Melissa Orrey

• Monitored and handled all employee claims, including performance-based and harassment incidents.
• Directed and controlled various benefit programs, including 401K, medical, dental and vision packages.
• Devised hiring and recruitment policies for [Number]-employee company.
• Developed succession plans and promotion paths for all staff.
• Streamlined HR efficiencies, coordinated new hire orientations and provided onboarding and training for [Number] new employees.
• Collaborated with legal and compliance teams to review paperwork, obtain feedback and procure available information for new training processes.
• Forecasted expected personnel demands and developed forward-thinking approaches to achieve objectives.
• Provided guidance on policies and procedures to harmonize responses, provide appropriate investigation actions and reach resolution of grievances.
• Strengthened operational efficiencies and traceability by developing organizational filing systems for confidential employee records and reports.
• Accurately prepared [Timeframe] payroll and tracking data using [Software] system.
• Structured compensation and benefits according to market conditions and budget demands.
• Improved team morale by resolving [Type] inquiries on new hire initiatives and employee workforce matters.
• Adhered to all federal and state guidelines and managed payroll and benefits for over [Number] employees.

I worked on a team of 3 HR professional that supported 225 full-time and 1,400 part-time employees in MN and Houston, TX, including 4 labor unions. My key responsibilities included:

• Responsible for all aspects of benefit management, administration, renewal and reporting.
• Successful negotiations (2010 was 22% decrease and 2011 was 13% decrease in proposed medical/dental rates).
• Instrumental in implementing the HDHP with HSA benefit. Objective is to phase out all other plans and only offer HDHP with HSA. Introduced the HDHP plan in 2010 with 38% participation. Increased to 68% participation in 2011
• Developed effective benefit communication tools including: the first “Open Enrollment Decision Guide”, Open Enrollment meetings, webinars, and HSA focus sessions.
• Implemented, managed, and trained managers and employees on the company’s first online Open Enrollment process in UltiPro (Ultimate Software). Provide ongoing support of the HRIS system.
• Implemented the company’s first wellness programs in 2010: JourneyWell, nutrition seminars, flu shot clinic.
• Manage company’s HRIS system, employee self-service portal and manager self-service portal (Ultimate Software). Manage interface files to vendors. Created an online resource for managers, “Manager Toolkit” in Ultimate Software. Run routine and individual audits to ensure HRIS houses the most accurate information resulting in accurate and comprehensive reporting. Provide reports to Executive Management to monitor and manage costs, deliverables and staff requirements.
• Assess organization staffing needs and propose cost effective recommendations including organization restructure and internal staff development through HR-led training and coaching. Collaborate with leadership on talent acquisition and retention plan to fulfill strategic business needs.
• Recruitment efforts include job fairs, online resources and social media outlets. Conduct detailed analysis and recommend job titles, job description content and compensation to senior leaders.
• Significant restructuring of Sales and Marketing departments to drive ticket sales. Hired 21 full-time and 53 part-time employees in three months.
• Develop and implement effective processes in alignment with business strategies and compliance standards.
• Update employee handbook with policies and procedures resulting in consistency across the organization (e.g. Hiring, Social Media Policy, and PTO). Create, implement and enforce best practices and processes.
• Lead compliance efforts. Projects include I-9, FLSA, and employee record/file audits.
• Manage LOA/STD/FMLA. Develop tracking tools and notification to payroll.
• Manage employee relations issues. Consult and coach managers in developing Performance Improvement Plans.
• Execute planned HR initiatives while responding to immediate employee and organizational needs.
• Coordinated and conducted employee satisfaction survey. Developed executive summary to present to CEO and Executives.
• Provide guidance to the Values Team, who led initiatives that exemplify the organization’s core values of Excellence, Teamwork, Passion and Caring.

Joined DFM during initial high growth phase. I was hired to design and implement all aspects of their human resource department including the creation of company handbook, policies, and job descriptions; recruiting, staff development and training presentations; administration of benefits and LOA and payroll processing. I supported 27 full-time employees and 200 subcontractors in multiple states.

I worked on a team of 3 corporate HR professionals that supported 2,000 full-time employees nationwide. My key responsibilities included benefit management and administration, wellness initiatives, employee life cycle (recruiting, screening, on-boarding, training, etc.), managing the recognition and awards program, managing 3 separate HR cloud-based software systems and streamlining benefit interface files. I was a key contributor in the paperless/online initiative. I trained and provided guidance to 40+ Business Managers (located at each publication) on benefits, HR policies and HRIS systems.

I worked on a team of three corporate office HR professionals that supported 20 branches with 300 full-time employees and up to 3,200 part-time employees during peak season. My key responsibilities included benefit renewal and administration, managing and training on the HRIS system, employee life cycle (recruiting, screening, on-boarding, training, etc.), employee relations, performance management, leave administration and compliance. I trained and provided guidance to 25 HR Reps (located at each branch) on HR policies, procedures, and best practices. Led monthly HR meetings for 25 HR/Payroll professionals.