 |
| Felicia Ramirez |
Human Resources Director with over 10 years of comprehensive
human resources experience including recruitment, retention, conflict
resolution, change management, employee relations, and human resources systems.
Proven experience collaborating with senior management to conduct Human
Resources strategic planning in order to support and further organization
goals.
I am currently looking to make the move from public back to private organization with the eagerness to create strong partnerships across the lines.
I am currently looking to make the move from public back to private organization with the eagerness to create strong partnerships across the lines.
Experience
July 2011 – Present (3 years 6 months)New York,
NY
Rejoined the Department of Education
as a HR Director for the Children First Network supporting Principals and other
school official/ staff. Primarily focused on establishing and communicating HR
policies/procedures, resolving on-going employment matters, participating in
recruitment events and providing strategic coaching regarding the alignment of
human resources to student achievement/instructional goals.
• Recruitment – With specific focus on time-sensitive classroom positions, provided principals with highly qualified candidates in 2011, 2012, 2013 by establishing relationships with central office staff and education focused colleges. Ensured candidates moved through the hiring process efficiently and with constant follow-up.
• Training – Identified professional development opportunities in human resources areas such as a payroll or HR systems needs for the principals support staff. Designed and delivered training in the HR areas of needs for school based professionals.
• Employee Relations – Proactively engaged with school officials to deliver guidance and counseling on a variety of NYCDOE employee relations issues. Partnered with legal counsel to ensure successful resolution of complex employment matters.
• Organizational Change – Serves as an advocate for schools, engaging CFN Leadership and Central HR in human resources policy changes resulting in direct compliance increasing the human resources capacity of the school.
• Recruitment – With specific focus on time-sensitive classroom positions, provided principals with highly qualified candidates in 2011, 2012, 2013 by establishing relationships with central office staff and education focused colleges. Ensured candidates moved through the hiring process efficiently and with constant follow-up.
• Training – Identified professional development opportunities in human resources areas such as a payroll or HR systems needs for the principals support staff. Designed and delivered training in the HR areas of needs for school based professionals.
• Employee Relations – Proactively engaged with school officials to deliver guidance and counseling on a variety of NYCDOE employee relations issues. Partnered with legal counsel to ensure successful resolution of complex employment matters.
• Organizational Change – Serves as an advocate for schools, engaging CFN Leadership and Central HR in human resources policy changes resulting in direct compliance increasing the human resources capacity of the school.
June 2010 – June 2011 (1 year 1 month)
Entered an organization undergoing
rapid expansion as the first ever HR Director; lacking in organizational
effectiveness, with no established HR practices, built HR department from the
ground up to implement HR standards and compliance, revamped employee handbook,
policies and procedures, job descriptions and introduced a performance
management system.
• Recruitment – Restructured recruiting efforts for multiple locations across the country through the creation of an interview guide, applicant guide and recommended channels for candidate recruitment; integrated to intranet for easy accessibility by all directors which streamlined the process and saved 30% in recruiting costs.
• Change Management – Participated in the selection of third-party outsourcing partner and worked with managers to communicate decision to displaced employees. Partnered with department throughout transition period to ensure proper hand-off of responsibilities while also paying close attention to employee morale issues.
• Benefits Upgrade- Reduced overall company benefit costs by 11% after researching and implementing plan and tier changes; made recommendations that were accepted, to initiate a 100% employer paid benefit plan for a final savings of 8%. Included in this expansion of services were Domestic Partner benefits and an Employee Assistance Program that included dependents of domestic partners as well.
• Performance Appraisal / Review – Oversaw execution of the full-cycle annual review process. Organized and attended committee meetings where employee performance appraisals were presented to executive level management for content and merit increase approval.
•• Training – Developed employee relations and legal training for non-exempt employees, and created a management training series to assist newly promoted managers in delegation, coaching, and developing their own talent.
• Recruitment – Restructured recruiting efforts for multiple locations across the country through the creation of an interview guide, applicant guide and recommended channels for candidate recruitment; integrated to intranet for easy accessibility by all directors which streamlined the process and saved 30% in recruiting costs.
• Change Management – Participated in the selection of third-party outsourcing partner and worked with managers to communicate decision to displaced employees. Partnered with department throughout transition period to ensure proper hand-off of responsibilities while also paying close attention to employee morale issues.
• Benefits Upgrade- Reduced overall company benefit costs by 11% after researching and implementing plan and tier changes; made recommendations that were accepted, to initiate a 100% employer paid benefit plan for a final savings of 8%. Included in this expansion of services were Domestic Partner benefits and an Employee Assistance Program that included dependents of domestic partners as well.
• Performance Appraisal / Review – Oversaw execution of the full-cycle annual review process. Organized and attended committee meetings where employee performance appraisals were presented to executive level management for content and merit increase approval.
•• Training – Developed employee relations and legal training for non-exempt employees, and created a management training series to assist newly promoted managers in delegation, coaching, and developing their own talent.
September 2005 – June 2010 (4 years 10 months)Brooklyn, New York
Joined the NYC Department of
Education as part of a new business initiative under the Bloomberg
Administration. Partnered with Principals to administer Human Resources to
teachers, support and administrative staff. Communicated policy changes and
assisted schools with reaching compliance for Central and State departments.
Counseled principals on staff performance and personnel issues, managed school
vacancies through planning and recruitment with principals. Managed a 20+ FT
and PT staff of certification and licensing specialists to assist the
instructional community with their certification needs.
• Project Management-Oversaw the implementation of New York City’s strategy to comply with “No Child Left Behind” Highly Qualified Teacher guidelines for over 80,000 New York City teachers; raised “No Child Left Behind” compliance by 10%.
• Analytics- Analyzed certification completion and communication strategies aimed at New York City teachers and administrators by trouble-shooting certification issues, certification renewal, and making recommendations for necessary projects and improvements. Teacher staff “in danger” of being laid off because of expired certificates were greatly reduced by 50 % from the prior year.
• Partnering- Compiled briefing documents for senior management created for successful lobbying purposes with the Department of Education and the State Education Department to suggest certification changes.
• Employee Relations – Partnered with Senior Legal Counsel to advise Principals on staff issues and performance to dramatically decrease grievances and a focus on rating appropriately as well as granting tenure.
• Recruitment- Reduced the number of time-sensitive vacancies by screening out resumes and contacting candidates before they reached the principal.
• Project Management-Oversaw the implementation of New York City’s strategy to comply with “No Child Left Behind” Highly Qualified Teacher guidelines for over 80,000 New York City teachers; raised “No Child Left Behind” compliance by 10%.
• Analytics- Analyzed certification completion and communication strategies aimed at New York City teachers and administrators by trouble-shooting certification issues, certification renewal, and making recommendations for necessary projects and improvements. Teacher staff “in danger” of being laid off because of expired certificates were greatly reduced by 50 % from the prior year.
• Partnering- Compiled briefing documents for senior management created for successful lobbying purposes with the Department of Education and the State Education Department to suggest certification changes.
• Employee Relations – Partnered with Senior Legal Counsel to advise Principals on staff issues and performance to dramatically decrease grievances and a focus on rating appropriately as well as granting tenure.
• Recruitment- Reduced the number of time-sensitive vacancies by screening out resumes and contacting candidates before they reached the principal.
October 2004 – June 2005 (9 months)
Managed HR
functions for 4 Brooklyn branches. Assisted and supported management and the
leadership team with handling and resolving Human Resources issues. Assessed
recruitment needs; proactively recruited candidates through direct recruitment,
internet mining and other creative methods, performed screening, interviewing,
applicant assessment and presenting of candidates to Hiring Managers to
finalize the recruitment process and assisted in hiring decision. Conducted
orientation for new hires and counseled employees on career development,
benefits, leaves of absence, short term disability, Family and Medical Leave
Act, and workers compensation. Revamped compensation system including merit
salary increases and compensation adjustments to correct up to 85% of staff
raises, by utilizing feedback gained from meetings with hourly employees and
managers.
September 2003 – October 2004 (1 year 2 months)
Supervised and
maintained human resource information systems platform by developing innovative
solutions for improved data collection, error reduction, increased productivity
and enhanced reporting. Prepared and analyzed metrics, turnover, promotion,
retention, compensation and demographic analyses.
January 2001 – January 2002 (1 year 1 month)
Coordinated International Assignment
process involving 400 international employees and 100 transfers to and from
foreign countries each year. Managed and administered 2002 employee benefit
enrollment for all expatriate and international employees and counseled
international colleagues on a variety of employee relation issues. Managed the
human resource information systems database for expatriate and international
employees including the processing of monthly audits, ad-hoc reports and
queries. Created international compensation analysis spreadsheets, which
included monthly and quarterly commissions, wage and salary administration, and
cost of living and housing allowances.
January 2000 – January 2001 (1 year 1 month)
Media and Technology Investment Banking
Involved self with recruiting process by reviewing and selecting undergraduate and graduate applications for management review and coordinating interviews.
Assisted Vice President in administrative duties such as answering phones, preparing reports and business letters, created power point presentations.
Involved self with recruiting process by reviewing and selecting undergraduate and graduate applications for management review and coordinating interviews.
Assisted Vice President in administrative duties such as answering phones, preparing reports and business letters, created power point presentations.
No comments:
Post a Comment