St. Johns River Water Management District

Human Resources Consultant

•	Implement Learning and Development strategy; assess workforce needs and source/design/create solutions to meet the needs.
•	HR budget planning / allocation; meetings, workshops, and training sessions to support LD process and programs. 
•	Provide assessments, coaching, and individual development planning guidance to
support individual career development and team effectiveness; design materials and
training to support supervisors and staff.
•	Implement Performance Management strategy including performance goal creation and measurements.
•	Facilitate focus groups, meetings, training pertaining to Performance Management
•	Compensation and job classification including position descriptions. 
•	Employee Relations, consult with managers on District policy and meet with staff and leaders on various HR issues.
•	Provide support on Recruitment by developing selection criteria, interview questions, and corresponding workflow and materials.

Senior Human Resources Analyst

•Management of staff, including: Recruiting, interviewing, hew hire orientation, development of performance and metrics to monitor associates performance. Continuous processes improvement, conducting root cause analysis and monitoring processes for optimal efficiencies. 
•	Accountability for staffing rapidly growing Vantage team:
- Defined job descriptions, identified and optimized talent chain, interviewed and evaluated candidates.
- Successfully selected top talent for 80+ Senior and Associate HCM Consultants, Client Account Executives, Team Leads and TDM’s with advanced technical knowledge of Payroll, E-Time, Human Resources, and Benefits for various geographical and remote locations.
- Developed interview guide for the Talent Development Managers.
•Responsible for assignment of staff based on knowledge and understanding of project scope and associate’s skill sets.
•Ensure associates achieve and/or maintain applicable product or industry certifications, and promote learning solutions to bridge any gaps. Responsible for the deployment of processes in support of performance standards to ensure excellent client service.
•Responsible for implementation and monitoring of operational metrics to evaluate associates performance.

Talent Development Manager

• Utilized ADP product knowledge and Leadership experience to supervise the day to day operations of the TimeSaver On Demand (TSOD) team and clients.  Involved in achieving overall client satisfaction along with motivating associates to achieve strategic goals of the Solution Center.
• Managed staff, including: recruiting, interviewing, on-boarding, development of performance and metrics to monitor associates performance. 
• Managed and attended career fairs to identify candidates for difficult to fill positions. 
• Administered 1-on-1 quarterly meetings with consultants, providing performance related feedback. 
• Managed the performance management process; working with other members of management to incorporate feedback and create individual development plans to improve performance.
• Involved in achieving overall client satisfaction along with motivating associates to achieve strategic goals of the service center.  Convey client feedback to internal functional leaders to improve client experience.  
• Maintained call/case log information through ADP CRM systems and utilize other databases and resources as needed. Serve in mentoring role to newer departmental consultants.

TSOD Solution Center Team Lead

Harden & Associates

• Managed the recruitment function across multiple business units including IT, Finance and Accounting, Commercial Insurance, Employee Benefits and Personal Insurance, Administrative, and HR.
• Utilized a variety of methods to source for top talent, including web-based sourcing, internet postings, internal and external networking, career fairs, and referral programs.
• Greatly enhanced candidate screening by working closely with hiring managers to understand their business requirements. Reduced average days-to fill positions by 25%. 
• Managed web-based Applicant Tracking System; created assessment tests, connection links to external job sites, and producing reports and metrics for Executive Management.  
• Managed the performance management process; worked with staff and members of management to incorporate feedback and create individual development plans to improve performance.
• Proposed, published and interpreted personnel policies; provided training to associates and management regarding technical business processes, policies, workflows and HR policies.
• Directed new hire process and on-boarding process to ensure smooth integration into the firm.
• Managed the benefits and payroll administration utilizing ADP/HRB solutions.

Senior Human Resource Manager

Jacksonville Aviation Authority

•Directed employee and management training; monitored and evaluated performance and transfer of knowledge into the workplace.
•Provided customer service statistics to Executive Management; addressed issues and identified opportunities for improvement.
•Managed and controlled expenditures; conformed to budgetary requirements.
•Selected, evaluated and implemented the Performance Management Program; provided technical training.
•Conducted training needs analysis and provided staff development that enhanced the effectiveness of employee performance in achieving the Authorities’ strategic business goals and objectives.
•Implemented and successfully managed the Customer Service Experience Survey through the Airports Council International-North America.  Resulted in JAA receiving recognition as the number one ranked airport in North America for Customer Service and Friendliness.

Organizational Development and Customer Service Manager

University of Mississippi Medical Center

•Provided professional leadership, supervision and oversight to the Human Resources In-Processing department; included new employee on-boarding, work allocation, technical training, problem resolution and performance evaluations.
•Team member of the successful implementation for Lawson Human Resources system; included the development of In-Processing user requirements, employment application, personnel action, requisitions, position maintenance, system testing and user sign-off.
•Compiled and maintained faculty workforce analysis that supported the organizational Affirmative Action program.
•Evaluated and maintained faculty related affairs that included faculty appointments, recruitment, new faculty orientation and maintenance of data.
•Processed and generated faculty contracts; ensured compliance with University policies and procedures.  Issued annual renewal of faculty and department head contracts based on approved annual budget.
•Compiled and presented Human Resources agenda items for monthly Board as related to faculty and staff, new employment of personnel, changes, terminations, appointments, sabbaticals, necrologies and nullifications to be submitted to Institution of Higher Learning.

Human Resources Supervisor

Specialties: Organizational Development, Process Improvement, Performance Management, HRIS, Succession Planning, Employee Relations, Employment Contracts, Benefits and Payroll.

Taplio

Terrie Simmons, PHR, CERS, SHRM-CP's Linkedin Analytics

Want to drive more opportunities from LinkedIn?

Taplio

.css-1jgreyo{background-image:linear-gradient(284deg, rgba(39,43,72,1) 0%, rgba(33,47,183,1) 100%);color:transparent;-webkit-background-clip:text;background-clip:text;}Terrie Simmons, PHR, CERS, SHRM-CP's Linkedin Analytics

Want to drive more opportunities from LinkedIn?

Terrie Simmons, PHR, CERS, SHRM-CP's Linkedin Analytics