Jamie Wells

Recently (April) concluded the assignment for this role due to financial constraints in the business. Lead Human Resources function with a staff headcount of 18 employees supporting an annual revenue of over 150 million in 22 states. Additional duties as outlined below:

• Collaborates with Senior Leadership, develops the overall vision, direction, goals, and objectives of the Human Resources function. Participates in strategic planning working to achieve established goals.
• Provides technical guidance and support to the organization leaders for the day-to-day responsibilities that include, but are not limited to: (a) HR policy and administration, (b) retention, (c) employee relations, (d) compensation and benefits administration, (e) safety and wellness, and (f) performance management.
• Serves as liaison between the executive leadership and the benefits broker for design, administration and compliance with benefits programs.
• Consistently advocates for and assists with implementation of technology based human resources solutions that will lead to an enhanced employee and leadership experience, while driving efficiencies for the Human Resources team and allowing for better KPI development and ongoing measurement of progress to target.
• Accountable for the development and implementation of annual operating plans, including operating and capital budgeting that will help ensure effective performance of the Human Resources team.
• Assists with timely response to matters related to employee/provider complaints and regulatory investigations or citations. Works closely with outside consultants and legal as needed.
• Serves as a consultant to managers on proper documentation and legal requirements for discipline and termination procedures.
• Provides guidance and leadership to the human resource management team; assists with the resolution of human resources, compensation, and benefits questions, concerns, and issues.
• Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements.
• Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management.
• Conducts compliance investigations and attends hearings and trials related to employee issues.
• Responds and manages all EEOC and Unemployment requests.

**Leaving for position with less travel to be home more with family.

Executive HR Duties

• Administered benefits programs, analyzed compensation and other competitive data and prepared budgets.
• Liaised between management and employees to deliver conflict resolution, alleviate problems and interpret compensation and benefits policies.
• Assisted senior management with making key decisions by developing and submitting performance and compensation reports with status updates and improvement recommendations.
• Developed and executed HR policies and programs, workforce and job development, recruitment and hiring, compensation and benefits and employee and labor relations to build staff-focused human resources office culture.
• Liaised between multiple business divisions to improve communications.
• Developed succession plans and promotion paths for all staff.
• Devised hiring and recruitment policies for 10,000-employee company.

Employment and Labor Law Compliance

• Liaised with risk management, internal audit and employee services departments to direct compliance issues to appropriate channels for investigation and resolution.
• Managed effective action plans to respond to audit discoveries and compliance violations.
• Managed quality programs to reduce overdue compliance activities.
• Established and cultivated productive relationships with regulatory bodies.
• Played key role in development and launch of the Company's Employee Code of Conduct, Supplier Code of Conduct, International Ethics Helpline, online audit platform, providing research and development of training requirements and securing approval for implementation.
• Analyzed and applied legal principles and performed legal research to support litigation strategy.
• Prepared and reviewed contracts and other legal documents following applicable regulations.
• Developed compliance best practices for company.
• Communicated advice about all areas of employment and labor law with internal business partners.
• Offered in-house training to company personnel on relevant aspects of law.
• Advised division leaders of regulatory risks in business processed and provided recommendations for improvement.
• Managed full life cycle of assigned audits in alignment with departmental procedures, delivering progress as well as closing reports to senior management and clients.

Training and Development

• Responsible for continued employment and labor training for 74 employees in US, Canada, Mexico, Netherlands, Ireland, and UK.
• Collaborated with HR and IT to develop and implement code of business and ethics and anti-harassment policies and related personnel training.
• Trained C suite executives in employee relations and minimizing risk.
• Run weekly management development training.

Corporate Social Responsibility

• Built and deepened partnerships with customers and suppliers to promote social governance.
• Developed core sustainability principles into strategic approaches to short- and long-range capital and operations areas.
• Launched supplier code and audit process for Tier 1 and Tier 2 suppliers.

• Structured compensation and benefits according to market conditions and budget demands.
• Maintained company compliance with all local, state and federal laws, in addition to establishing organizational standards.
• Collaborated on hiring and training of new employees, professional growth of staff and team building and motivation.
• Directed each phase of hiring process, encompassing employment verification, employee relations investigations, criminal background checks and onboarding.
• Participated at strategic and operational level to develop and strengthen human resources services, relationships and mission.