Kristen Dudley-McLemore

• Coordinate and work with management on performance evaluations, supervisory practices, dispute resolution, and employee accountability.
• Spearhead shared governance and collaboration on employee relations, HR administration, and related HR topics.
• Partner with Labor Relations and Trade Union Business Agents to ensure PLA/MLA compliance.
• Direct each phase of hiring process, encompassing employment verification, employee relations investigations, criminal background checks and onboarding.
• Follow programs closely to assess effectiveness and make proactive changes to meet changing demands.
• Maintain company compliance with local, state, and federal laws, in addition to established organizational standards.
• Maintain optimal staffing levels by tracking vacancies and initiating recruitment and interview processes to identify qualified candidates.
• Recommend appropriate resolutions to employee relations concerns and handle disciplinary issues and investigations of misconduct.
• Manage HR and Employment staff and oversee completion of tasks and initiatives by coordinating work activities for HR Business Partner and recruiting agents.
• Collaborate with stakeholders across organization to maintain proper flow of communication and execution of planned initiatives and projects.
• Maintain "open door" policy to encourage employee communications and resolution of issues.
• Integrate talent management process to include detailed analysis of potential talent shortfall and development of career plans to identify and retain current talent and attract outside talent to business (IDP and 9Box methodology).
• Develop comprehensive process for new hires and reviewed new hire productivity, optimizing onboarding effectiveness while reducing process gaps.

HR Business Partner prior to promotion, October 2019

• Promote and enable necessary changes to align operations with strategic plans.
• Identify HR training needs and conducted training for employees and leadership while recommending approaches to effect continual improvements in business objectives, productivity, and within company to reach business goals.
• Foster positive work environment through comprehensive employee relations program.
• Instruct senior leaders on appropriate employee corrective steps.
• Conduct exit interviews with employees leaving company to gauge areas of success and opportunities for improvement.
• Discover and resolve complex employee issues that affected management and business decisions.
• Develop and maintain relationships with recruitment agencies and government agencies for successful recruitment efforts.
• Maintain current knowledge of industry regulations and legislation to amend policies and promote compliance.
• Conduct employee surveys and interviews to evaluate employee engagement and job satisfaction levels.
• Resolve understaffing issues, disputes, employee terminations, and disciplinary procedures.
• Investigate and liaise with legal department to respond to complaints of harassment, discrimination, employee grievances, and other sensitive issues and prepared position statements for EEOC.
• Maintain confidential nature of employee and company proprietary and privileged information used or observed in course of performing job duties.
• Collaborate with leadership to assess and improve policies across board.

• Full cycle recruiting.
• Completed human resource operational requirements by scheduling and assigning employees.
• Maintained candidate records using SAP and Tailwind software and updated information accordingly.
• Coordinated completion of project requisitions and personnel onboarding requirements in expedited and compliant manner.
• Operated and maintained applicant tracking and candidate management systems.
• Partnered with departmental managers to ascertain hiring needs and subsequently provide candidate recommendations.
• Built strong relationships with internal and external candidates to ensure excellent hiring experiences.
• Regional Office Manager
• Placed advertisements, evaluated applicant credentials, conducted initial interviews and pre-screening assessments.
• NCCER Coordinator

• Partnered with departmental managers to ascertain hiring needs and subsequently provide candidate recommendations.
• Developed and implemented onboarding and orientation programs for new employees.
• Supervise all staffing/employment initiatives
• HRIS enhancement and partnership with software designers.
• Unemployment claims, verifications, and document compliance.
• Assist VP of HR on all employee relations and investigation activities
• Developed recruiting strategies to identify qualified candidates and build network.

• Evaluated strengths and weaknesses of candidates through effective screening processes.
• Operated and maintained applicant tracking and candidate management systems.
• Collaborated with hiring managers to understand job requirements and expectations.
• Full life cycle recruiting
• Pre-screened resumes prior to sending to corporate hiring managers for consideration.