Okaloosa County BOCC — January 5, 2016 — McVay, GinNeal Resume — reading text

GinNeal M. McVay, PHR, SHRM-CP, MSHRM 601-B N. Pearl Street, Crestview, FL 32536 gmcvay@co.okaloosa.fl.us Summary of Qualifications  An organized, detail-oriented, and conscientious self-starter, able to strategize and prioritize effectively to accomplish multiple tasks.  More than 13 years of progressively responsible human resource management experience in the public and private sectors.  Possess Professional in Human Resources (PHR) and Society for Human Resource Management Certified Professional (SHRM-CP) certifications.  Received a Master of Science in Human Resources Management from Troy University and Bachelor of Science in Management with an emphasis in Human Resources Management from Florida State University.  Resourceful and flexible, able to adapt to changing priorities and possess a strong work ethic. Education  Master of Science, Human Resources Management Troy University May 2008  Bachelor of Science, Management with emphasis in Human Resource Management Florida State University April 2002  Associates of Arts Okaloosa Walton Community College August 2000  High School Diploma Crestview High School June 2000 Certifications  Professional in Human Resources (PHR) December 2011 – Present  Society for Human Resource Management Certified Professional (SHRM-CP) January 2015 – Present  Notary Public June 2005 – Present Professional Organizations  National SHRM (Society for Human Resource Management) Member October 2002 – Present  SHRM Emerald Coast Chapter Member March 2003 – Present  SHRM Emerald Coast Chapter Board Member – Accreditation January 2015 – Present  FPHRA (Florida Public Human Resources Association) Member June 2005 – Present Work Experience  Okaloosa County Board of County Commissioners December 2004 – Present  Interim Human Resources Director March 2015 – Present Serve as the Chief Technical Advisor to the Board of County Commissioners and the County Administrator on all human resources related matters. Plan, coordinate, recommend and implement county policies and procedures for comprehensive human resources administration to include, but not limited to, testing and hiring applicants; wages and working conditions; payroll issues; compensation; and terminations. Administer the county’s classification and compensation system including position classification analysis and FLSA exemption evaluations. Serve as the county's compensation plan manager and Equal Employment Opportunity Officer. Investigate and resolve employee problems, complaints, and concerns including, but not limited to, discrimination complaints; disciplinary actions; grievances; federal and state regulatory compliance; and compensation administration. Administer the county’s drug and alcohol testing program for safety sensitive and commercial driver classifications, post-accident, reasonable suspicion, pre- employment and return to duty testing. Ensure compliance with state and federal laws and statutes to include, ADAAA, FMLA, FLSA, EEO and FDLE. Develop, conduct, and coordinate training. Approve all recruitment, hiring, promotion and disciplinary actions. Prepare, analyze and implement budgets for all departments' personnel service accounts; develop and administer departmental budget. Supervise and provide direction to Human Resources Department staff engaged in human resources administration; recruitment; testing and selection; compensation; payroll; human resources policies, procedures and  programs; and special projects. Evaluate and review performance of staff. Develop and implement department goals and objectives.  Human Resources Manager November 2010 – March 2015 Supervised and provided direction to staff engaged in human resources administration; recruitment; testing and selection; compensation; payroll; human resources policies, procedures and programs; and special projects. Evaluated and reviewed performance of staff, to include hiring, termination and discipline recommendations. Served as compensation plan manager. Administered classification plan, including position classification analysis and FLSA exemption evaluations. Served as the county's Equal Employment Opportunity Officer. Accepted complaints of prohibited harassment and provided employee relations counseling. Investigated problems, such as working conditions, disciplinary actions and employee complaints and grievances. Provided guidance and recommendations for problem resolution. Administered the county’s drug and alcohol testing program for safety sensitive and commercial driver classifications, post-accident, reasonable suspicion, pre-employment and return to duty testing. Ensured compliance with state and federal laws and statutes to include, ADAAA, FMLA, FLSA, EEO and FDLE. Developed, conducted, and coordinated training. Participated in development and implementation of policies, procedures, programs, department goals and objectives. Recommended approaches, policies and procedures to effect continual improvements in efficiency of department and services performed. Assisted with the development and implementation of the county’s third Voluntary Separation Incentive Program (VSIP). Note: Served in an interim capacity from November 2010 to September 2011.  Human Resources Generalist October 2009 – November 2010 Provided information and assistance to employees, supervisors, managers, directors, or other individuals regarding personnel issues, policies, procedures, forms, discrimination complaints, disciplinary actions, federal and state regulatory compliance and other issues. Analyzed, evaluated and classified positions; researched and prepared recommendations for position reclassifications. Assisted in the administration of the compensation plan; and prepared complex budget calculations and estimates on a variety of compensation projects. Created, reviewed and updated job descriptions. Administered FMLA. Assisted in the development and implementation of personnel policies and procedures. Assisted with the resolution of employee relations issues; assisted with internal investigations relating to such issues as grievances or discipline. Conducted new employee orientation. Served as point of contact for matters related to the Florida Retirement System (FRS). Developed, updated and maintained records, reports and logs to conform to EEO/Affirmative Action regulations and grant requirements. Assisted in the county’s hiring process ensuring compliance with established state and federal laws and regulations, to include Americans with Disabilities Act Amendments Act, Veterans' Preference and EEO regulations. Assisted with payroll functions. Ensured Florida Department of Law Enforcement minimum requirements for Correctional Officers were met according to established state statutes. Assisted in developing and administering employee training programs; and conducted educational sessions on various human resources policy issues. Assisted with the implementation of the county’s second Voluntary Separation Incentive Program (VSIP).  Hiring Specialist June 2008 – October 2009 Advertised vacant positions and reviewed employment applications. Coordinated with and advised department heads concerning filling vacant positions. Reviewed, qualified and ranked employment applications. Reviewed interview questions and applicant referral packages to ensure compliance with county policies, state and federal laws. Ensured Florida Department of Law Enforcement minimum requirements for Correctional Officers were met. Checked references; conducted criminal background investigations. Extended offers of employment. Explained, scheduled, and administered pre-employment drug testing. Updated and maintained Internet and other job postings. Identified recruiting sources, made recommendations on advertising strategies for recruitment and attended job fairs. Addressed public and employee inquiries and concerns. Maintained statistics; composed and prepared reports, job descriptions, correspondence, vacancy advertisements and other relevant materials. Maintained comprehensive vacancy files and prepared related reports. Assisted in developing and administering employee training programs; conducted educational sessions on various human resources policy issues.  Human Resources Specialist December 2004 – June 2008 Assisted with a wide range of human resource issues including, but not limited to, discrimination and employee complaints, grievances, disciplinary actions, and federal and state regulatory compliance. Assisted with processing payroll. Prepared correspondence and tracked FMLA qualifying absences. Performed complex budget and salary calculations. Ensured Florida Department of Law Enforcement minimum requirements for Correctional Officers were met according to established state statutes. Assisted  with compensation administration, to include compensation analysis and conducting and responding to compensation surveys. Updated policies and classification and compensation plan. Assisted in developing and administering employee training programs to include Drug-Free Workplace and Prohibited Harassment training; conducted educational sessions on various human resources policy issues. Conducted new employee orientation. Processed out employees who were separating or retiring, to include retirement briefings. Assisted with the development and implementation of the county’s first Voluntary Separation Incentive Program (VSIP).  Aerospace Integration Corporation December 2002 – November 2004  Human Resource Assistant Managed recruiting process to include, but not limited to, writing job descriptions; advertising positions; attending job fairs; screening resumes; scheduling interviews; participating in interviews; and preparing and presenting offer letters Conducted new hire orientation and out-processed employees. Performed benefit administration. Processed claims for Short Term Disability (STD), Long Term Disability (LTD), Life Insurance, FMLA, and Worker’s Compensation. Completed Verification of Employment (VOE) and Unemployment Compensation Claim forms. Maintained employee personnel folders, drug test folders and medical folders; the company’s organizational charts; and the employee manual. Collected data and filed EEO-1 and VET100 reports annually; and collected data for the Affirmative Action Plan. Assisted in the development of the department budget, goals and objectives each year.