Sandra Johnson

As an HR Business Partner, my primary responsibilities were aligning business objectives with employees and management throughout all departments. I formulated partnerships across the organization to deliver value-added HR services to management and employees, which improved the efficiency of the organization. Emphasis was on employee relations, day-to-day performance management, policy interpretation and guidance, compensation support, and workforce planning.

• Advised supervisors on appropriate disciplinary action according to company policy when necessary.
• Participated in investigations into complaints of workplace harassment or discrimination.
• Assisted in the development of succession planning initiatives for key positions within the organization.
• Administered human resources plans and procedures company-wide to guide both management and employees.
• Scheduled meetings with employees to address concerns and grievances.
• Collaborated with senior leadership to develop strategic plans to support business objectives.
• Created reports and presentations summarizing HR metrics including turnover rate, diversity statistics.
• Provided guidance on organizational policies and procedures to ensure compliance with applicable laws and regulations.
• Coached managers on best practices for effective management of their teams.
• Worked with business leaders to evaluate and optimize human resources policies.
• Maintained compliance with state and federal employment laws and regulations.
• Advised leadership and personnel on driving HR policies, union negotiations, and business strategy implementation.Advised supervisors on appropriate disciplinary action according to company policy when necessary.

• Participated in investigations into complaints of workplace harassment or discrimination.
• Assisted in the development of succession planning initiatives for key positions within the organization.
• Administered human resources plans and procedures company-wide to guide both management and employees.
• Scheduled meetings with employees to address concerns and grievances.
• Collaborated with senior leadership to develop strategic plans to support business objectives.
• Created reports and presentations summarizing HR metrics including turnover rate, diversity statistics.
• Provided guidance on organizational policies and procedures to ensure compliance with applicable laws and regulations.
• Coached managers on best practices for effective management of their teams.
• Worked with business leaders to evaluate and optimize human resources policies.
• Maintained compliance with state and federal employment laws and regulations.
• Advised leadership and personnel on driving HR policies, union negotiations, and business strategy implementation.
• Collaborated with leadership to assess and improve policies across board.

As a Human Resources Business Partner, my primary responsibility is to oversee, implement, and preserve systems, policies, and procedures to support the organization in a multi-unit setting.

• Coordinate and complete designated projects to ensure that goals and objectives are accomplished within a prescribed period and funding parameters.
• Maintain confidentiality in all matters.
• Advised hiring managers on interviewing techniques, coordinated with department managers to forecast future hiring needs, coordinated, and participated in job fairs and career events.
• Assisted hiring managers with tracking recruitment metrics, such as time-to-hire and cost-per-hire.
• Coordinated and conducted management training related to this area.
• Separations, preventing workplace harassment, and managing performance.
• Investigated and advised leadership on the appropriate resolution of employee relations issues, such as working conditions, disciplinary actions, employee and applicant appeals, equal employment, documentation procedures, union-management relations, or other HR-related matters as required.
• Provided HR guidance and consultation for managers and directors in employee relations, performance management, compensation and benefits, and company policies.
• Advised directors and managers to ensure compliance with union contracts and meet with elected union officials.
• Facilitated successful policy implementation and enforcement to maintain legal and operational compliance.

As a Human Resources Generalist, my primary responsibilities included supporting Operational Directors in all of the following functional areas: labor relations, HR-specific training, HR legal requirements and compliance, compensation practices, deployment of HR policies and procedures, performance management processes, assisting in the recruiting and hiring of all non-exempt and exempt associates in Environmental Services, Food & Nutrition, Patient Transport, and all non-clinical departments, along with managing employee relations.

• Identified ways to reduce turnover through improved hiring practices and orientation.
• Objectively, I coached associates and management through complex and difficult issues.
• Provided guidance to management on appropriate disciplinary action.
• Supported the internal customer survey and the associate engagement survey interpretation and feedback process.
• Attended department manager meetings to increase HR visibility, conducted classroom training, aided, and implemented HR initiatives.
• Designed and implemented human resources tools to support the strategic and tactical HR business plan.
• Conducted confidential investigations of discrimination, harassment and workplace violence.
• Updated key human resource metrics on turnover and terminations using reporting tools on HRMS database.

As an Employment Specialist, I was the primary point of contact for a dedicated customer group of hiring managers, providing employment and workforce planning approaches, and solutions.

• Responsible for consulting IT, Finance, Marketing, and all non-clinical system management teams on strategic recruitment and retention plans.
• Ensured all aspects of the recruiting and selection process reflect fair employment practices.
• Ensured appropriate salary offers based on external market competitiveness, and internal equity factors.
• Oversaw the offer process, and the onboarding and intake processes.
• Consulted with hiring managers to resolve their workforce planning and staffing business problems.
• Resolution may include applying and interpreting policies and programs, which encompass a broad range of aspects of HR related to compensation, employee relations, records, payroll, benefits, and training policy and programs.
• Networked and forged relationships to ensure a pipeline of qualified candidates for anticipated openings and ensured appropriate staffing with a timely turnaround.
• Planned and developed recruitment methodologies using the latest techniques and media.
• Provided leadership to customers in marketing the DMC employment brand and its specific positions to potential applicants and the public.
• Provided leadership to system market-sensitive management teams on their recruitment and retention agenda.
• Responsible for providing critical data (e.g., Lawson or Kenexa reports) to site and system management to support strategy development, decision-making, and monitor critical metrics.
• Conducted manager training on all aspects of the employment process, policy, and use of technology.
• As needed, it provides more in-depth support to hiring managers on any aspect of the process.

• Managed job board accounts, LinkedIn, and CareerBuilder, posting positions, performing passive candidate searches, and in-mailing potential candidates in IT, Finance, Marketing, and all non-clinical.
• Established relationships with local colleges and program directors to source candidates before their graduation.
• Generated a specific candidate pool for career opportunities through the strategic placement of advertisements, evaluation of applicant credentials, and conducting initial interviews and pre-screening assessments, and followed up with notable applicants sourced via industry-specific pipelines, events, and job fairs.
• Operated and maintained applicant tracking and candidate management systems and used Boolean searches to develop applicant portfolios for expected openings.
• Interpreted ADA HR policy and guided managers concerning accommodations for employees.
• Collaborated with the Loss Time Management and Employee Relations Manager to investigate employees with restrictions complaints.

• Partnered with management and suppliers to create job postings for over 30 positions.
• Managed the end-to-end acquisition process of contractors.
• Performed consultative intake calls with hiring managers to qualify requests, recommend alternative job titles or levels, and provide bill rate guidance and overall education.
• Identified, shortlisted, and forwarded the best-qualified candidates to hiring managers.
• Supported onboarding process (managed offers, created POs, led POs through approvals).

• Received Best Customer Service Awards in 2011, 2012, 2013, 2014, and 2015.
• Recruited and enrolled over 800 students into Healthcare, Business, Nursing, and IT programs
• Advised potential and current students concerning enrollment and career planning.
• Assisted potential and current students in understanding their financial obligations.

• Provided resources to support students in achieving career goals.
• Developed and implemented individualized academic plans for students.