Stacey Sloley-Petersen

• Provide ongoing coaching, development, and training to various lines of leadership to ensure positive employee relations and communication consistent with company values and culture
• Conduct timely and complex investigations on highly sensitive work-related matters by documenting the findings and recommending appropriate actions
• Provide guidance and recommendations on best practices to leaders on employee relations matters and the disciplinary process by interpreting company policies and procedures to mitigate risks and outcomes to decisions
• Provides coaching and general employee relations services support to employees across the entity to address and resolve workplace matters
• Act as a business partner and liaison to HR Center of Excellence such as Occupational Health regarding FMLA and ADA matters, Payroll, Benefits, Compensation, Risk/Privacy, and Legal
• Act as a business partner to leadership in collaboration with Compensation to ensure standardization of job description, job audit and analysis, salary negotiation, and adjustments
• Partner with leadership and Organization Development Consultant to improve employee engagement through various initiatives such as rounding, employee activities, training, and employment surveys
• Prepare reports by collecting, analyzing, and summarizing data and trends, including reviewing Workforce Analytics reports and collaborating with leadership on the course of action

• Oversee HR staff's onboarding, training, and performance in their essential job functions
• Conduct timely and complex investigations on highly sensitive work-related matters by documenting the findings and recommending appropriate actions
• Provide guidance and recommendations to leaders on employee relations matters and the disciplinary process by interpreting company policies and procedures to mitigate risks and outcomes to decisions
• Provides coaching and general employee relations services support to employees across the entity to address and resolve workplace matters
• Manages the grievance process per company policy
• Work closely with managers to gain a comprehensive understanding of the department's hiring needs for every role and meet competitive hiring goals and expectations
• Manage the full recruiting lifecycle across various open roles, helping managers find, hire, and retain quality candidates
• Administer leave cases under the general direction and guidance of HR leadership
• Work closely with employees to ensure all relevant completed medical documentation is submitted for timely review
• Maintain appropriate contact with all employees on leave and coordinate all aspects of return to work for employees on leave
• Assist in various HR activities and events to boost employee engagement

HR Personnel Tech, 12/2006 - 12/2009/HR Personnel Specialist, 4/2009 - 9/2014

• Provide guidance and counsel to line management in contact with union representatives involving the disciplinary process, promotions, demotions, transfers, performance management, separations, and layoffs in alignment with collective bargaining agreement and system policies
• Manages the grievance process as per the collective bargaining agreement
• Facilitated and assisted in new employee orientation and department in-service to ensure compliance with system policies
• Act as Recruiter to timely fill vacancies by identifying, and screening candidates, coordinating job fairs, and participating in career days, open houses, ad placements, and other recruitment efforts to attract qualified candidates
• Assist with employee engagement activities