Pamela A. Chambers

Pamela A.
Chambers
Phoenix, AZ. [email protected] (951) 214-8772
Summary
Human Resources professional focused on developing efficient processes using knowledge of recruiting
and employee relations. Highly efficient and well established in administrative environments that are fast
paced and challenging.
Key Strengths • Human Resources Administration • Orientation & Onboarding • Employee Relations •
Recruitment & Retention Performance Management • Benefits Administrations • Confidentiality •
Human Resources Program/Project Management.
SKILLS
Computer proficiency includes: MS Office applications (Excel, Word, Outlook, PowerPoint), HRIS, SAP,
PeopleSoft, Workday, Taleo, iCIMS, Concur and QuickBooks.
EXPERIENCE:
Recruiter
Progrexion (Contract) - Phoenix, AZ - 3/18 to Present
 Lead the Call Center recruiting function and overall process from start to finish.
 Identify quality candidates by conducting telephone and in person interviews to obtain work history,
education, training, job skills and culture fit, etc.
 Ensure all hiring numbers and quality of work expectations are being met by the team on site.
 Coordinate opening position requisitions within iCIMS, updates, and tracking from open to fill.
 Compose offer letters of employment to new hires.
 Administer and submit background/drug test for all new hires and communicate with outside
vendors regarding results or issues.
 Process and submit new hire candidates to E-Verify and process I-9.
 Ensure all paperwork, background/drug test, etc.-are in compliance with our company policies.
Human Resources
Coordinator
Centene (Contract) - Tempe, AZ - 3/17 to 2/18
 Supported the Human Resources manager and Director with the daily operations of the department.
 Prepare and maintain various reports from related HR or Payroll systems to include expense
reports, travel expenses and invoicing in Concur.
 Conduct new hire orientation and manage the new hire onboarding review and submit l-9
documentation.
 Assisted with the performance reviews and termination processes
 Coordinate with department managers and team leaders to identify current and future hiring needs.
 Communicate effectively with all parties involved and build strong relationships with staffing
vendors.
 Managed the recruitment and interview process and scheduled all candidate interviews. Schedule
and conduct exit interviews as needed.
 Liaison with recruiting agencies to fill vacancies in a timely manner and support hiring processes.
Leave Specialist
Cox Communications (Contract) - Phoenix, AZ - 5/15 to 9/16
 Assisted and supported the administration for all leave of absences for a population of 3,400
employees requesting FMLA, STD, LTD, medical leave and personal leave of absences.
 Provided customer service to employees on leaves including educating employees of the
process, monitoring the status and responding to inquires in a timely manner.
 Partner with Employee Relations and Leaders to ensure most up to date information is
available and update leave status in PeopleSoft.
 Requested system access to be enabled and disabled in accordance with company IT Access
Policy and on site security.
 Processed all correspondence, medical documentation, work restrictions and return to work
releases.
 Maintained spreadsheets for all leave related data ensuring easy retrieval of information and
follow-up.
 Received and processed benefit premium payments to ensure continuous benefits during leave
period.
 Back up for HR Administrative Assistant, performed all other duties and special projects as
assigned within the HR department when necessary support was required.
Human Resources Administrative

Assistant
Southern California Edison (Contract) - Rosemead, CA - 4/14 to 3/15
 Performed and supported activities for multiple HR Supervisors and their sales teams.
 Organized and coordinate Outlook calendar’s for supervisor’s onsite/offsite meetings with
vendors and clients.
 Prepared expense reports, coordinate the submission of proposals and track sales progress,
create and tracked spreadsheets for yearly sales performances, profits and losses.
 Coordinate and approve conference and training room reservations and organized staff
meetings and staff lunches.
 Handle discrete information related to employee and other sensitive HR-related matters to
ensure confidentiality.
 Processed new employee’s onboarding requests such as hardware, phone and other onboarding
needs of employees.
 Coordinate with various areas of IT to insure that new employees have the proper equipment
ordered and process request for system access.
 Responsible for tracking off boarding of employees and insure returned equipment has
been documented and reported to IT.
 Process purchase request and maintained office and facility supplies for department.
Store Manager
Q Fashion - Raleigh, NC – 7/13 to 1/14
 Supervise the store’s daily operations to include interview, training, onboarding, off boarding, exit
interviews, employee reviews and promotions.
 Maintained store staff by recruiting, selecting, orienting and training employees
 Reconcile timecards and enter data into online system.
 Improved expense control, identified efficiencies for controllable and salary expenditures
 Schedule, organize and direct assignments. Conduct store meetings, and prepare weekly work
schedules.
Managed store revenue, including cash handling, deposit reconciliation and delivery of bank
deposits.
Corporate Recruiter
Headway Workforce Solutions, INC. - Raleigh, NC - 8/12 to 6/13
 Post and advertise open positions to gain interest and increase candidate flow using different
databases and websites to fill a variety retail positions remotely for 50 states.
 Build applicant sources by contacting community services, colleges, employment agencies and
other recruiters.
 Maintained and executed Applicant Tracking System to guide applicants through the
recruitment lifecycle process
 Conducted 20-25 applicant phone interviews per day analyzing responses while
comparing qualifications to job requirements.
 Evaluate applicants and discussed their qualifications with hiring managers.
 Arranged face to face interviews with hiring managers.
 Processed pre-hire documents and performed background checks as a part of the onboarding
process.
 Performed day one new hire orientation to educate employees on benefits and company policies.
 Oversaw the full lifecycle of onboarding process including background checks, I-9
documentation for new hires and E-verify.

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