Experienced Human Resource Professional
Posted on: 2011-01-22
Sonya J. Trapp
1232 N. Lafayette St. ¿ Shelby, NC 28150 ¿ (712)574-2352 ¿ [email protected]
Human Resources Professional
® Extensive background in HR generalist affairs, including experience in employee recruitment 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 interpreting corporate policies, revising job descriptions and management reports.
HR Competencies
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HR Department Quality Processing Employment Law FMLA/ADA/EEO/WC Mediation & Advocacy HRIS Technologies(Lawson) |
Staff Recruitment & Retention Employee Relations Benefits Administration HR Program/Project Management Strategic Planning Payroll Administration |
Orientation & On-Boarding Training & Development Performance Management Organizational Development HR Policies & Procedures Employee Recognition |
Professional Experience
Mayo CLINIC — Rochester, MNWorld renowned healthcare company employing 56,000 employees.
HR Records Specialist, 2008 to Present
Business liaison for the Department of Human Resources to facilitate the development, implementation, maintenance, and integrity of HR systems and processes.
Key Results:
¿ Successfully developed and implemented Employee Service Center Lawson Personnel Action Refresher Training.
¿ Provided ongoing training for enterprise Lawson system (HRIS) users.
¿ Facilitated and implemented LEAN processing initiatives for the Employee Service Center and Staff Services Administrative Support resulting in improved documentation, less rework and reduced Consultant administrative burden.
¿ Coordinated department Diversity initiatives and attendance to community & Mayo sponsored R.A.C.E. Diversity event.
¿ Successfully cross-trained Employee Service Center team members to maximize departmental productivity and streamline efficiencies.
¿ Created and implemented new employee on-boarding training curriculum and manuals.
¿ Developed documentation and proposal for HR leadership to define and leverage Employee Service Center’s role within Mayo Clinic.
¿ Created proposal and statistical documentation for HR Salary and Compensation review of departmental staffing and request for additional FTE.
¿ Documented employee performance issues and made recommendations to HR leadership.
¿ Diverse committee experience including:
- Human Resource Lawson User Committee (2008, 2009, ad-hoc 2010)
- Human Resource Diversity Committee (2008, 2009, 2010)
Professional Experience (continued)
Target Stores — Winona, MNLeading retailer employing over 350,000 employees.
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Executive Team Leader, 2007 to 2008 |
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Administered operations of Target store facility serving Winona, MN local residents. Fulfilled a broad range of HR functions, including recruiting and training employees, administering benefits, overseeing disciplinary action and managing HR records. Directed the development and implementation of the annual facility budget ($30 Million) and strategic planning, coordinating input from a Store and District Team Leaders. Responsible for the management of 25 FTE (20-35 personnel) up to 50 FTE (130 personnel) seasonally; including Department Managers, Customer Service Representatives, Vendors, and community representatives
Key Results:
® Devised creative and cost-effective incentive and morale-boosting programs that increased employee satisfaction and productivity by 25%.
® Directed training and orientation programs across all levels of the organization.
® Supported Open Enrollment functions via interpretation and communication of benefit plans/ changes which resulted in 5% decrease in plan enrollment changes and 17% increase in employee satisfaction.
® Monthly review of Profit & Loss (P&L) statements to maintain less than 3% percent operational overflow.
¿ Provided functional leadership for HR practices at store level including: staff/workforce planning, compensation, employee relations and counseling, performance management, and exit and separation.
Kohl’s Stores — Rochester, MN
National fashion and home décor retailer.
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Assistant Store Manager, 2006 to 2007 |
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Provided executive level store support for retail operation located in Rochester, MN. Responsible for facility operations, personnel management, and strategic planning. Responsible for the management of 15 FTE (10-20) personnel.
Key Results:
¿ Administered training curriculum for the on-boarding of new employees.
¿ Maintained employee records in accordance with corporate and federal provisions.
¿ Identified competitive candidates for management positions.
¿ Researched and acquired documentation for internal and external HR investigations and submitted compiled information to appropriate entities.
¿ Handled administration of benefits and employee relations within the store.
¿ Resolved employee payroll and timekeeping issues.
¿ Conducted performance reviews and made recommendations for employee promotions or merit increases.
¿ Conducted employee safety training.
Wal-mart Stores, inc. — Sioux City, IA
Leading retailer employing over 1,000,000 employees.
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Assistant Store Manager, 2003 to 2005 |
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Responsible to develop operational strategies, counsel department managers, manage staff training in accordance with the needs of the organization. Manage various components of HR administration at store site. Directly supervise Department & Customer Service Managers (30+ FTE). Direct Department Managers on all employee relations matters including performance management, corrective action, termination and employment law compliance.
Key Results:
¿ Successfully conducted employee relations investigations, including corrective actions up to termination.
¿ Community Involvement liaison who distributed $10K in grants to local affiliations to provide company assistance with underfunded and noteworthy contributors (i.e. Boys and Girls Club).
¿ Conducted and mediated EEO hearings in accordance with government regulations.
¿ Fostered a teamwork/open-door environment conducive to positive dialogue across the organization. Served as a driving force behind the 18% increase in employee retention.
¿ Coordinated and executed recruitment selection activities including career fairs and local high school and college visits.
¿ Implemented formal in-store safety training and accompanying contest which resulted in a 20% reduction in accidents.
¿ Proactively promoted a diverse workforce and the valuing of differences to ensure equal employment opportunities for all employees.
¿ Improved profitability from ($150K) to a profit of $1.6M through improved controls, training, and employee accountability.
¿ Administered and reviewed employee satisfaction surveys. This resulted in the development of formal action plans for key employee issues.
¿ Scheduled employees using internal metrics to staff-to-workload.
Education
Bethel Univeristy — St. Paul, MNMaster of Business Administration, Expected graduation date (2011)
Bellevue Univeristy — Bellevue, NE
Bachelor of Science, Management of Human Resources (2005)
Western Iowa Tech — Sioux City, IAAssociate of Applied Science, Computer Programming (2003)
Affiliations /Certifications/ Personal Development
Professional Development:
® Crucial Conversations training
® SHRM conferences & webinars
® Myers-Briggs
Certifications:
® PHR (not currently certified-scheduled to test January 31, 2011)
Affiliations:
® Society for Human Resource Management (SHRM)
® American College of Healthcare Executives (ACHE)