HUMAN RESOURCES MANAGER (LOA) - CHICAGO PARK DISTRICT - Chicago, IL
(2025-01 - 2026-12)
One of the oldest and largest park districts in the United States, the Chicago Park District is a municipality governmental agency of the City of Chicago. The Chicago Park District oversees beaches, lagoons, museums, gardens, conservatories, recreation and events. The Chicago Park District manages over 600 parks, and employs around 3000 employees.
- Directed the administration and management of various leave types for Park District staff, including but not limited to FMLA, VESSA, military leave, paid parental leave, and other statutory or organizational leave programs.
- Coordinated with Payroll and Benefits teams to ensure accurate processing of paid/unpaid leave, benefits continuation, and return-to-work procedures.
- Advises managers and supervisors regarding employee recruitment, selection, evaluation, staffing, and discipline processes.
- Responded to employee complaints, concerns and grievances.
- Conducted training to convey personnel policies to employees, in order for regions/departments to implement processes in accordance with central policies.
- Managed return-to-work planning, including fitness-for-duty certification, accommodation assessments, and compliance with ADA and related laws.
- Assisted in the development, revision, and communication of leave policies; provided training to managers and employees on leave procedures and compliance obligations.
- Assisted with HR functions, including recruitment, personnel support, and employee relations.
SR. HUMAN RESOURCES BUSINESS GENERALIST - GUGGENHEIM PARTNERS - Chicago, IL
(2022-01 - 2025-12)
At Guggenheim Partners, a global investment and advisory firm, the focus is on innovative solutions and exceptional client service. Served as the primary HR contact for over 300 employees, resolving inquiries swiftly and effectively. My proactive approach improved employee engagement by 30% and significantly reduced turnover through strategic talent retention initiatives.
- Serve as the primary HR contact for over 300 employees, successfully resolving 90% of employee inquiries within 24 hours, improving response time and employee satisfaction.
- Enhance employee engagement by 30% through proactive relationship-building and fostering a positive work environment, reflected in improved employee feedback scores.
- Streamline the on-boarding and off-boarding processes, talent management, reducing transition times by 20% and implementing process improvements within Workday, resulting in increased efficiency and seamless operations for new hires and departing employees.
- Lead full-cycle recruitment efforts for 50+ positions using iCIMS, filling 95% of roles within an average of 30 days, while maintaining a 98% acceptance rate on extended offers.
- Conduct over 15 HR training sessions on key topics such as talent/performance management, coaching, and employee relations, increasing management knowledge and compliance by 25% and improving workforce productivity.
- Spearhead employee relations initiatives, resulting in the successful resolution of 85% of performance improvement plans, reducing turnover by 12%, enhancing internal customer satisfaction, and ensuring adherence to best practices in employment law and talent management.
HR STAFF REPRESENTATIVE (ABSENCE MANAGEMENT) - UNITED AIRLINES - Chicago, IL
(2012-01 - 2022-12)
United Airlines is a leading airline company dedicated to connecting people and delivering exceptional travel experiences. As HR Staff Representative (Management Level), I was responsible for administering, processing and supporting employee leave programs, including Family Medical Leave, short- and long-term disability, personal leave, paid family leave, Military leave and other statutory or company-sponsored leaves.
- Administered and ensured full compliance with federal, state, and local employment laws (FMLA, ADA, FLSA) across 100,000+ union and non-union employees, resulting in zero compliance violations and fostering a legally compliant workplace.
- Oversaw the administration of the workers' compensation program including managing claims processing, coordinating with insurance carriers and third-party administrators, supporting injured employees through recovery and return-to-work plans, and maintaining accurate documentation.
- Served as the primary point of contact throughout the leave lifecycle for human resources, employees and managers regarding leave eligibility, documentation, and return-to-work procedures as well as collaborate with managers to develop modified work schedules or accommodations during intermittent leave periods.
- Identified and implemented process improvements to help optimize workflow and improve customer experience. Educated employees and managers on leave policies and procedures, including documentation requirements and timelines.
- Supported and served as a resource to deliver consistent medical consultation in providing support, accurate up-to-date information, and coordination of medical documentation.
- Resolved internal/external issues regarding review and administration of Company absence management processes.
- Work in close collaboration with operation locations to reduce the length of illness leaves of absence and coordinate the return to work process for employees on extended illness absences.
- Conduct interactive discussion with employees and internal UA stakeholders for verification of medical data and employee health status.
HUMAN RESOURCES MANAGER - LOWES - Portage, IN
(2010-01 - 2012-12)
Lowe's is a prominent home improvement retailer committed to providing quality products and exceptional customer service. As Human Resources Manager, I managed HR operations for 250+ employees, driving initiatives that lowered turnover by 18%. My ability to effectively communicate policies and lead training programs contributed to a more informed workforce and improved employee relations.
- Managed full-cycle HR operations for a workforce of 250+ employees, leading initiatives in recruitment, onboarding, training, compensation, and career development, which reduced turnover by 18% in one year.
- Streamlined benefits enrollment and payroll processes, ensuring 100% accuracy and improving employee satisfaction with benefits administration by 20%, based on internal surveys.
- Spearheaded recruitment and hiring efforts, reducing time-to-fill open positions by 30% while maintaining a 95% retention rate for new hires in their first year.
- Collaborated with managers to implement HR policies and procedures, improving policy compliance by 25% and reducing employee grievances by 15% through clear communication and consistent enforcement.
- Analyzed compensation structures, identifying and correcting pay discrepancies, which resulted in a 10% increase in overall employee compensation satisfaction.
- Successfully resolved 100% of worker's compensation claims and legal proceedings, reducing associated costs by 12% through proactive management and compliance with lab
