LEANN R. NIENOW

Develops and implements goals, objectives, policies and procedures for the effective operation of the Human Resources Department; provides policy direction and general oversight in functional areas assigned to Human Resources including, but not limited to, labor relations, recruitment and selection, classification and compensation, workers' compensation, organizational development, training, risk management (occupational health and safety), benefits, and employee records. GASB/7A Reporting.

• Responsibilities for ensuring compliance with all federal, state, and local laws and regulations including

Title VII, Title IX of the ADA, ADEA, NLRA, FMLA, FLSA, PDL, and COBRA.

• Responsible for enforcement of collective bargaining agreements and administration of the grievance process.
• Directs and maintains the Court's discipline process; reviews and coordinates processes for Skelly/appeals of formal discipline.
• Decides matters involving candidate certification, job classification, and test administration; resolves disputes between operating departments and staff assigned to human resources concerning application or interpretation of policies and procedures.
• Coordinates human resource activities with other Court or Judicial departments to evaluate and address changing human resource needs. Explains or provides interpretations of rules, procedures, and policies; advises and consults with elected and appointed Judges, CEO, department heads, and employees on matters involving personnel policy, litigation, past practices, organizational design, succession planning, and administrative procedures.

Optimize workflows and workforce contributions by monitoring, assessing and recording program performance related to productivity, effectiveness and efficiency and deliver suggestions based on results.

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Played an integral role in establishing clear and concise communications across the company by performing as a strategic interface for the organization providing valuable input and guidance while driving liaisons between the workforce, Enterprise Services, and Business Unit programs and introducing innovative communication initiatives organization-wide.

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Encouraged Business Unit leadership to effectively balance the needs of the business, surpass established business unit targets, and achieve outstanding outcomes by directing and motivating leaders and providing counsel as needed.

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Determined innovative solutions to correct variances by conducting ROI, headcount analysis and operating expense analysis while discussing results with senior management.

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Streamlined workflows by creating paperless open enrollment benefits, establishing an electronic recruiting system (ATS), and designing paperless performance conversation every four months to ensure consistency all of which resulted in a positive impact on the company culture.

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Decreased WC modification by a significant 25% by training managers to identify claims before they occur and promptly assessing issues while initiating ergonomics training for all management and supervisors reviewed annually.

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Ensured new hires gained a thorough understanding of the importance of client services as one of the organizations mission statements by facilitating training.

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Reduced costs and delay in processing clients' claims while efficiently expediting turnover by conducting regular evaluations of key recruiters.

Supported the strategic and operational needs as a Human Resources and Risk Management business partner which included recruitment and selection, classification and compensation, labor relations, collective bargaining, benefits administration, general liability, risk management, workers' compensation, loss prevention, employee relations/investigations, safety and emergency preparedness, leaves, and training and development. Key initiatives driving customer experience delivered by my client group to the public.

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Acts as a liaison between departments, all levels of line and staff management, specialty areas of human resources, legal counsel, and outside service providers.

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Large contributor or lead in the administration of policies and programs related to customer excellence, talent acquisition, compensation and benefits, training, employee relations, diversity, EEO, AAP and metrics.

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Developing policies and procedures and their dissemination through communications and employee meetings.

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Builds relationships with business and/or local leaders to link HR strategy to short and long-range policy and operational issues, builds strategic plans, and leads the tactical implementation.

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Works with Senior Leaders to implement short-term and long-term HR programs with emphasis on succession planning, employee engagement, leadership selection, pay & recognition, leadership development/deployment and large-scale talent transformational change.

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Coaches business unit leadership on how to achieve results through effective people strategies. Manage and guide change.

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Reviews data analytics to develop and implement action plans.

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Provides competitive, labor and legislative intelligence on local environment to HR and business partners.

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Researches and manages complex and highly sensitive employee relations and terminations, legal and compliance issues and investigation and takes appropriate actions; and provides coaching and counseling to managers and employees.

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Advises business partners on organizational and team effectiveness.

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Partners with compensation to develop pay leveling strategies that create competitiveness, internal equity and career mobility.

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Ensures enterprise plans requiring business partners coordination are well implemented (salary planning, stock award allocation, performance management) and achieve maximum value.

Spearheaded multi-faceted aspects of human resources and developed and implemented action strategies based on results of data analytics while supporting local and enterprise initiatives. Conducted employee meetings ensuring personnel gained in-depth understanding of policies and procedures. Coached leadership and provided competitive, labor and legislative intelligence.

HUMAN RESOURCES BUSINESS PARTNER CONSULTANT

A strong balance of analytical and problem-solving skills, business consulting and presentation skills, communication and interpersonal competencies, and the ability to work in a dynamic team environment.

Served as a subject matter expert regarding the assessment industry, professional standards, recruitment, policies and procedures, test validation methods and models, and innovative assessment solution options.

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California, Nevada and Idaho operations driven on customer service success.

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Teamed/partnered with all leadership on succession planning, growth development, culture of high engagement and talent action plans.

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Evaluation of training needs at all locations. Delivered and or presented organizational trainings to all management.

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Employee relations investigated thoroughly with options for corrective actions or support of termination with all management and evaluation risk of legal repercussions.

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All aspect of Talent Acquisition (full cycle through onboarding/orientation through first 90 day)

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Initiated a one on one meetings with managers and human resources for coaching on initiatives

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Payroll, Compensation class evaluation, Open Enrollment, Leaves, Terminations

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Aligned business goals and performance evaluations.

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Special projects (facilities, relocations, events, etc.)

Analyzing data metrics, estimating, scheduling, planning, reporting

Key Skills

Excellent interpersonal coaching skills

Review and analysis of qualifying knowledge and skill for positions

Development and implementation of personnel policies and procedures

Recommend new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed

Staff performance evaluation methods

Multi-task, organized, accurate and deliver deadlines

Chapman University (HR Certification) HRCI PHR-CA / SHRM-CP

Sacramento, CA 11/10 - 4/30/2012

Built a pipeline of new clients and serviced and retained clients with on-site and off-site consulting regarding employment-related issues, such as supervisor training, change management, administering leaves of absence, conducting pre-termination reviews, wage and hour laws, workers compensation first report through discharge, payroll, 401K, recruiting, salary compensation survey, benefits evaluation through enrollment, and investigations. (Consultant for numerous clients; medical groups, facilities/technology, banks, manufacturers, restaurants, and construction etc.)

• Organization Leadership / Business Partner: Identify opportunities to influence and improve organizational performance for both short and long term objectives. Address and drive human resources issues significant to the achievement of those plans and objectives. Partner with functional Executives, along with the other members of the client's leadership team, in managing the business and integrating the human resource function with business activities to provide value to the customer. Assist leaders in promoting proactive changes which enable the organization to successfully address a rapidly changing external environment. Develop a strong knowledge of the business, products, markets, competitors, etc.
• Organization Effectiveness / Development:

Assist functional leaders in ensuring effective organization structure, communication, problem analysis and resolution. Drive change management to ensure a constantly learning and growing organization - ahead of competitive threats. Partner with management to ensure that organization structure, design, talent acquisition, and utilization of human resources are effective and consistent with business needs. Provide counsel in the design and implementation of new organization structures and processes to help increase overall organization effectiveness and customer satisfaction. Partner with clients to ensure value-adding Talent Plans, Organization

Reviews, Performance Management, Employee Engagement processes, etc.

• Talent Acquisition: In partnership with Talent Acquisition, manage the staffing process of assigned client organizations. Effectively develop strategies to recruit and fill open positions and future talent needs with superior talent, while ensuring a diversity of talent for each open position. Support client groups in effectively identifying and planning for future talent needs and continually upgrading the talent brought into the organization.
• Training and Development: Lead and implement employee and leadership development strategy; Consult with people leaders on staff training and development needs. With Training and Development Manager, develop strategies to improve leadership training and development needs.
• Employee Relations: Anticipate, identify and facilitate resolution of employee relations issues. Act as internal consultant, identifying and partnering with others as appropriate, in addressing issues (e.g. employee morale, interpersonal problems, work conditions, etc.). Counsel people leaders consistent with policies/practices, legal considerations, and company priorities - advocating both company and employee concerns. Possess a thorough knowledge of relevant legislative requirements.
• Total Reward Management: Effectively implement and communicate compensation and benefits programs to successfully attract, motivate and retain required employees. Effectively partner with management on compensation and benefits resources in these activities. Assist in identifying and developing innovative incentive/reward systems which address the unique needs of your client organizations. Ensure clear differentiation of talent in rewards and recognition.