VANESSA L. GODINEZ

Human Resources: Plans, organizes, directs, manages, and performs professional personnel work involved in the administration and maintenance of City recruitment, selection, employee orientation, classification and salary, labor relations, performance evaluation, counseling and grievance and affirmative action programs; coordinates with departmental officials in the development or improvement of personnel procedures, standards, regulations and forms; advises departments on organization and staffing; serves as a liaison to the Civil Service Commission; coordinates the preparation of departmental agenda items and attends meetings of the Civil Service Commission and City Council; reviews and updates City job classifications; directs and conducts personnel management, salary and benefit surveys and prepares recommendations; reviews and makes recommendations on improvements to personnel practices and procedures; serves on the City’s negotiation team in the negotiating process with six-labor groups; conducts studies and surveys and develops salary, benefit and cost data for management proposals; implements and monitors MOU’s; counsels and advises on a range of labor-management issues; reviews and analyzes pertinent legislation affecting personnel management; supervises the work of department personnel.

Risk Management: Plans, organizes, directs, manages and performs professional work involved in the administration and maintenance of the City’s Risk Management Program; manages the purchase of Property, Vehicle, Casualty, Liability, and Workers Compensation insurance; recommends coverage, deductible amounts, and reserve levels; manages the City’s claims defense and settlement process; presents reports and information to the City Council; confers with managers to determine loss prevention and safety; serves as City representative on Risk Management groups and associations.

Managed a Human Resources team of 3-6 team members, including HR Generalists, Recruiter, Trainer, and Front Desk Coordinator; works diligently with the Workers Compensation Administrator in order to coordinate claims, consults with outside legal counsel as needed in order to minimize risk and potential litigation, conduct thorough interactive processes with injured workers and direct Supervisors in order document the WC process; conducts managerial level training on various Human Resource related topics/policies, including but not limited to, Recruitment and Workers Compensation; attends bi-weekly Safety Management Meetings to discuss safety goals and process improvement ideas; manages the employee relation process, including addressing employee issues, recommend solutions and complete investigations at all levels of the organization; collect headcount/work hours and generate monthly headcount reports to corporate and operations management; ensures consistent administration of the company’s policies, procedures and programs; responsible for ensuring the staffing needs of the organization is met by working directly with management regarding staffing needs, involved with interviewing, hiring, and succession planning; involved in the job title classification reviews and approves job offers, particularly in regards to compensation packages; writing and recommending new Human Resources procedures or policies as needed per State and Federal laws; holds quarterly town-hall meetings with the production staff along with the Operations General Manager to address any operations and Human Resources related concerns.

Responsible for supporting assigned workforce in all areas of Human Resources; Responsibilities include employee relations, workforce planning, compensation, performance management, and employee development; Ensures consistent administration of policies, procedures and programs; Ensures assigned areas are properly staffed and assists in interviewing and hiring; Works closely with facility’s General Manager and Human Resources team to address employee issues and resolve problems; Ensures that the facility’s Human Resources department is implementing US operations and corporate standards related to People Management, Orientation, Integration, and all Human Resources practices; Creates and coordinates monthly facility reports for corporate and operations; Maintains knowledge of legal requirements and government reporting regulations affecting Human Resources functions and ensures policies, procedures, and reporting are in compliance.

Plans and conducts new employee orientation to foster positive attitude toward company goals; Maintains employee records in compliance including but not limited to I9’s, ITAR, Leaves of Absences, and medical documents; Ensures policies, procedures, and reporting are in compliance; Provides employee support on benefit questions or issues; In coordination with other generalist, schedules and trains management in interviewing, hiring, terminations, promotions, performance management and safety; Properly documents employee relations issues and resolutions; Coordinates and participates in internal investigations from beginning to recommending course of action; Responds to inquiries regarding policies, procedures, and programs.

Conducts new employee orientation to foster positive attitude toward company goals; Maintains employee records in compliance including but not limited to I9’s, ITAR, Leaves of Absences, and medical documents; Properly documents employee relations issues and resolutions; Coordinates and participates in internal investigations as assigned; Responds to inquiries regarding policies, procedures, and program; Coordinates employee Town Hall communication meetings.

• Interaction and participation in daily Human Resource Management issues and responsibilities, handles Correction Action documents and Payroll Authorizations, develops and place job openings, pre-screen and call-backs to schedule interviews, travels to other American Agencies offices for pre-screening, review all completed applications, performs pre-interviews with potential job candidates, completes new hire packets, assists manager with confidential employer-employee relation matters, revise/update company Employee Handbook and New Hire Packet, acts as a Facilitator for company meetings, schedules and prepares for meetings, attends seminars when needed.

• Accounts receivable, accounts payable, assisted supervisor with supervisor duties, month-end reports, and year-end reports, create new accounts, in charge of all returned checks, made cash and checks bank deposits for company, filing, faxing, data entry, and auditing.