzing facts, applying relevant laws and policies, to reach conclusions and recommended actions, and partnering with internal employment attorneys.

Various Roles

DEC 2016 - MAR 2019

HRBP PARTNER, LEAVE AND DISABILITY MANAGEMENT

• ·Supervised disability management process for ill and injured employees related to leave and workplace accommodations.
• Served as subject matter expect for leave of absence programs under general direction and guidance of HR Leadership and HR Compliance.
• Administered all aspects of Return-to-Work program, Preferential Placement, and Accommodations.
• Conducted investigations of fraudulent activity of leave cases (continuous and intermittent).
• Partnered closely with Labor Relations, HR Compliance, HR Business Partners to collaborate on accommodations, investigation of fraudulent leave activity, and all other leave related cases.
• Produced and managed reporting metrics and analytics for all leave cases.
• Supervised leaves of absence administration (FMLA, PDL, CFRA, ADA, Military, Personal), return to work program, and preferential placement.
• Responsible for oversight of interactive process program with employees returning to work with temporary disability to review, confirm, and discuss reasonable accommodations.
• Worked with Risk Management to ensure compliance of Workers Compensation related cases.

JAN.2016 – DEC.2016: SR. HUMAN RESOURCES REPRESENTATIVE

• Responsible for all personnel actions (annual reviews, promotions, demotions, FTE changes, merit increases, union merit and longevity adjustments, professional certifications, leave of absences, terminations, etc.) for 30 CSMC departments for all levels of staff in client departments.
• Built rapport with client departments to efficiently and diplomatically resolve discrepancies.
• Liaised with Directors, Managers, HR Business Partners, HR Compensation, and Payroll to ensure that all personnel action transactions were processed according to medical center's policies and procedures.
• Maintained knowledge and stayed up to date with guidelines concerning annual reviews, compensation practices, payroll functions, and department-based practices for all personnel actions.
• Worked in partnership with HR Data Management on position set-up/changes, history corrections and other matters to maintain employee data integrity.
• Conducted HRIS training for medical center staff.
• Responded to general and complex HR inquiries from employees and external parties.

DEC. 2012– JAN. 2016 : HUMAN RESOURCES COORDINATOR

• Managed all Human Resources activities for department of 250 employees (interviewing, selection, placement, terminations, and aided investigations).
• Formulated, implemented, and successfully enforced recruitment and retention strategies to attract and retain most qualified candidates.
• Monitored departmental FTEs and position control for conformance to approved budget as well as analyzed and recommended solutions to staffing variances and utilization of staff.
• Audited attendance, edited Kronos timecards, and supervised payroll functions.
• Maintained personnel files in accordance to medical center's guidelines and Joint Commission standards.
• Partnered with HR Divisions (Labor Relations, HR Compensation, and HR Records) to ensure compliance of collective bargaining agreement with regard to compensation practices, scheduling, attendance policies, and annual review merit increases for union employees.
• Collaborated and aided HR Business Partners in employee relation matters such as investigations and grievances.