Shirley Walker-King

• Manager client relationship accounts as a third part administrator of COBRA and Direct Bill Accounts.
• Partner directly with outside human resources, payroll, benefits administrator and executive buys to ensure client satisfaction and best practices.
• Provide follow-up, training and education material to employers, clients and carriers beyond the implementation stage.
• Utilized previous HR knowledge to project, change and improve clients customization request.

Independent Human Resources Consultant:

• Advised companies in the area of organizational development, human resource management, staffing, payroll, employee relation, and mediationDeveloped company personnel policies, standard operating procedures and employee handbooks.

• Built a comprehensive employee recruiting strategy.
• Managed all aspects of leave administration, including employee notifications and vendor management, disability programs and health benefits.
• Processed unemployment claims and acted as the company representative at unemployment hearings.
• Acted as liaison between employees and insurance carriers to resolve problems and clarify benefits.
• Developed innovative new-employee orientation programs, including safety training.
• Audited workplace, employee and management policies and procedures.
• Conducted job analysis and job evaluations, resulting in quality job specifications.
• Implemented the company's first safety and workers' compensation  tracking system.
• Project based assignments such as Employee Handbooks, Audits, Employee Benefits, Mediation and Workshops..Audits: workplace culture survey, policy and handbooks audits, HR record audits.
• Staffing: Coordinator and facilitate prescreening process for high profile positions in the Washington DC, Maryland and Virginia area to including clearance verification.
• Payroll: processed, reviewed and submitted payroll to guarantee accuracy and contract compliance.Benefits Administration: negotiated price and fees while ensuring the continuation and enhancements of services.
• Counseled employees in areas relating to manager-employee as well as peer-peer relationships, work-life balance, and organizational procedures and policies.
• Created and rolled out training to all functional areas and provided train-the-trainer training to internal and external customers.
• Ensured systems, modules and reports were in compliance with all state and federal requirements.

• Consultant to Ming Wang (President and CEO), to organize, design, develop and implement employee benefits program for Texas and New York employees.
• Utilizes HRIS system to gather and review information in order to complete tasks benefit enrollment.
• Educated and trained HR Assistant on specific benefit information, requirements and compliance.
• Trained and mentored members on HRIS, Recruitment and Employee Relations related issues.

• Redesigned employee handbook and safety procedures according to legal and benefits.
• Updated job descriptions, compensation structure and payroll procedures that improved employee morale and boosted performance.
• Addressed managers on organizational policy, protocol and performance evaluation.
• ProceduresDecreased company safety rating by 20% with the implementation of a Employee Safety lead training program Reduced worker's compensation cost and claims by 20%.
• Updated key human resource metrics, including turnover and terminations, using reporting tools on the HRMS database.
• Processed unemployment claims and acted as the company representative at unemployment hearings.
• Acted as liaison between employees and insurance carriers to resolve problems and clarify benefits.
• Developed innovative new-employee orientation programs, including safety training.
  
• Offered fair and equitable compensation by comparing current salaries with market pay.

• Played a key role in ensuring the successful merger and acquisition by communicating major and minor milestones.
• Fostered a teamwork/open-door environment conducive for positive negotiation across the organization.
• Negotiated over 20 salary offers and dozens of sign-on bonuses/relocation packages annually at both the exempt and nonexempt levels.
• Facilitated the criminal background check process for new hires.
• Educated and advised employees on group health plans, voluntary benefits and 401(k) retirement plans.
• Developed company personnel policies, standard operating procedures and employee handbooks.
• Managed the employee rewards programs.

• Prepared program operating budgets, budget reports and other financial performance reports.
• Analyzed contract performance for bids, budgets and forecasts.
• Maintained up-to-date account distribution information.
• Conducted ongoing reviews of all program financial systems to achieve civilian in-bounding goals.
• Equal Employment Opportunity Division