AMAL F.

BABAR, SPHR

571-241-6645 amalbabar@me.com

amaltweets

amalbabar

SENIOR HUMAN RESOURCES PROFESSIONAL

Business partner to senior management with MBA-HR and more than 9 years experience guiding the development of performance-driven organizations. Entrepreneurial focus with an outstanding performance record in building and managing working relationships with executives, management, employees, vendors, and clients. Balanced perspective that combines a caring approach when dealing with employees and loyalty to the companys position. Recognized for leading-by-example, fostering diversity of perspective, and guiding decision makers in complex business situations.

Core Professional Strengths

Full-cycle Recruitmentexhibiting best practices in interviewing, negotiations, hiring, on-boarding, orientation. AIRS trained. Immigration Processingin-depth knowledge of immigration processing of H1-B, J-1, F-1, and Green Card Benefitsdesign, implementation & administration & audits in health, dental, STD, LTD, Life, 401K, FSA Federal & Multi-state Legal Compliance including California & Massachusetts. OFCCP compliance EEO-1 & Affirmative Action Policy & Proceduredevelopment, implementation, and management in-line with company culture Training Programsneeds assessment, development, & delivery of required business topics and professional development Change Managementcommunication strategy, integration, and management, reducing stress for employees and management. HRIS System KnowledgeADP (Payroll), PeopleSoft & Lawson (Administration, Reporting, & Metrics) Performance Managementensure alignment with company objectives & compliance review Employee Relationsunderstanding the why and creating solutions that do not interrupt business functions, creating RIF procedures, and carrying out terminations Independent Human Resources ConsultantHouston, Texas July 2010 Business Riskwell-rounded knowledge of business insurance lines including business liability, workers Present E&O, D&O, EPLI comp, Provider of on-demand HR support to small business in start-up and growing business cycles Engaged by clients to provide strategic and tactical HR expertise to small size businesses (40-500 employees) in start-up and growth stages of the business life cycle. Recognized for outstanding performance, awarded long-term contract from Jobfox, and transitioned HR function to a virtual model. Partnered with owners of Lotus HR to expand clientele to the Houston marketplace. Worked with oil and gas client moving from 200-500 employee company, 300 employee logistics firm, and several other organizations needing ad-hoc projects. Implemented 24/7 customer service policy to ensure customers needs are always met. HR Audit: Conducted full-scale HR Audit for oil and gas client acquiring an additional company increasing their workforce from 300-500 employees. Awarded contract to correct compliance errors, counsel CFO and CEO on change management initiatives for M&A situations. Mergers & Acquisition: Assisted oil and gas client (200 employees) by writing best M&A practice document for managers. Created M&A checklist and strategized with executive team regarding communication strategies. Performed HR due diligence procedures for 50 employee organization undergoing acquisition. Employee Relations: Wrote best practices document for RIF and termination procedures and counseled executives on preparing for both situations. Prepared severance agreements and conducted performance terminations and lay-offs due to unfavorable business conditions. Conducted EEOC investigations for two separate clients and wrote position statements that protected each company from potential expensive legal action. Revised employee handbook for several organizations, including integration after acquisition. Performance Management: Authored more than 30 competency-based job descriptions for exempt and non-exempt level positions for logistics client implementing new performance management initiatives. Benefit: Administered health, dental, 401K, STD, LTD, COBRA, and workers compensation for rapidly growing organization (30-100 employees within 6 months). Worked with outside audit team and 401k vendor to complete 401k audit procedures, ensure compliance, and create cap for highly compensated employees. Converted sick and vacation policies into more flexible PTO programs for two different clients.

 Recruiting: Assisted all clients in full-cycle recruiting exempt and non-exempt level employees. Presented offers, negotiated salaries (base, bonus, and stock options) and processed immigration paperwork as required. Developed recruiting strategy for engineering department of online job board to obtain high quality Software Engineering talent quickly. JOBFOX, INC.McLean, VA January 2007 June 2010 National provider of online career services. Human Resources Manager Originally hired as Recruitment Consultant to advise operation teams on best practices in recruitment and managing job board growth project. Promoted to HR Manager as company grew from 25 employees to 120, charged with building and directing HR function. Adapted rapidly as companys business model evolved to sustain viability during economic downturn. Successfully completed challenge to become a professional resume writer to support launch of new business line. HR Infrastructure: Built and managed HR function for company with multi-state operations (including California) during periods of rapid growth and downturn. Created employee handbook, wrote federal & state compliance (FMLA, FLSA, ERISA, OSHA) procedures and internal cultural driven policies. Ensured I-9 and immigration compliance. Administered multi-state pay practices and record keeping. Wrote all HR correspondences including notices, offer letters, severance letters, NDAs. Compensation: Worked with sales management to implement sales force pay strategiesbase pay, draw, commission, SPIFF. Teamed with management to answer base pay and bonus questions and devise pay strategies that incentivized employees. Recruitment: Partnered with management team to acquire best-in-class exempt and non-exempt level talent for Software Engineering, Enterprise Sales, Inside Sales, Administration, and Operations departments. Utilized traditional job board sites, networking methods, and third party agencies to find top talent quickly. Performance Management: Partnered with management and executives on performance management practices including raises, bonuses, transfers, and terminations. Assisted Sales & Operations management team with implementing PIP for struggling employees using SMART methodology. Mentored employees with writing career development proposals for their managers. Developed peer-to-peer recognition program to acknowledge individual efforts to the company goal. Benefits Design & Administration: Partnered with brokerage firm to design health and dental program to fit the needs of 30-120 employee workforce successfully keeping premium increases under 10% four years in a row. Changed FSA vendor to ADP to streamline benefit with payroll processing. Administration for health, dental, STD, LTD, FSA, 401k, Life, COBRA, PTO and workers compensation. Employee Relations: Partnered with executive team to develop RIF procedures in preparation to reduce one-third of the workforce. Advised them on state-by-state and federal pay laws. Coached managers on best practices in termination situations. Strategized with leadership and managers on communication strategies for various workplace changes (RIF procedures, leadership changes). Mediated disputes between employees and management to create win-win solutions. Training. Created and conducted training program to instruct employees and managers on disciplinary measures, legal issues of exempt and non-exempt compensation, terminations, and non-cash measures to increase employee engagement, and performance based interviewing techniques from AIRS. NORTHERN VIRGINIA ELECTRIC COOPERATIVE (NOVEC)Manassas, VA May 2005January 2007 300-person nonprofit government contractor organization serving rural electric needs in Northern Virginia. Human Resource Generalist Recruited to provide full-cycle recruiter, advise management and employees on employee/labor relations issues, policies, procedures, and government regulations including OFCCP compliance. Recruiting: Directed full-cycle recruiting and staffing process to hire at all levels of organization. Overcame lower-than-market salary rates to reduce 30% turnover rates and fill up to 20 union and nonunion positions monthly. Developed and rolled out successful employee referral program that provided monetary award to employees who recommended appropriate new hires. Created supplementary lottery system to reward employees who made useful recommendations for retention strategies. Recommended improvements to recruitment strategies to CEO. Performance Reviews: Review performance reviews conducted by managers for compliance and consistency.

 Employee Relations: Partnered with management and risk management manager on employee and labor relation situations. Counseled union employees on labor contract issues and non-union employees on employee relations situations. HUMAN RESOURCE INTERNATIONALMcLean, VA August 2003April 2005 HR staffing firm focusing on human resource professionals. HR Assistant Accomplished multiple engagements for clients while simultaneously completing MBA in HR. Acquired deep foundation of HR experiences in varied environments. Benefits Administration. Served as HR Consultant for Accenture HR Services to meet tight deadlines while processing 5,000 Federal Group Life Insurance forms and 2,000 Federal Employee Health Benefit forms for US Transportation Security Authority. Answered employee questions at call center. Assisted team leader with process evaluation through metric reporting of problems. Recruiting, Hiring, Interviewing, On-boarding: Strengthened employee pipeline by reviving summer internship program at company and managing high-volume recruitment and interview process for Washingtonpost.com, including managing job postings on various online job boards. Counseled managers on proper interviewing techniques and maintained records on PeopleSoft applications. Analyzed and presented findings on diversity hiring statistics. Processed new hire paperwork and trained new employees on company culture and expectations in terms of the culture.

PROFESSIONAL PROFILE
EDUCATION MBA in Human Resource Management, STRAYER UNIVERSITY Alexandria, VA BS in Psychology, TENNESSEE TECHNOLOGICAL UNIVERSITY Cookeville, TN PROFESSIONAL DEVELOPMENT Senior Professional in Human Resources (SPHR) Alumni, Northern Virginia (NOVA) SHRM Mentoring Program, 2008 Attendee, 2010 HR Houston Symposium Attendee; 2011 SHRM National Conference AFFILIATIONS Member, Society of Human Resource Management (SHRM) Member, HR Houston & University Liaison Committee for HR Houston