Resumé

LORI R. DORN

email: lori at hrlori.com
website: hrlori.com

PROFESSIONAL SUMMARY

Management professional with progressive, proven leadership experience in human resources, directing both workforce-development programs and HR initiatives. Keen ability to partner with various departments to understand business objectives and identify corresponding Human Resources needs. Collaborative management approach with effective visioning and counseling to steer organizations to achieve growth. Possess strong communication, interpersonal, public relations, and leadership abilities.

EXPERIENCE

HRLori, New York, NY
Human Resources Consultant
6/00 – present

Develop and direct HR functions for various clients on a contract basis, including but not limited to, creating and implementing policy and procedure, developing job descriptions, providing management coaching, conducting compliance review/advice, and other HR functions as necessary.

Clients: blip.tv, Dotgo, Dogster, Mule Design, Laughing Squid, enVie Interactive and Bridgeport Financial

BuyWithMe, New York, NY
Human Resources Director
11/10 – present

Primary HR for growing social commerce company of 200 employees. Responsible for the effective and timely execution of HR support functions concerning employee relations, legal compliance, policy and procedure development, manager coaching and development, performance management, payroll, benefits and recruiting. Supervise recruiting staff and HR Assistant

Outcome:

• Researched and implemented system solutions to streamline company HR functions such as performance management, online PTO tracking, payroll benchmarking and recruiting.
• Develop company-wide policies and procedures to reduce company risk and educate employees.
• Participate in executive staff meetings, ensuring the efficacy of HR initiatives.

Federated Media Publishing, San Francisco, CA (position eliminated)
Human Resources Director
10/8 – 1/10

Sole HR for growing online advertising company of 91 full-time employees in San Francisco, New York and Toronto. Ensured effective and timely execution of HR support functions concerning performance management, learning and development, recruiting and employee relations. Provided evaluation and risk assessment of employee related issues such as harassment and termination. Implemented strategic HR initiatives such as succession planning and organizational development. Facilitated training programs, including bi-annual harassment avoidance training for all company management.

Outcome:

• Conducted extensive analysis of existing organization and developed plan to update all policies, procedures and operations.
• Managed relationship with Professional Employer Organization (PEO), handling payroll, benefits, unemployment and workers’ compensation. Oversaw company-wide HRIS implementation and subsequent employee user training during change in PEO vendor.
• Investigated incidents of inappropriate conduct, harassment and indiscretion in a timely manner successfully resolving the issues and saving the organization both time and money in avoiding court proceedings.
• Established and implemented company’s online performance management program ensuring annual assessment compliance for all employees.

Kensington Computer Products, Redwood Shores, CA
Human Resources Business Partner
10/06 – 9/08

Managed Human Resources department for the computer accessories division of a large consumer products company. Strengthened HR strategic initiatives at the regional level focused on competitive markets through gathering internal and external perspectives, trends, and other specific data. Partnered with department heads in California and Canada. Determined change management strategy for the region by understanding operational initiatives, aligning operational change needs with HR-related actions, and providing advice to divisional, regional, and market leaders to ensure consistent execution of policies, procedures, programs, and initiatives. Oversaw all employee relations including performance evaluation, progressive discipline, mediation of staff disputes and grievance procedures in accordance with State and Federal laws. Processed all new-hire, benefits, leave, termination and payroll paperwork, ensuring 100% compliance with regulatory mandates. Supervised administrative staff.

Outcome:

• Proactively sought out unique recruiting techniques through targeted job boards thus saving the company thousands of dollars.
• Investigated incidents of inappropriate conduct, harassment and indiscretion in a timely manner, resulting in no legal claims or legal violations during the 2 years of my employment.
• Improved staff orientation, training, professional development, and mid-level management thus resulting in better hires and increased employee retention.
• Served as key business unit partner and division trainer for company-wide HR initiatives including succession planning, performance management initiatives, and HRIS business system implementation.

Walden House, Inc, San Francisco, CA
Human Resources Manager
10/01 – 5/06

Managed Human Resources Department for non-profit substance abuse and mental health treatment organization of 500+ employees at various locations throughout California. Developed and implemented appropriate action plans for diverse initiatives, providing recommendations on talent strengths and development needs; maximized available resources to address talent gaps and oversee performance management processes and initiatives. Advised management with employee hiring, evaluation, discipline, and termination decisions. Investigated employee grievances, including violations of harassment and discrimination policies. Mediated conflict resolution between employees at various levels. Worked closely with management to ensure company-wide compliance with employment laws through monthly in-house trainings and coaching sessions. Performed exit interviews, gathering and processing the information for management review. Administered ADA, FMLA, CFRA and PDL programs. Supervised Payroll, Recruiting and Benefits departments.

Outcome:

• Promptly responded to legal complaints from HRC, EEOC/DFEH and other legal agencies. Acted as organization representative in unemployment, Small Claims and DFEH/EEOC hearings and reduced the number of unemployment claims against the organization by 35%.
• Performed FLSA audits and advised corrective action leading to organizational status correction and overtime payments before any claims were brought before the Labor Board.

Freestyle Interactive, San Francisco, CA (position eliminated)
Human Resources Manager
10/00 – 8/01

Sole HR for small interactive design firm of 35 employees. Created and updated Employee and Manager Handbooks. Coordinated with legal counsel to ensure company regulatory compliance. Recruited creative, administrative, marketing and technical staff using focused recruiting tactics such as targeted websites and hiring fairs. Implemented and administered employee on-boarding and orientation. Conducted exit interviews and ensured proper employee exit procedures including final check and COBRA arrangement. Administered employee benefits and maintained personnel records.

Outcome:

• Staff orientation, training, professional development, and mid-level management, thus, resulting in better hires and increased employee retention.
• Extensive analysis of existing organization and developed plan to update all policies, procedures, and operations.

Computec Media U.S.A., San Francisco, CA (company closed in 2000)
Human Resources/Office Manager
6/99 – 9/00

Sole HR and Office Manager for magazine of 70 employees. Worked in conjunction with executive staff in resolving employee concerns. Advised on corrective action/probation plans. Created Employee Handbook ensuring State and Federal compliance. Conducted employee exit interviews and proper exit procedures. Oversaw all employee benefit plans. Coordinated applicant recruiting, hiring and employee orientations. Oversaw all office purchasing and price coordination with vendors. Supervised administrative team of five.

Outcome:

• Conducted a thorough investigation on major sexual harassment claim through interviewing all pertinent witnesses and proposing advice to the management on subsequent steps.

EDUCATION
State University of New York (SUNY) at Binghamton, Binghamton, NY
Awarded B.A. in English/Creative Writing

New School for Social Research, New York, NY
Awarded M.A. in Media Studies

San Francisco State University
Awarded Certificate in Human Resources Management

CORE COMPETENCIES
Employee Relations – Performance Management – Legal Compliance – Harassment Investigation – Policy Development and Implementation – Leave Administration – Management Coaching – Staff Training – Staff Supervision – Recruiting/ATS – HRIS/ Payroll Systems – Benefits Administration – Compensation Analysis – Proficient with both PC and Mac – Basic HTML