SCOTT A. COLLINS, SPHR3824 CEDAR SPRINGS, #754

DALLAS, TX 75219SCOTTALANCOLLINS@GMAIL.COM

214.406.4564

Professional ProfileExperienced, multi-faceted, and customer service driven operations and human resources professional that is a proven business partner and key team member in the for-profit, non-profit, and government sectors. Skilled at building and maintaining trusting relationships with all levels of an organization.

Professional ExperienceHuman Resources GeneralistAmerican Heart AssociationDallas, TXApril 2012 – PresentSupport and advise the organization, including national headquarters and seven affiliates, in employee relations, performance management, employment law, policy development and interpretation, employee engagement, training, succession planning, in-house and federal reporting.

Managed employee relations and ethics investigations – reviewing disciplinary documentation, advising/coaching managers, working with our legal department as needed, and mediating with managers and employees; investigating inquiries received via our ethics hotline, inclusive of interviewing involved parties, summarizing investigations, reporting, and bringing issues to a final disposition.

Heavily involved in employee engagement – overseeing annual climate survey, training/interpreting organizational and affiliate results, conducting meetings with staff, and developing monthly manager engagement communications. Employee participation increased 12% and those actively engaged increased 9% in a four-year period.

Internal and external reporting – managed all organization’s EEO-1, VETS-100, and affirmative action reporting, compliance, and training. Compiled and interpreted both scheduled and ad-hoc reports, including turnover, diversity, succession planning.

Conducted new hire and 60-day checkpoints with new hires to determine fit-for-position, training needs, and overall level of job satisfaction.

Partnered with department managers to learn about their challenges, opportunities for improvement, and how Human Resources can best serve them.

U.S. Human Resources ManagerKR Wind, Inc.Dallas, TXJune 2010 – February 2011Led HR staff and responsible for oversight of HR functions for the U.S. office, including full-cycle recruiting, HRIS implementation and oversight, benefits administration, immigration, policy and procedure development, multi-state employee relations, and compliance.

Developed and implemented key internal policies and procedures regarding HR audit and compliance, recruitment, discipline, onboarding, and employee

SpecialtiesHR Management

Employee EngagementPolicies/Procedures

OperationsEmployment Law

Training Development/DeliveryProject Management

Reporting/Data AnalysisPerformance Management

Employee RelationsSystems ImplementationFull Life-Cycle Recruiting

Federal ReportingBudgeting

Volunteer Relations

EducationBBA

Human Resources Management

University of ArkansasLittle Rock, AR

CertificationsSPHR

SHRM-CSP

Member SHRM

Dallas HR

handbook. Managed U.S. implementation of HRIS system, including data migration,

quality checks, end-user reporting, and electronic document retention. Coached managers regarding interpretation and application of policies,

progressive discipline, terminations, compliance with employment law, and adherence to union agreements.

Human Resources Management LiaisonDistrict of Columbia Government Washington, DCSeptember 2008 – May 2010Developed policies and guidelines regarding employee administrative issues such as workplace conduct, dress code, performance expectations, and recruiting procedures compliant with the District Government code and regulations. Conducted ongoing training with key managers and supervisors in performance management consisting of evaluation, coaching, and administration of performance improvement plans. Conducted full-cycle recruiting for the agency’s talent acquisition efforts.

Streamlined the recruiting process reducing the requisition-to-hire timeframe by 30% with a hands-on effort of expediting hiring managers to act with a sense of urgency throughout the recruiting process.

Managed HR project team to review District and Federal compliance with internal HR policies, procedures, and recordkeeping. Efforts resulted in a near perfect rating by an external review board.

Researched, developed, and managed employee climate survey. Analyzed results and subsequently developed policies including alternative work schedules, telecommuting, and enhanced training opportunities as a result of employee feedback.

Audited HRIS to improve data integrity. Took corrective action, established reporting mechanisms, and implemented proper safeguards within the system.

Director of Human ResourcesMedia Matters for AmericaWashington, DC March 2007 – July 2008Established the Human Resources function including development of policies and procedures, performance management programs, training initiatives, and implementation and management of a robust HRIS/Payroll system. Led full-cycle recruiting, benefits administration, employee relations, compensation, local and federal compliance, and development of employee handbook.

Overhauled the performance appraisal system to aligned with business needs, productivity, and talent development.

Researched vendors, conducted RFP, and selected HRIS/payroll system based on capabilities, costs, and user interface. Partnered with vendor in conversion of data, testing and implementation, and establishment of reporting mechanisms.

Conducted FLSA and compensation audits resulting in reclassification of eight positions as well as aligning pay system with local market conditions and creating internal equity.

Developed onboarding program that enhanced new employees’ assimilation into the organization. Provided a series of post-employment checks which were used as the basis for any performance issues or training needs.

Associate Director of OperationsHuman Rights CampaignWashington, DC January 2005 – January 2007Managed operations for a 5,200 member high donor sustainer giving program (Federal Club) including budget development and oversight, systems management, reporting, and overall program strategies, growth, and efficiencies.

Developed and implemented key initiatives, training, and reports aimed at program recruitment, retention, and stewardship.

Coached volunteer co-chair leaders throughout the country regarding development of sustainable donor relationships.

Revamped internal processes to address stewardship and collection strategies. Program improved reporting analysis and integrity checks on contributor data. Efforts aided in increasing membership and revenue by more than 10% each year.

Solely managed all aspects of the Federal Club and volunteer relations for a six month period due to staffing shortage while maintaining all contribution and other activity levels.