Greeneville, Tennessee, United States
Experienced Professional/Direct Placement Staffing Business Owner with a demonstrated history of working in the staffing and recruiting industry. Skilled in Negotiation, Sales, Management, Interviewing, and Recruiting. I’m also an attorney who can provide accurate information and guidance to any company that needs it. My expertise include: Overseeing full cycle recruiting efforts for exempt and non-exempt personnel for legal, accounting, sales and marketing professionals within divisions of companies regarding recruitment sources Serve as a consultant to all levels of management regarding recruitment process and best practices that are aligned to compliance measures and regulatory requirements Support mid-level employees and management regarding all employee relation issues and counsel leadership regarding potential employee relations issues Counsel employees on internal and external training options for their professional development and growth Participate in Reduction In Force (RIF) decisions and prepare severance/termination packages and coordinate outplacement services Conduct exit interviews for evaluative purposes Interpret and explain company policies and procedures in response to employees’ inquiries pertaining to compensation, benefits, paid time off, leave of absences, performance management, employee handbook, and code of conduct Partner with the HR Director and Compensation to drive annual compensation and performance review process Assist the Director of Human Resources with strategic planning Contribute in the implementation of HR policies and procedures that support goals and objectives Communicate and inform employees of HR initiatives Maintain Human Resource Information System records Manage all Human Resource records, including new hire and terminated employee documentation, employee status, change records, organizational chart, performance appraisal documents, and all types of employee leaves
With over 20 years of experience, I started Ivy Professional Staffing, which corrected every other companies downfalls that I had worked with. My company is guaranteed to be like no other. Regardless of the size of a Company or the amount of open positions to fill; every Client’s job needs are my Top Priority. At Ivy Professional Staffing, i specialize in Direct Placements only. Every position is unique and requires a candidate who does not only have the skills for the position but, is also a cultural fit with that certain personality needed. I am happy to job shadow if needed. My main goal is to find the right candidate the first time versus other agencies who will send a person to fill the position. That creates a revolving door of employees being placed and replaced. I am happy to review Company employee statistics to see if there is a solution to ending the “revolving door” position. With Direct Placements, I always send a breakdown of that type of placement versus a temporary or temp to hire position to show how much less a client is actually paying for Direct Placements. which can save your company over a minimum of I also offer a 30 day replacement if the first candidate doesn’t work which I have not had happen to date. There is no industry or position that I cannot staff. With over 20 years of experience, I have placed C Level Executives down to a receptionist. I stay in constant contact with my Clients throughout the process. I am not one to just take an order and send candidates days later with no communication. My work week doesn’t end on a Friday or 40 hours. I gladly work on nights and weekends to make sure that a Client doesn’t have to continually worry about a position being filled. The reason I excel and am in the top Employment Agencies in the industry because my Clients matter most.
Managing all employees working under my guidance. Overseeing full cycle recruiting efforts for exempt and non-exempt personnel for legal, accounting, sales and marketing professionals within divisions of companies regarding recruitment sources Serve as a consultant to all levels of management regarding recruitment process and best practices that are aligned to compliance measures and regulatory requirements Support mid-level employees and management regarding all employee relation issues and counsel leadership regarding potential employee relations issues Counsel employees on internal and external training options for their professional development and growth Participate in Reduction In Force (RIF) decisions and prepare severance/termination packages and coordinate outplacement services Conduct exit interviews for evaluative purposes Interpret and explain company policies and procedures in response to employees’ inquiries pertaining to compensation, benefits, paid time off, leave of absences, performance management, employee handbook, and code of conduct Partner with the HR Director and Compensation to drive annual compensation and performance review process Assist the Director of Human Resources with strategic planning Contribute in the implementation of HR policies and procedures that support goals and objectives Communicate and inform employees of HR initiatives Maintain Human Resource Information System records Manage all Human Resource records, including new hire and terminated employee documentation, employee status, change records, organizational chart, performance appraisal documents, and all types of employee leaves.
Managing all employees working under my guidance. Overseeing full cycle recruiting efforts for exempt and non-exempt personnel for legal, accounting, sales and marketing professionals within divisions of companies regarding recruitment sources Serve as a consultant to all levels of management regarding recruitment process and best practices that are aligned to compliance measures and regulatory requirements Support mid-level employees and management regarding all employee relation issues and counsel leadership regarding potential employee relations issues Counsel employees on internal and external training options for their professional development and growth Participate in Reduction In Force (RIF) decisions and prepare severance/termination packages and coordinate outplacement services Conduct exit interviews for evaluative purposes Interpret and explain company policies and procedures in response to employees’ inquiries pertaining to compensation, benefits, paid time off, leave of absences, performance management, employee handbook, and code of conduct Partner with the HR Director and Compensation to drive annual compensation and performance review process Assist the Director of Human Resources with strategic planning Contribute in the implementation of HR policies and procedures that support goals and objectives Communicate and inform employees of HR initiatives Maintain Human Resource Information System records Manage all Human Resource records, including new hire and terminated employee documentation, employee status, change records, organizational chart, performance appraisal documents, and all types of employee leaves.