Tiffany Stokes

-Create, design, and implement corporate Human Resources strategy -Manage and mentor HR staff on daily recruiting, payroll processing, policy interpretation, employee counsel, and leave of absence requests -Successfully maximized Indiana Training Grant resulting in $150,000 payment -Lead organizational transition and centralization of business operations, resulting in the close of 13 field offices and reduction in force -Oversee payroll administration -Completed review, selection, and implementation of a Payroll/HRIS system resulting in streamlined processes, ATS, paperless employee record keeping, and automated IT provisioning with an annual savings of more than $40,000 -Implemented new hire orientation -Track, analyze and report on key HR analytics -Implement talent acquisition strategies -Implemented interview process for front-line managers with a focus on measuring key competencies and behaviors -Implemented skills assessment software designed to measure a candidates competencies -Defined core competencies for all roles for purposes of interviewing, training, and measuring performance -Designed, created, and implemented Management 101 training for new and current front-line managers -Implemented consistent performance management and review process for the company -Serve as primary benefit administrator -Transitioned organization from fully insured benefit model to self-funded, resulting in an annual savings of 20% over prior year -Implemented employee surveys to obtain feedback and implement positive change -Implemented Safety Committee and evacuation/safety plans -Provide consultation to management on compliance issues, local, state, and federal laws to mitigate risk to the organization -Investigate and resolve employee issues, including responses to EEOC complaints and other potential litigation -Counsel management on policy interpretation and positively managing difficult employee situations, ensuring consistent and equitable treatment of all employees

-Created and implemented talent acquisition strategy designed to support long term department growth -Managed recruiting efforts to successfully fill 62 new positions one month ahead of schedule -Created and implemented internship program designed to build a pipeline of candidates for future positions -Designed and project managed Leadership Development Program in partnership with training and senior leadership -Revised new hire orientation curriculum resulting in more time dedicated to job specific training -Created new hire feedback survey to measure efficiency of training and ongoing development -Partnered with training to incorporate survey feedback to redesign new hire training curriculum -Lead development and implementation of Leadership Development Program, creating and facilitating content for high potential employees -Managed and generated bi-weekly payroll for 150 employees -Implemented new time keeping system to streamline payroll process, reduce time to process, and increase efficiency and accuracy of reported time worked and time off -Created new department policies designed to resolve long term operational issues -Investigated and resolved employee issues to mitigate risk to the organization -Counseled management on policy interpretation and how to positively manage difficult employee situations -Created and facilitated several training sessions for managers and employees, including best practices for interviewing effectively -Implemented new recognition program designed to incent top performers -Provided consultation to management and senior leadership on compliance issues, local, state, and federal laws to mitigate risk to the organization -Converted all employee personnel files from paper to electronic, making filing more efficient and easily accessible -Created change management initiatives to drive strategic plan for organization -Partnered with senior leadership to implement department strategies designed for long term growth and sustainability

-Developed Human Resources staff on compliance, policy interpretation, and recruitment strategies and goals -Investigated and resolved employee issues to mitigate organizational risk -Implemented career progression for 3 call centers in collaboration with leadership -Created and implemented organizational wellness program with zero budget and obtained 38% participation rate first year -Negotiated $38,000/year wellness budget for 2013 without adding to organizational premium costs -Negotiated 6% premium increase for 2013 on overall benefit premiums for organization by controlling claims costs -Created and implemented professional internship program by leveraging university relationships -Reorganized business units in partnership with leaders, providing efficiencies and career paths for staff -Provide resources for management to acquire and retain top talent -Implemented and customized skills assessment software for candidates -Averaged 35 days to fill positions -Designed and implemented competency training/development webpage through Learning Management System -Redesigned training for customer service to leverage Learning Management System and provide consultation on training and development online and in the classroom -Created and defined skills library for sales and customer service departments to develop coaching and training for staff -Created and facilitated change management workshops for departments experiencing rapid change -Collaborated with leadership team to create a common annual performance review process -Developed workforce planning tool for leadership and forecasted workforce plans -Redesigned employee brand to acquire talent and cultivate organizational name recognition -Increased employee satisfaction rate from 64% to 91% within 6 months

-Partnered with new business unit to acquire hard to fill positions -Used active sourcing strategies to fill newly created pharmaceutical, contract positions requiring specialized training and skills -Managed agency relationships to fill contract positions on short notice -Manage recruitment process for converting contract employees to permanent full time employees -Consulted with management on performance and employee relations -Gathered and analyzed attrition data to implement action plans

-Managed and generated payroll for 200 employees -Implemented new procedures to streamline employee benefits

-Counseled management and employees on policy interpretation, local, federal, and state laws, and ADA accommodation requests -Implemented career development strategy for employee workforce through virtual training system -Created and implemented employee feedback survey to ensure quality training -Revised interview guides targeting specialized competencies and optimizing corporate recruitment strategy -Created audit for performance management review process -Created and facilitated best practices workshop for management on performance objectives and results -Mitigated risk by successfully resolving sensitive employee issues -Developed workforce plan for business partners to implement staffing strategies -Created job descriptions for new positions to evaluate appropriate compensation alignment as a result of an acquisition -Streamlined electronic I-9 process for human resources and employees -Trained in Lean Six Sigma philosophy

-Revised new hire training curriculum -Created and implemented employee feedback surveys to ensure effective and quality training -Revised and managed employee training compliance in accordance with federal requirements -Raised employee compliance percentages from 46% to 98% within 5 months -Safety Consultant -Managed worker’s compensation claims and OSHA compliance -Provided modified duty options for employees on worker’s compensation restrictions -Created trend analysis process in order to track and analyze injuries/incidents -Isolated and reported on problem areas and made recommendations to prevent future loss -Proactively implemented training to prevent future incidents