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Jonny M

Human Resource Professional

Occupation:

Human Resources Manager

Education Level:

Bachelor

Will Relocate:

No

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High-energy, personable management professional who combines Human Resources and Operations knowledge to leverage talent and drive efficiencies in diverse industries • Capably navigates diverse organizations; from line workers to executives/owners • A history of launching new initiatives that encourage healthy cultures • Known as collaborative but decisive; creates strong learning environments that foster team growth, accountability and success • Highly adaptable; lives by the motto, “If it can be better, it can be fixed”

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COMPANY POSITION HELD DATES WORKED

Three D Metals HR Manager 2/2019 - 6/2021
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SCHOOL MAJOR YEAR DEGREE

Sullivan University Human Resource 2005 Bachelor Degree
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Highlights:

Changed the talent attraction and retention philosophy for an organization in the sales section by reorienting goals away from meeting headcount quotas to sourcing targeted, focused candidates with similar work and college experience; within 90 days of change, achieved the lowest turnover of the 13 offices across the U.S.; additionally, sales volume was first place of the offices for 4 months in a row; “experiment” continued to thrive with 90% of sales offices fully staffed Improved morale after an acquisition and the elimination of 50+ jobs with remaining employees given new assignments with a much different focus than they previously had; spent 90 days capturing feedback, noticing the theme of dissatisfaction around communication and lack of buy-in with the new organization; met with the leadership team members individually, ultimately presenting findings to the Managing Partner; the Leadership Team was brought into the conversation, morale shifted, and retention improved Transitioned annual performance appraisals and open enrollment processes from paper to electronic through the HRIS; streamlined the performance review structure form 50 questions to 15, redefining the rating system in order to allow the supervisor to use continuous coaching as a platform for continuous improvement vs. giving feedback without follow up or providing support to the employee; traditionally dreaded and avoided, the process is now part of the retention and growth plan for team members
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Strategy Process Improvement Efficiency HR Process Implementation HR Metrics Change Management Recruiting Strategy Talent Management / Retention Best Practices / Industry Trends Team Oversight Performance Planning Staff Professional Development High-Volume Staffing Candidate Sourcing Customer Service Technical Proficiencies – Paylocity, Paycor HRIS, Microsoft Teams
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