Human Resource Specialist
Posted on: 2010-11-12
Temieka S. Milligan
821 Ralph McGill Blvd Unit 3225 ¿ Atlanta, GA 30306 ¿ (404) 229-6305 ¿ [email protected]
Human Resources
® Extensive background in HR affairs, including experience in immigration employment analysis and retention, staff development, mediation, conflict resolution, benefits and compensation, HR records management, HR policies development and legal compliance.
® Demonstrated success in negotiating win-win compromises, developing teambuilding programs, and writing personnel manuals, corporate policies, job descriptions and management reports.
HR Skills
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HR Department Startup Employment Law FMLA/ADA/EEO/WC Foreign Labor Certification HRIS Technologies |
Staff Recruitment & Retention Employee Relations Alternative Dispute Resolution (ADR) Benefits Administration HR Program/Project Management |
Orientation & On-Boarding Training & Development Performance Management Organizational Development HR Policies & Procedures |
Professional Experience
impaq international -United states department of labor (OFLC) – ATLANTAProvides national leadership and policy guidance to carry out the responsibilities of the Secretary of Labor under the Immigration and Nationality Act, as amended, concerning foreign nationals seeking admission to the United States in order to work.
Recruitment Analyst, 2009-2010
Develops, analyzes, and evaluates new or modified program PERM management policies, procedures,
regulations and goals. Analyzes ETA 9089 applications, prevailing wages, employers approved
recruitment reports to determine to certify or suggest a denial for a working visa.
Key Results:
® Reviews, analyzes, and resolves complex and controversial issues which arise out of the processing of alien certification applications in the Permanent Labor Certification Program (PERM), H-2A (temporary agriculture), H-2B (temporary, non-agriculture) programs.
® Recommends to the CCO certifications and proposed denials of employer requests for permanent or temporary labor certification in accordance with Sections 212(a)(14) of the Immigration and Nationality Act.
® Evaluates skills of foreign workers in comparison with stated job requirements in situations where qualifications are difficult to establish and conduct research into industry standards in order to assist in application determinations.
® Reviews documentation of availability of qualified American workers, adequacy of recruitment efforts, prevailing wages and working conditions for the purpose of establishing factual basis for decisions on applications in occupations.
® Obtains, analyzes and interprets labor market information provided by State workforce services within National Processing Center areas of jurisdiction, utilizing Bureau of Labor Statistics reports and publications, professional journals, trade unions, mass layoff reports and private industry employers.
Exide technologies —Alpharetta, GAOne of the world’s largest producers and recyclers of lead-acid batteries.
HR Manager :Benefits and Compensation, 2007 to 2009
Recruited to help create and maintain employee files, ensuring completion of all required employment forms such as application, W-4, and I-9 forms, as well as documents concerning compensation, performance, discipline, transfer, promotion, or termination. Worked with senior management to create HR policies and procedures; recruit employees; create group benefits databases; and develop orientation, training and incentive programs. Manage leave-of-absence programs and personnel records; administer benefits enrollment and programs; assist on administering HR budget; and handle HR generalist workplace issues.
Key Results:
® Administered the leave of absences programs, ensuring legal compliance; developed related policies and procedures; educated employees and managers on policy and legal compliance; may have coordinated or made recommendations regarding reasonable accommodation request.
® Managed and coordinated the employee benefits programs, monitored compliance and made recommendations based on cost effectiveness and benefits optimization.
® Analyzed compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.
® Negotiated approximately 50 salary offers and dozens of sign-on bonuses/relocation packages annually at both the exempt and non-exempt level.
® Brought workers’ compensation program into full compliance. Instituted preferred providers list and trained managers and associates on procedures to follow in case of injury.
® Reduced benefits costs by 15% annually through meticulous recordkeeping and ensuring that company did not pay for benefits for which employees were ineligible.
® Designed, evaluated and modified benefits policies to ensure that programs are current, competitive and in compliance with legal requirements.
® Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations.
® Revised job descriptions across all levels and 50+ categories. “Shadowed” and interviewed employees to construct an accurate picture of the duties and skills required for each position.
revenue advisors — Dunwoody, GAPrivate Common Wealth management firm employing 250 advisors
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HR Corporate Recruiter, 2005 to 2007 |
HR Intern, 2003 to 2005 |
Promoted to fulfill a broad range of HR functions, including recruiting and training employees, administering benefits, overseeing disciplinary action and managing HR records.
Key Results:
® Wrote complete and detailed search assignments (client management documents), ensuring an understanding of job duties responsibilities and business requirements.
® Conferred with senior leadership to identify personnel needs, workforce planning strategies, and search assignments.
® Leverage online recruiting resources and in-house ATS to identify and recruiter the very best candidates.
® Prescreens candidates, create and present prescreening questions to hiring manager for collaboration and approval.
® Interviewed all candidates presented for detailed interviewing by hiring managers, and includes the use of face-to-face behavioral based interviewing methodologies.
® Maintained accurate and well-ordered documentation on all candidates, searches, hiring manager’s interactions, and other recruiting activities to ensure and safe and thorough audit if required.
® Developed an effective pipeline of key talent potentially available for immediate hire as succession planning needs dictate.
® Organizes, leads, and documents post-interview performance with each candidate and take appropriate action when warranted.
Education & Certifications
Clark atlanta university — Atlanta, GABachelor of Arts (BA) in Business Administration, 2005