Human Resources Generalist Skills

• Processed inter-company invoices (Japan, South Africa, etc; also income tax returns.
• Liaised with tax division of public accounting firm to complete federal and state income tax returns.
• Prepare Federal and State income tax returns for individual and small business clientele.
• Assisted Corporate Controller in preparation of income tax returns.
• Assisted with personal and business income tax returns preparation.
• Reviewed annual income tax returns for accuracy and discrepancies.

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• Coached managers through the termination process along with disciplinary procedures; conducted exit interviews to identify reasons for employee termination.
• Developed standardized disciplinary procedures and tracking system that insulated company from legal risk and ensured consistent and fair discipline processes.
• Coach and advise all levels of management on salary negotiations, disciplinary procedures, professional development and training matters.
• Updated new hire orientation covering issues including disciplinary procedures, code of conduct, compliance policy and benefits information.
• Reviewed and approved personnel actions related to formal disciplinary procedures; ensured compliance with policy and federal/state laws.
• Developed standardized disciplinary procedures and a tracking system that mitigated legal risk by helping ensure consistency and fairness.
• Coached management through employee relations events, including disciplinary procedures and terminations, in a unionized manufacturing environment.
• Assisted management with disciplinary procedures and tracking system reducing legal risk and ensuring consistent and fair discipline processes.
• Co-developed policies and procedures manual for disciplinary procedures, code of conduct, FMLA policy and benefits administration.
• Provided management with guidance and direction by interpreting policies and reviewing proper disciplinary procedures in accordance company policy.
• Investigated all behavioral complaints in compliance with established hourly disciplinary procedures to attain desired behavior and performance.
• Coached managers to effectively manage employee performance by applying appropriate disciplinary procedures and implementing corrective action plans.
• Produced employee documentation that included disciplinary procedures, code of conduct, FMLA policy and benefits information.
• Developed and implemented performance management policies, equal opportunity guidelines, disciplinary procedures and absence management guidelines.
• Advised managers on the organization's policies and disciplinary procedures to be applied during management operations.
• Experienced in employee counseling, administering disciplinary procedures, contract negotiations/administration, legal issues and compliance.
• Developed and implemented employee handbook containing organizational policies, codes of conduct and disciplinary procedures.
• Monitored and suggested disciplinary procedures for staff in compliance with employment law and company policy.
• Consulted with Managers to resolve employee behavioral problems and ensured consistent disciplinary procedures were applied.
• Designed Affirmative Action Plan to enforce disciplinary procedures from counseling up to and including termination.

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• Managed personnel files and any other HR-related administrative management, in a high quality confidential manner.
• Created/processed new hire personnel files and audited files for missing/expired certifications and employee personnel forms.
• Maintained confidentiality and security of approximately 20 high level personnel files at all times.
• Developed organizational and managerial strategy for active/terminated personnel files, EEOC and I-9 documents.
• Maintained personnel files, including medical statements, disciplinary action documents and performance appraisals.
• Audit agency personnel files for required documents; responsible for completion and accuracy.
• Reorganized personnel files, created job descriptions, and implemented quality improvement processes.
• Maintain and oversee licensing/personnel files to ensure compliance within state regulations.
• Created personnel files and managed all employee documentation in company database.
• Maintained personnel files and other routine administrative duties as required.
• Maintained confidential personnel files, payroll records and company correspondence.
• Maintained all personnel files and documents within HIPAA confidentiality standards.
• Audit personnel files to ensure compliance accordance to operating procedures.
• Administered and maintained personnel files including new hires and terminations.
• Maintained personnel files in accordance with legal and licensing requirements.
• Converted paper only personnel files to a computerized system.
• Performed audit of personnel files for accuracy and completeness.
• Tracked disciplinary action and documented to personnel files.
• Maintained active and inactive associate personnel files.
• Maintained and updated all confidential personnel files.

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• Monitored hourly performance evaluations, updated job descriptions, conducted wage surveys, and identified training opportunities & solutions.
• Develop appropriate job descriptions and maintain a database for online access to job descriptions and compensation information.
• Analyzed and developed accurate job descriptions to streamline work processes and accountability and to identify training needs.
• Reviewed and discussed approved personnel requisitions and job descriptions with hiring managers to determine job specific requirements.
• Coordinated and facilitated vacancy openings, interviewed potential employees and developed job placement ads and job descriptions.
• Prepare job descriptions and evaluate jobs using established evaluation system and based on manager input.
• Maintain and update job descriptions and performance appraisal systems; facilitate annual performance evaluations.
• Managed job descriptions/performance appraisals to ensure accurate, consistent formats that met regulatory compliance.
• Assisted Compensation team in new salary structure development by collecting and evaluating job descriptions.
• Partnered with management to develop job descriptions, compensation analysis, and performance standards.
• Created position justifications and developed job descriptions and posted job descriptions for recruiting.
• Streamlined recruitment strategies, developed job descriptions and facilitated background and reference checks.
• Implemented and annually updates compensation program including rewrite job descriptions as necessary.
• Composed job-offer letters, job descriptions, organizational charts and operations calendars.
• Assist in writing company policies and developing job descriptions and operational procedures.
• Administered Divisional job classification program, which included preparation of job descriptions.
• Developed job descriptions for new and revised positions using job analysis techniques.
• Managed performance appraisal processes, revised/created job descriptions and company handbooks.
• Assist management with job descriptions and preparation of industry related audits.
• Conducted job analysis, salary surveys and developed/revised job descriptions.

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• Processed claims regarding short-term disability, long-term disability, Workers Compensation, FMLA and unemployment.
• Mentored coordinator in reducing intermittent FMLA usage through management and implementing second opinions.
• Track FMLA eligibility and assure that employees provide appropriate documentation.
• Audited and approved necessary documentation to cover FMLA/FLSA leave requests.
• Administered FMLA/disability, retirement, and workers compensation claims/benefits.
• Provided assistance to employees with FMLA, short term disability, and long term disability forms, process, and questions.
• Managed life cycle of all benefit claims (STD/LTD, FMLA, worker s compensation, LOA) and claims resolution.
• Worked with administration and supervisors to manage FMLA, FSWP and LOA to reduce abuse and ensure staffing in critical areas.
• Processed Workman's Comp claims, FMLA claims, DHS claims, Unemployment Claim information, and Insurance for new hires.
• Processed all personnel changes related to pay increases, FMLA, new hires and terminations for multiple locations using PeopleSoft HRMS.
• Processed payroll using ADP software, coordinated and assisted with insurance enrollments and questions, and administered FMLA and Workers Compensation.
• Managed company compliance with regulations and demands of OSHA, ADA, FMLA, Worker's Compensation, and Unemployment.
• Administer and coordinate employee leave requests on case by case basis, including FMLA, worker comp and disability leave.
• Assisted with benefit administration (health insurance, FMLA, disability) and handled all auto and/or workers compensation claims.
• Helped to Write employee manual covering issues including disciplinary procedures, code of conduct, FMLA policy and benefits information.
• Execute administrative tasks surrounding COBRA, HIPAA, FMLA, CFRA, and ADA regulations, and benefits open enrollment.
• Key Accomplishment: The corporate HR office was struggling to keep up with managing FMLA across sites as it grew.
• Administer and process employee benefits, COBRA, FMLA and disability to ensure seamless services are provided to all employees.
• Handle all benefits: medical, dental, vision, 401K, short and long term disability, FMLA.
• Administered the enrollment and termination of medical insurance, life insurance, health insurance, FMLA, and COBRA.

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• Work closely with corporate office regarding workers compensation, benefits administration, annual evaluation process and other related personnel matters.
• Perform benefits administration to include change reporting, approving new enrollments and employee updates and communicating benefits information to employees.
• Consulted with management on disciplinary actions, benefits administration, software conversions, unemployment claims, and affirmative action goals.
• Coordinated Benefits Administration, Benefits Open Enrollment, and resolved benefits questions/issues, including maintaining Benefits and HR databases.
• Performed benefits administration to include enrolling, change reporting, terminations and communicating benefit information to over 200 employees.
• Managed an office administrative staff of 3 while handling day-to-day responsibilities for recruiting, employee relations and benefits administration.
• Managed benefits administration, working closely with insurance vendor for claims processing and accurate application of medical benefit coverage.
• Authored comprehensive employee manual encompassing disciplinary procedures, code of conduct, FMLA policy, and benefits administration.
• Project lead for the implementation and conversion to Benefits Harbor, an integrated software solution for benefits administration.
• Performed benefits administration to include claims resolutions, annual re-evaluation of policies for cost effectiveness and information activities.
• Manage benefits administration, employee relations, sexual harassment investigations, coaching and counseling, and performance evaluations.
• Facilitated new hire orientation - including benefits administration, policy interpretation, and company compliance training and overview.
• Coordinated benefits administration, handled workers compensation and disability claims, family medical leave, and safety compliance.
• Performed benefits administration to include claims resolution, change reporting, and communicated benefit related information to employees.
• Managed various HR processes including, payroll administration, benefits administration, leave administration and HR process improvement.
• Managed generalist duties including recruiting, retention, benefits administration, timekeeping, payroll and expense reconciliation.
• Process Administration - successfully conducted benefits administration, new hire orientation and hosted/coordinated annual business unit orientation.
• Orchestrated daily operations including benefits administration, employee relations, policy and procedure development and compensation negotiations.
• Assist the departmental managers/supervisors with policy and benefits administration, training, workers compensation, and safety.
• Assisted with policy making, competency mapping, performance appraisals, employee motivational activities and benefits administration.

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• Supervised Human Resources Coordinator, including training on payroll, benefits, recruiting, HRIS software and departmental responsibilities
• Maintained HRIS database information and worked closely with accounting department for payroll purposes.
• Leveraged HRIS system knowledge to prepare confidential material for budgets and Company Reorganizations.
• Maintain and update HRIS database to meet organizational regulations and process required matrix.
• Maintained HRIS records and compiled reports from database for day-to-day utilization.
• Facilitated implementation of new, upgraded HRIS technology.
• Maintained necessary information in HRIS databases as required.
• Completed employment verification requests by utilizing HRIS.
• Investigated and initiated HRIS integration project.
• Implemented continuous HRIS process improvements.
• Maintained HR Information System (HRIS) to ensure correct data entering, and processing of 2nd and 3rd job codes.
• Maintained the entire HRIS/HRMS CostPoint/NuView systems, inputting all changes and new information, as well as managing payroll data integrity.
• Managed a broad range of HR functions including benefits enrollment and administration, HRIS data base administration and personnel file management.
• Collect and audit status change documentation and ensure information is processed accurately and timely into the HRIS and other required systems.
• Supervised staff of five specialists (Benefits, Payroll, Records, HRIS), including providing backup for all functions.
• Entered new employee information and status changes for existing employees as required using HRIS System and any appropriate vendor tools.
• Manage and maintain employee records in HRIS including processing new hires, terminations, benefit enrollments, and all updates.
• Assume leadership roles in many situations, including becoming the go-to individual for implementing the new HRIS (SAP).
• Worked as the HR coordinator for the transition from the legacy HRIS software to SAP for HR and timekeeping.
• Researched and implemented a new payroll, HRIS system, resulting in a 3% savings to the Company.

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• Provided informational and statistical data to all Authority departments on request for, e.g., retirement application and Workers Compensation purposes.
• Worked closely with the insurance company for Workers Compensation and Disability and sick/injured employee to facilitate their timely return to work.
• Maintained employee records accurately and handled all insurance claims to completion; including workers compensation, disability and unemployment insurance claims.
• Assist in managing associate leaves to assure proper application of benefit plan provisions, workers compensation regulations, policy administration.
• Participate in union grievances, labor management meetings and initiate accident and incident investigations for disciplinary actions and workers compensations.
• Report and review injury reports related to workers compensation, also manage workers compensation claims and conduct workplace investigations.
• Negotiated commercial/professional insurance to better protect the company from liabilities such as workers compensation, technology coverage, etc.
• Handled Workers Compensation claim administration, OSHA reporting, and safety education including functioning of active safety committee.
• Administer Workers Compensation process, including filing accident reports, communication with providers, and ongoing case management.
• Determined eligibility; processed all enrollments, terminations, workers compensation, unemployment and short/long-term disability claims.
• Investigated workers compensation accidents, prepared reports for insurance carrier and reported updates from physicians as received.
• Increased commitment to and created complete transitional duty program resulting in lowered lost work days/workers compensation costs.
• Reduced company's workers compensation insurance expenses by analyzing claims and determining extent of company liability.
• Leverage expertise in Safety and Workers Compensation to ensure proper management of internal cases.
• Delivered reduction in workers compensation accidents by recommending changes to workstations and processes.
• Testified as a company representative for Workers Compensation claims and other litigated cases.
• Administer and implement Cobra, Commuter Benefits, Workers compensation and Disability insurance.
• Company representative for any unemployment or workers compensation issues that involved court appearances.
• Managed periodic compensation and wage adjustments, handled workers compensation and unemployment cases.
• Conducted research on personnel claims concerning benefits, Workers Compensation and unemployment.

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• Analyzed and renegotiated company benefits; revised company policy manual; initiated and developed a performance management system for exempt employees.
• Communicate routinely with all levels of organization regarding policies, procedures, performance management, including employee evaluations, and benefits.
• Administered Performance Management Program, implementing enhanced tools, measurements and guidelines; trained and coached managers for consistency and compliance.
• Provide consultation and support on performance management, talent management, and organizational development processes required to support the businesses.
• Provided manager and supervisors coaching and guidance in the areas of leadership development, performance management, and organizational structure.
• Implemented performance management evaluations for approximately 1400 employees, requiring communication with management and staff regarding deadlines and overall process.
• Led Division toward standard hiring and promotion practices and regular performance management to create a consistent and equitable atmosphere.
• Provided interpretation and counseling on various employment topics such as performance management and general Human Resources policies and procedures.
• Created presentations and trained management team in four facilities on performance management, performance appraisal, and conflict resolution.
• Manage performance evaluation and merit increase process and assist employees and managers with questions related to performance management system.
• Partnered with management in areas such as conflict resolution, performance management, organizational development and strategic planning activities.
• Developed a new performance management system that included SMART goal setting and defined competencies for each classification.
• Participated in performance management for all employees including counseling and disciplinary actions up to and including terminations.
• Key participant in the development, implementation and training of new electronic recruitment and performance management systems.
• Supported ongoing performance management through scheduling training, participating in Associate reviews and documenting all performed evaluations.
• Counseled managers in employee relation, performance management, appraisal process and disciplinary procedures within regulatory guidelines.
• Designed and implemented internal performance appraisal system, introduced on-line appraisal system and performance management interviews.
• Counseled and trained management level and above on performance management, succession planning and change management.
• Assist and counsel managers and employees regarding issues involving performance management, termination and conflict resolution.
• Developed Employee Handbook, Performance Management Standards, assured required legal compliance with state/federal mandates.

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• Assist with organizing a positive benefit open enrollment, organized meetings and interfaced with vendors and representatives from the insurance companies.
• Designed and administered benefits survey that identified associate issues with benefits in order to form a successful strategy for open enrollment.
• Partnered with benefit providers and presented PowerPoint presentations to employees during yearly open enrollment for benefits to encourage mandatory enrollment.
• Managed the implementation and administration of benefit plans for company facilities in 6 states and facilitated open enrollment meetings.
• Managed open enrollment process, coordinated employee relations activities including annual service awards and quarterly employee appreciation activities.
• Assisted in the development, administration and implementation of all benefit programs including open enrollments.
• Full charge in benefit administration including organizing open enrollment unassisted and audit all insurance bills.
• Managed new hire benefits orientation, open enrollment meetings, and other benefits-related activities.
• Created and executed hands-on annual open enrollment project encompassing 27 locations across southern Afghanistan.
• Administered benefits including renewal and open enrollment process, invoice reconciliation and enrollments/changes.
• Conducted benefit administration for all newly hired employees and during open enrollment periods.
• Provided advisory services to personnel on benefit changes and conducted open enrollment amendments.
• Completed annual Open Enrollment process on-site and forwards information to Sector Benefits Representative.
• Managed open enrollment annually and communicating closely with corporate on all benefit changes.
• Coordinated and managed yearly open enrollment and educated new employees of benefit program.
• Administered benefits, including processing open enrollment, and new hire/separation paperwork.
• Administered benefits, coordinated open enrollment, and managed annual benefits renewal.
• Distribute materials for benefit orientations, open enrollment and summary plan descriptions.
• Championed the successful implementation of an on-line enrollment process during open enrollment.
• Maintain current benefit information and facilitate enrollment calls and open enrollment training.

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• Initiated personnel actions such as recruiting, interviewing, verifying employment history including reference and background checks.
• Managed and facilitated on-boarding process including drug testing, submitting background checks and document management.
• Managed recruitment and selection process, interviewed candidates and conducted background checks.
• Developed and maintain criminal investigation background checks on all potential employees.
• Administered background checks to outsourcing company.
• Coordinate background checks with investigating company.
• Conducted background checks on all candidates as requested by the hiring manager, including reference, criminal background and credit checks.
• Process background checks, drug screens and credit checks for New Hires and submit new hire packets for all new hires.
• Screened potential new hires, to include drug screens and background checks; conducted new hire orientations with Distribution Center personnel.
• Oversee all recruiting and staffing logistics including but not limited to conduct background checks, employment verification and drug testing compliance.
• Coordinated offers, drug screens, physicals, background checks, and all documentation necessary to complete new hire file.
• Create recruitment advertisements, recruit new employees, conduct background checks, complete employment verification, e-Verify and applicant tracking.
• Recruited, screened, performed background checks, interviewed, coordinated job fairs, negotiated salaries and completed offer letters.
• Maintained an Applicant Tracking System (Newton) for all candidates (as well as all background checks/drug screens).
• Conduct new employee orientations, background checks, E-Verify, conduct employee relations counseling, terminations, and exit interviews.
• Managed the hospital's volunteer program to include background checks, medical screenings, orientation and placement of all volunteers.
• Manage full recruiting cycle including sourcing, recruiting, screening, interviewing, background checks, and new hire orientation.
• Complete on-boarding process by scheduling and administering testing, scheduling interviews, performing background checks and processing new employees.
• Certified in the state of California by the Department of Justice to roll fingerprints and run complete background checks.
• Monitored DOT regulations/compliance, federal/state labor reporting, vendor relations for background checks, physicals, and drug testing.

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• Reconcile monthly insurance invoices, conducted exit interviews and new hire orientations, and analyzed information to make solid business decisions.
• Conducted exit interviews, identified trends and risks and proactively informed personnel and senior business management and provided recommended solutions.
• Conducted exit interviews and analyzed data and made recommendations to the management team for corrective action and continuous improvement.
• Lead for employee termination process including documentation, exit interviews (including feedback to management) and separation agreements.
• Conducted employee relations investigations, disciplinary action, and exit interviews; represented company during unemployment administrative hearings.
• Conducted employee exit interviews, and utilized feedback/data to identify opportunities to enhance the work environment and culture.
• Prepared employee separation notices and related documentation, and conducted exit interviews to determine reasons behind separation.
• Generated demographic reports, prepared severance letters, tracked releases, input terminations and conducted exit interviews.
• Conducted exit interviews on upper-level management positions; reviewed information received and made recommendations to management.
• Manage employee off-boarding and conduct exit interviews of voluntary terminations; analyzed trends and recommended solutions.
• Conducted exit interviews and provided senior management with analysis and recommendation to retain top talent.
• Direct center liaison responsible for drafting procedural descriptions, conducting exit interviews, disciplinary investigations.
• Coordinated termination process, conducted/coordinated exit interviews, and elevated and/or addressed any resulting issues.
• Conducted exit interviews and supported various departments with termination procedures and corrective action planning.
• Process voluntary terminations including conducting exit interviews and notifying payroll and IT of departure.
• Conducted new hire orientations, exit interviews; standardized orientation/termination processes across all locations.
• Conduct exit interviews analyze data for trends and make necessary recommendations to management team.
• Conducted exit interviews, analyzed reasons for turnover and recommended suggestions to improve retention.
• Conducted exit interviews; gathered valuable feedback regarding process improvements from departing employees.
• Led the employee termination process including preparing exit paperwork and conducting exit interviews.

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• Managed any payroll-related issues/questions with ADP directly and communicated resolutions to employees.
• Monitored and finalized payroll using ADP timekeeping and information systems.
• Performed all payroll administrative functions utilizing ADP Payroll.
• Assisted with processing semi-monthly payroll utilizing ADP.
• Implemented the ADP Workforce Now HR Module and streamlined HR process through connection files for benefit carriers, COBRA & recruiting.
• Processed weekly payroll for 100 employees utilizing ADP Pay Expert and E-Time; documented step-buy- step instructions for all payrolls processes.
• Acted as a key player in entire process of integrating Oracle HRIS (replacing ADP) for use throughout the organization.
• Handled all on-boarding of new hires, conduct weekly new hire orientations, and entered all new hires into ADP.
• Performed actions in QuickBooks Pro, ADP Run Payroll, all Microsoft Programs, Accounts Payable and Receivables et al.
• Processed payroll using ADP and resolved payroll discrepancies in addition to preparing gain sharing for monthly payout utilizing Access database.
• Processed new hires by conducting new hire orientations and entering new hire info into HRB/ADP system and out-processed terminating employees.
• Process and initiate special pay requests such as employee incentive bonuses, employee referral bonuses and manual pays through ADP.
• Create and produce reports using ADP HRIS and ReportSmith to support business initiatives such as employee turnover and staffing levels.
• Compile payroll data such as hours worked from time sheets and other records to prepare and issue paychecks using ADP.
• Processed new hires in ADP as well as enter benefit time taken and any necessary adjustments in same program.
• Organized and managed a high-volume cash office; processed payroll (ADP) for 4 stores in the state.
• Managed Payroll & HRIS conversion from ADP to Millennium - resulting in a savings of over $30,000 annually.
• Use ADP and HRIS System to produce high quality correspondence, documentation, reports, and presentations as needed.
• Process, verify, and maintain personnel related documentation in ADP, benefit, and HR and company systems.
• Maintain and update personal and benefit data in ADP/HR profile system, carrier systems and maintain personnel records.

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• Initiated company compliance in EEO-1 Reporting eliminating potential fines for non-compliance.
• Collaborated with third-party to ensure proper EEO-1 accuracy and reporting.
• Administered support to clients regarding AAP/EEO-1/Vets 100/Compensation Reporting/Impact Ratio Analysis.
• Prepared EEO-1 report for entire organization including eligible clients.
• Consolidate and File Annual EEO-1 information for Corporation
• Ensured compliance with EEO, ADA, FMLA, CFRA, FLSA, HIPAA and Workers'Compensation regulations and annual EEO-1 reporting.
• Created an HR metrics dashboard and generated AAP and EEO-1 reports, using SAP, to align with the business objectives.
• Work with the Organizational Development team to complete the Company s AAP, and file the annual EEO-1 and VETS100 reports.
• Maintain compliance with federal reporting and audit requirements; including EEO-1, VETS 100 and Affirmative Action plan (AAP).
• Assisted in the administration of compliance programs such as Affirmative Action, VETS100, EEO-1, HIPAA, policies/handbooks, etc.
• Complete our Retirement Plan compliance test and make sure annual Form 5500 is filed correctly as well as EEO-1 Form.
• Ensured compliance with all government reporting requirements including EEO-1, IDES new hire, OSHA, Medicare, and Form 5500
• Prepared regular reports as required by state and federal statues (EEO-1, DOL New Hire Reporting, etc).
• Developed various statistical reports for management (safety, headcount, OSHA, EEO-1, workers comp, turnover).
• Prepare and file required affirmative action reports such as EEO-1, EO Surveys, and other documentation with government agencies.
• Managed and compiled reports from HRIS (Skyward) - salary reports, census reports, EEO-1 Reporting, etc.
• Streamlined processes for payroll processing, EEO-1 and Vets 100A processing from using an outdated AS400 system to an HRIS.
• Participated in the preparation of annual and quarterly reports to include benefit census, EEO-1, and turnover reports.
• Submitted annual filings to overseeing regulatory agencies; EEO-1, VETS100, and developing and retaining Affirmative Action Plans.
• Developed and maintained Affirmative Action Program; updated records, reports, and logs to conform to EEO-1 regulations.

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• Completed unemployment claims and attended appeal hearings in person or via telephone and investigated and prepared documentation for EEOC.
• Manage unemployment claims process by coordinating with third party administrator, providing relevant information and representing company in hearings.
• Gather information to process unemployment claims along with completing necessary payroll functions to complete garnishments for employees.
• Responded to employment verification, unemployment claims, and assist with preparing paperwork for immigration documentation.
• Served as HR Manager's alternate during unemployment hearings and completed unemployment claims documentation.
• Handled employee termination process to include exit interview documentation and completion of unemployment claims
• Represented company during Unemployment Claims procedures to ensure erroneous claims appropriately refuted.
• Process terminations/follow up with Idaho Department of Labor for unemployment claims.
• Monitored unemployment claims and provided pertinent information to TPA and/or Dept.
• Complete unemployment claims and facilitate unemployment hearings and processing related documents.
• Provide separation information for third-party vendor to respond to unemployment claims.
• Respond to unemployment claims timely and participate in unemployment hearings.
• Managed unemployment claims data, unemployment hearing preparation and attendance.
• Facilitated unemployment claims in partnership with third party payroll provider.
• Monitored unemployment claims and prepared for and attended unemployment hearings.
• Represent agency at unemployment hearings and process all unemployment claims.
• Prepare for matters concerning unemployment claims including presenting for appeals.
• Represented Agency in unemployment claims and termination meetings and investigations.
• Coordinated administration of workers' compensation and unemployment claims.
• Managed Unemployment claims and represented company at appeal hearings.

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• Retrained managers on performance reviews resulting in the employees receiving raises within company policy specifications and reducing the company retroactive pay percentage
• Record essential information including compensation, benefits, tax data, attendance, performance reviews, evaluations and termination date/reason.
• Orchestrated and supervised various phases of employee development and engagement initiatives including implementation of 100% electronic employee performance reviews.
• Support Vice President of Talent Management with employee annual performance reviews, employee relations and organizational development as needed.
• Coordinate performance reviews and performance improvement processes for all employees; ensure consistent application of corporate policies and procedures.
• Bolstered morale through leadership-focused employee development programs that included substantive performance reviews and support in setting and achieving goals.
• Conducted salary survey both internally and externally, supervised and conducted annual performance reviews and merit increase process.
• Oversee performance management process to ensure effectiveness and compliance within company; including quarterly and annual performance reviews.
• Partner with Business Units on strategic initiatives from workforce restructuring, coach management on performance reviews and compensation.
• Reviewed annual performance reviews and advised managers on how to write and conduct effective performance reviews to improve effectiveness
• Developed performance improvement plans and write-ups and wrote/delivered between 50-80% of annual support staff performance reviews.
• Customized management performance reviews, maximizing communication and providing a clearer understanding for areas of career development.
• Recruited and hired regular and temporary employees; conducted employee orientation and ensured timely performance reviews.
• Developed new performance appraisal forms and criteria and managed process for completing annual performance reviews.
• Monitored and tracked employee performance reviews; prepared employee evaluation reports and verified with management.
• Performed performance reviews, salary evaluations, compensation plan evaluations, and salary survey analysis.
• Audited 200+ performance reviews and provided coaching to managers for performance evaluation and employee development.
• Coordinate with all divisions and managers regarding recruiting/hiring procedures, performance reviews and benefit plans.
• Participated in compensation and performance reviews; analyzing the compensation program and allocations.
• Manage performance reviews and career path development; support organization of company structure.

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• Drafted separation notices, conducted exit interviews and provided departing employees with determination of benefits including cobra and final paychecks.
• Assisted in employee terminations, including drafting severance agreements, administering COBRA notification and continuation, and ensuring accrual reconciliation.
• Represent company during unemployment hearings *Administration of Cobra benefits *Reconciliation of Health, Dental and Supplemental insurance bills.
• General HR administration, applicant database management, FMLA education and management, COBRA administration.
• Managed terminations, exit interviews, COBRA compliance and worked with supervisors on involuntary terminations.
• Streamlined in-house COBRA administration which saved time by more effectively processing notifications and payments.
• Coordinate COBRA activities including eligibility to vendors and communication with employees regarding COBRA events.
• Provided guidance to management regarding the involuntary termination process and administered COBRA documentation.
• Maintained termination and COBRA reporting to vendors and educational assistance programs.
• Coordinated COBRA administration for terminating employees and eligible family members.
• Conducted exit interviews for terminating employees and coordinated COBRA administration.
• Administered COBRA events for dependent and employee insurance coverage terminations.
• Conducted exit interviews, processed termination paperwork and COBRA notification.
• Maintain all records of benefit plans including Cobra administration.
• Perform Benefit and COBRA administration and invoice reconciliation.
• Administered COBRA paperwork upon employee resignation or termination.
• Initiate Cobra notices upon termination of benefits.
• Supported company benefits and administered COBRA notices.
• Developed and managed COBRA administration process.
• Completed benefits terminations and coordinated COBRA.

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• Provided back-up country support for counselor team during absences or increased work assignments that required efficiently adapting to different country policy.
• Work closely with company leave administrator in resolving employee/manager leave of absence related questions or concerns.
• Managed safety program and administration of workers' compensation programs as well as all leaves-of-absence.
• Administered company's health and welfare benefit programs including leave of absence administration.
• Manage leave-of-absence programs and personnel records; administer benefits enrollment and programs.
• Worked closely with highly confidential information regarding teammates on leave of absence.
• Processed performance and absence management and the administration of discipline.
• Scheduled vacation time and monitored absence documentation.
• Manage and monitor employee absences and leave; identify instances of serious health issues that could potentially qualify for FMLA protection.
• Leave Administration: Administrators, coordinates and tracks leaves of absence to coordinate organization leave policy within state and federal requirements.
• Recruited employees, created group benefits databases, developed orientation, training, and incentive programs, and managed leave-of-absence programs.
• Process all new hire benefits, leave of absence, FMLA, termination and payroll paperwork, ensuring submission on schedule.
• Provided a solid & informative point of contact for employees needing FMLA/STD assistance while HR Manager was on leave of absence.
• Managed the processing of all personnel requisitions, leave of absence, sabbaticals and Workers' Compensation for multiple business units.
• Led leave of absence administration: educated employees on process, procedures and resources, and provided support throughout the transition.
• Leave of Absences- meet with team members who wish to go on leave and explain leave options and upload in trackers.
• Advise management and employees regarding employment laws, company policy, wage and hour regulations, and leave of absence issues.
• Processed all leave of absences, disability claims, workers compensation, and terminations, completing document reviews, and filings.
• Handled all benefit administration for new hires as well as open enrollment, COBRA administration and employee leave of absences.
• Process initial leave of absences, terminations, PDL, W/C paperwork and provide the department head with employee status.

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• Collaborated with the Quality Assurance Manager to develop job classifications to determine risk of exposure according to OSHA safety regulations.
• Developed and conducted new employee orientation including, required OSHA safety training, policy education and benefit overview.
• Performed periodic facility audits and inspections to ensure that safety and operating procedures are being followed within OSHA regulations
• Managed risk management initiatives and spearheaded/lead safety/OSHA committee to minimize accidents and lower expenses.
• Contribute continuous improvement ideas and solutions as an OSHA 18001 implementation cross-functional team member.
• Created metrics to monitor OSHA compliance/risk-loss with regulatory standards at 6 different locations.
• Maintained OSHA records to comply with all existing governmental reporting requirements.
• Administered Worker's compensation, OSHA regulations and unemployment benefits.
• Implemented OSHA records requirements to bring organization into compliance.
• Served as Ergonomics Supervisor and OSHA/Safety Coordinator.
• Implemented and facilitated OSHA safety training initiatives.
• Drafted employee handbooks, policy and procedure manuals, and safety manuals in accordance with EEOC, DOL and OSHA standards.
• Assist in the preparation and reviews of federal and state reports including EEO, OSHA, and Workers' Compensation documents.
• Collaborated with the Occupational Health Nurse to review and report all OSHA reporting, record keeping, and required facility postings.
• Processed benefits, government reporting, interpret policies and create tracking systems for EEO, OSHA, Workers Compensation and more.
• Assist in safety inspections, communication to management regarding safety issues, and work with operations to ensure compliance with OSHA.
• Maintain the OSHA 300 log, participate as a member of the Safety Steering Committee, and manage safety incident reporting.
• Recruited exempt and non-exempt employees, administered benefit plans, implemented OSHA compliance and resolved all workers' compensation claims.
• Prepared three separate clients for OSHA and DOL inspections - none of which have suffered any fines in covered areas.
• Created written safety plans as required by OSHA and then implemented those plans including a thorough training for all employees.

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• Managed all administrative components involving planning, executing and overseeing the new employee orientation/on-boarding process including electronic I-9 verification.
• Trained support staff and line managers in proper documentation, which rectified oversights expediently and improved I-9 administration.
• Document and Compliance Management for Management Systems certifications and specifically I-9 Compliance and Maintenance.
• Performed Form I-9 audit and engaged legal representation for remediation strategy and processing.
• Ensured compliance USCIS form I-9 employment eligibility verification; periodically audited I-9 forms.
• Completed Six-Sigma training and facilitated I-9 green belt project company-wide.
• Review all new hire/rehire I-9 documentation for completeness and accuracy.
• Executed timely on-boarding paperwork to include I-9 verification.
• Verified I-9 documentation and maintains current documents.
• Conduct employee investigations and I-9 Verification.
• Audit I-9 with Lawyers and maintenance of I-9 documentation and other new hire documents in compliance with federal and state regulations.
• Receive and process all new hire paperwork, including I-9's including processing e-Verify, and federal and state tax forms.
• Prepared new hire documents (I-9, Employee ID badge, etc) and files as necessary for compliance and records.
• Reduced civil penalties by 13% by coordinating complex immigration, relocation and transfers and handling I-9 verification and LCA Postings.
• Audited all I-9 forms for both Front and Back of House and corrected non-compliant I-9 forms to minimize company liability.
• Assisted with on-boarding process for new hires, including: paperwork, safety training, W-2 forms and I-9 audits.
• Coordinate the new employee hire process to include: I-9 preparation and documentation, reference checks, criminal background checks.
• Conduct new hire orientation, processing all employment paperwork, verifying I-9 information, and setting up new personnel files.
• Coordinated new hire orientations, processed new hire paperwork including I-9's, and introduced new hires to company benefits.
• Labor Relations, New Hire Orientation, I-9 Verification, Employee Benefits, Compensation along with other generalist duties.

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• Investigated and resolved employee relations issues including staff/supervisory problems and disciplinary actions resulting in improved working relationships between employee and management.
• Investigated employee relations and ethics issues, provided recommendations to management regarding disciplinary actions and responds to unemployment and wage claims.
• Directed and managed a high volume of complex employee relations matters including investigations, disciplinary actions, and termination decisions.
• Provided personnel administration to investigate claims of unfair treatment, harassment, disciplinary actions with follow-up using good business judgment.
• Elevated organization-wide performance through strategic policy and procedures development and implementation, coupled with meaningful performance evaluations and disciplinary actions.
• Investigated the circumstances surrounding disciplinary actions and recommended resolutions within the federal, state, and corporate policy guidelines.
• Investigated complaints and counseled management on handling disciplinary actions while ensuring adherence to internal guidelines/policies and all regulatory requirements.
• Coordinated all formal disciplinary actions with the respective legal office to ensure all requirements were met for final adjudication.
• Coordinated employee relations activities and programs such as conflict mediation/resolution, disciplinary actions, and the employee recognition/appreciation initiatives.
• Coordinated with supervisors on disciplinary actions procedures and reviewed employee corrective action forms for compliance with company policy.
• Assist in compiling documentation to support arbitration cases, and provides assistance in grievance decisions and disciplinary actions.
• Conducted thorough investigations and administered counseling/progressive disciplinary actions in results of the findings within company policy and directives.
• Counseled employees on subjects pertaining to disciplinary actions and performance concerns consistent with the application of company procedures.
• Consulted management regarding employee relation issues; successfully conducted and facilitated all investigations and employee disciplinary actions.
• Coached supervisors on employee relation issues, validated and reviewed disciplinary actions up to and including termination.
• Investigated misconduct to gather background information and prepared formal correspondence on a full range of disciplinary actions.
• Partnered and coached managers and supervisors in preparing and presenting employee appraisals, disciplinary actions and terminations.
• Conduct employee relations investigations and advise department leaders on employee relations issues including disciplinary actions and terminations.
• Conduct new hire orientations, disciplinary actions, exit interviews and all separation documentation required by law.
• Managed employee PTO/Vacation policy, timekeeping, attendance policy, performance improvement plans, and disciplinary actions.

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• Managed benefits and conducted benefit meetings annually Ensured legal compliance with mandated federal, state and local employment laws and regulations.
• Support management regarding regulatory compliance, strategic planning, performance appraisals, communication and implementation of policies and employment laws.
• Researched and developed recommendations for human resources policies and procedures to ensure compliance with organizational standards and employment laws.
• Prepare offer letters and collect necessary employment documents from new associates ensuring compliance with employment laws and company requirements.
• Develop expertise regarding employment laws and employment policy and classifications; provide consultation to supervisors as needed.
• Ensured compliance with employment laws by monitoring and implementing applicable human resource federal and state requirement.
• Developed job descriptions and interview guides based on employment laws, strategic methods and behavioral interviewing.
• Assisted management with interpretation of employment laws and regulations, including documentation and discipline strategies.
• Advised supervisors on employment laws and researched area salary surveys for compensation packages.
• Possess comprehensive knowledge of both domestic and international employment laws and practices.
• Supported general employment laws and practices, administrations benefits and compensation.
• Ensured Regulatory compliance with local, state/regional and national employment laws.
• Advise and implement organizational policies and local and federal employment laws.
• Monitored regulatory compliance with Michigan employee state and federal employment laws.
• Assisted in developing policies/regulations to be compliant with employment laws.
• Provided information and interpretation of state and federal employment laws.
• Maintained e-verification standards in compliance with Federal employment laws.
• Advised management on Federal and California employment laws.
• Advised executives on current employment laws and requirements.
• Expected to keep abreast of and ensure adherence to employment laws, and guidelines, OSHA regulations, and employment laws.

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• Identified and corrected weaknesses in occupational safety program I also conducted Customer feedback and met and overcame any customer service issues.
• Restructured the section to focus on customer service, budgeting, performance management, policy development and federal compliance regulations.
• Enhance communications and employee involvement with management to foster increased productivity, positive employee relations and good customer service.
• Lead committee comprised of eight staff members from various departments in developing company-wide initiatives designed to improve customer service.
• Developed and facilitated customer service training that resulted in more consistent and professional processes at all 40 locations nationwide.
• Utilized compassionate communication and the highest level of customer service to assist bereaved families with funeral arrangements.
• Managed daily office administrative functions including customer service, answering incoming calls, and upholding patient confidentiality.
• Provided general customer service and administrative support to human resources directors and recruiters for approximately 20,000 employees.
• Provided phenomenal and attentive customer service all while maintain attention to details and exceeding guest expectations.
• Provided Customer Service functions by answering Associate requests and questions regarding Benefits/Payroll/Policy/Short Term Disability and FMLA.
• Generated revenue through suggestive selling while providing premium customer service to all internal and external customers.
• Implemented new employee recognition program to recognize top drivers for superior achievement and customer service orientation.
• Assisted the recruiting team by conducting entry-level customer service representative, trainer & first-line management interviews
• Provide superior and proactive customer service to internal and external business partners and stakeholders.
• Created and maintained vendor relationships, insuring excellent customer service and cost effectiveness.
• Supervised Operations, Customer Service, Administrative Support, and Business Development units.
• Worked effectively in a high pace environment and also highly customer service oriented.
• Developed and delivered monthly metrics to track progress of customer service culture recognition.
• Provided employee/management briefings, resolved employee issues, and implemented customer service initiatives.
• Improved office efficiency and customer service by overhauling previously haphazard filing system.

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• Coordinate recruitment process including receipt of requisitions, posting of positions, acceptance and tracking of applications and identifying potential candidates.
• Administered full-cycle recruitment process involving planning, strategy development, posting and advertising activities, and evaluation after filling positions.
• Fortified recruitment process by overseeing and flagging incoming resumes meeting company qualifications, including scheduling and participating in interview process.
• Managed recruitment process by identifying position vacancies in line with department budget, ensuring timely requisition approval and job posting.
• Managed the salaried recruitment process including position identification, candidate sourcing, interviewing and selection, orientation and acclimation.
• Handled recruitment process by screening candidates conducting initial interviews when appropriate and forwarding to supervisor for second interviews.
• Managed organizational development initiatives, compensation and training programs, recruitment processes and employee relations issues.
• Assisted with the design and implementation of recruitment process for exempt/non-exempt employees and entry/mid-level management.
• Foster effective working relationships with hiring managers and senior business leaders throughout the recruitment process.
• Redesigned recruitment process for over 20 facilities resulting in more effective hiring and decreased turnover.
• Manage recruitment process, consulting with Managers to determine staffing needs and candidate qualifications.
• Constructed and implemented recruitment processes and procedures to ensure consistency across the organization.
• Managed recruitment process from publicizing opening internally and externally and conducting initial screenings.
• Managed the recruitment process and recruitment agencies/vendors that assisted on open requirements.
• Coordinate recruitment processes, including screening, scheduling and participation in interviews.
• Designed and implemented a College Recruitment process including an Engineering Internship program.
• Researched, customized and implemented Applicant Tracking System to automate recruitment process.
• Ensured competitive edge in recruitment process by conducting market research analysis.
• Initiated formal recruitment process and applicant tracking to follow legal accountability.
• Initiated recruitment process by reviewing resumes and selecting candidates to interview.

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• Maximized positive employee relations by conducting annual service award celebrations and improved employee skills by developing and implementing staff training programs.
• Managed and facilitated several professional development training programs for compensation planning, performance management, and employee relations policies and application.
• Researched, planned, organized, conducted and arranged training programs; tracked training availability and participation for program effectiveness.
• Provided leadership for the division to promote safety-first environment through training, communication, and endorsement of company training programs.
• Coordinated and facilitated training programs including Managing Lawfully for managers and supervisors, and Career Path workshops for employees.
• Designed and implemented management training programs focused on change management, leadership and safety, and principles of supervision.
• Increased quality assurance metrics to exceed internal and client-driven targets through implementing training programs designed to address specific low-performance.
• Developed comprehensive training programs and seminars, which were delivered to supervisors, technical employees and management personnel.
• Participated in the development and implementation of management training programs for interviewing and employee round table discussions.
• Developed, implemented and facilitated comprehensive training programs for paralegals, legal secretaries and other support staff.
• Improved workplace efficiency and workers' computer proficiency by developing and managing employee computer training programs.
• Delivered corporate supervisory training programs on various human resource topics including performance appraisals and progressive discipline.
• Facilitate new hire orientation, ongoing development and staff training programs consistent with leadership strategy.
• Facilitated training programs for management and employees to introduce new benefit and compensation changes.
• Instituted training programs designed to improve company s competitiveness with deregulation of electrical rates.
• Conducted needs/skills assessments, monitored performance management, and delivered development and training programs.
• Developed plant wide training programs to insure all training was delivered consistently and effectively.
• Assisted in developing corporate training programs for administrative, professional and managerial staff.
• Developed customized training programs for high priority jobs and implemented across the organization.
• Developed and implemented training programs on employment regulations for management and supervisory staff.

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• Managed Human Resource Information System records and compiles reports from database; ensured compliance with federal and state regulations concerning employment.
• Constructed first HR department procedures and updated company job descriptions to ensure consistency and compliance with company policy and federal/state regulations.
• Maintain accurate, confidential active and terminated employee files and other confidential documentation ensuring compliance with federal and state regulations.
• Ensured compliance with federal and state regulations governing employment activities by informing management of corporate policies and legal issues.
• Maintained knowledge of employment legislation and ensured compliance with federal and state regulations to include international employment regulatory requirements.
• Delivered and track staff training to comply with state regulations required when working with individuals with developmental disabilities.
• Developed employee handbook and company policies to ensure compliance with Federal and State regulations regarding Human Resources Administration.
• Facilitated and complied with all required federal and state regulations regarding employment, termination, disability and COBRA.
• Ensured compliance with Federal/State regulations and reporting; I-9 verification and documentation; Louisiana Directory of New Hire.
• Research and provides current federal and state regulations relating to employment practices and wage and salary administration.
• Maintained compliance with federal and state regulations concerning employment Build networks to find qualified passive candidates.
• Maintained compliance with federal and state regulations governing employment practices, including developing affirmative action plans.
• Reviewed all leave documentation for completeness and accuracy based on corporate, Federal and State regulations.
• Administer new hire and termination documentation to ensure compliance with company policies and federal/state regulations.
• Maintained compliance with federal and state regulations concerning employment, including FMLA and Cobra administration.
• Distributed offer letters to property managers for newly-hired employees in accordance with state regulations.
• Maintain compliance with federal and state regulations concerning employment within operations across all regions.
• Provide day-to-day administration of the company's benefits programs in accordance with federal/state regulations.
• Monitored federal and state regulations concerning benefits administration to ensure compliance with legal requirements.
• Advise management of potential compliance issues with federal and state regulations and recommend/implement solutions.

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• Conducted full cycle recruiting, screened applicants based on qualifications conducted interviews averaging 30 candidates per week for temporary placement.
• Managed full cycle selection process including job analysis, recruitment, and examination administration and provided new hire orientation training.
• Developed and managed the full cycle recruitment function, ensuring implementation of affirmative action and strategic planning programs.
• Delivered full cycle recruitment including new hire orientations, on boarding process development along with required paperwork.
• Managed full cycle recruitment process and developed hiring plans for local division including development of job descriptions.
• Maintained the responsibility for full cycle recruitment of customer contact center management and general labor pool.
• Full cycle recruiting including-posted all job opportunities, screened/interviewed all candidates and presented offer letters.
• Provided employee relations practices, benefit communications, full cycle recruiting and on-boarding management.
• Full cycle recruiting for positions including preparing accurate job descriptions to reflected current responsibilities.
• Full cycle recruitment for high volume deadline oriented manufacturing and corporate business environment.
• Full cycle recruiting strategies including utilizing internet/social media, networking and employee referrals.
• Managed full cycle talent acquisition process for all clinical and non-clinical positions.
• Led full cycle recruitment activities for professional and administrative employment opportunities.
• Full cycle recruiting and staffing for professional and manufacturing positions.
• Full cycle management of candidates from resume identification to on-boarding.
• Full cycle Recruiting for all openings including management positions.
• Full cycle recruitment for multiple lines of business in medical management services, software solutions, and records processing and storage.
• Coordinate full cycle recruiting for open positions, including assisting managers with the identification of viable candidates, interviewing and selection.
• Recruited full cycle talent acquisitions for finance, IT, call center, customer service, clinical and executive level staff.
• Included, but not limited to, full cycle recruiting, Training, benefit administration, progressive disciplinary action and marketing.

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• Screened resumes/applications determining minimum qualifications for open positions.
• Managed recruiting process by posting open positions internally and externally including outside advertisement, review resumes, schedule and conduct interviews.
• Interfaced and partnered with management to ensure proper recruitment, selection and placement of qualified candidates for open positions.
• Recruitment/Selection-Assisted managers in conducting needs analysis, posted and tracked open positions, and interviewed/screened candidates for open positions.
• Provide information to applicants regarding application process, employment policies, organization, and open positions.
• Reviewed employment applications and resumes to evaluate work history, education and training for open positions.
• Post open positions internally and online while working with colleges/universities/trade schools to recruit top candidates.
• Recruited for all open positions in Production/Operations area using a variety of recruiting methods i.e.
• Reviewed and evaluated applications for open positions; evaluated job descriptions and made classification recommendations.
• Outsourced candidates for open positions, conducted interviews to hire competent and efficient personnel.
• Participated in the recruiting process by efficiently and effectively assists in filling open positions.
• Created interview question guides for open positions using job description and behavioral-based interviewing techniques.
• Coordinate with Operations Directors and Staffing Agency to recruit qualified candidates for open positions.
• Identify qualified candidates for open positions by reviewing applications/resumes and conducting initial interviews.
• Partner with assigned in-house recruiter on identifying and attracting talent for open positions.
• Defined organizational staffing needs, methodology for filling open positions & staffing strategy.
• Screened applications/resumes in recruiting process nationally by sourcing qualified candidates for open positions.
• Utilized traditional and innovative recruiting techniques to fill 20-30 open positions daily.
• Advertised and recruited for open positions, screened and interviewed qualified candidates.
• Managed and administered advertising budget, enabling timely fulfillment of open positions.

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• Managed and/or coordinated special projects (including major transitions and reorganizations) and continuous improvement steps related to department service delivery.
• Assigned special projects conducting extensive reviews on selected departments for effectiveness and presented recommended changes to the Vice-President of Finance.
• Manage daily operations and special projects to ensure efficiency and excellence in all service, processing and regulatory requirements.
• Organized and coordinated the development and administration of the Directorate operating budget, financial/operating reports and special projects.
• Executed special projects affiliated with non-profit organizations including Dress-for-Success, The New York City Homeless Coalition and City Harvest
• Verified vendor invoices in support of functional activity and participated in special projects as assigned.
• Assisted program managers with special projects and personnel issues including recruitment and disciplinary concerns.
• Performed special projects on non-routine compensation assignments, analyzed and presented findings to Management.
• Supported department and company-wide special projects and additional responsibilities as they present themselves.
• Completed special projects as needed, including participation in compensation and benefit surveys.
• Implemented and maintained information systems, and managed special projects including office automation.
• Performed special projects that include training programs and safety program administration.
• Supported and participated in Diversity Counsel events and special projects.
• Manage special projects in perspective to department and organizational need.
• Provide general administrative assistance to business stakeholders for special projects.
• Participated in special projects and other related activities as needed.
• Completed special projects involving data integrity and compliance issues.
• Facilitate special projects and support HR management initiatives.
• Provided administrative support and assisted with special projects.
• Supported various special projects in coordination with HR executives

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• Followed up with STD provider regarding claim administration & to audit voluntary benefit deductions.
• Performed administration of benefit plans, 401k/Profit Sharing, Cafeteria Plans, COBRA, STD/LTD, FMLA and Workers' Compensation.
• Coordinated, tracked and managed all leave of absence cases, complete paperwork and track FMLA, STD and WC status.
• Maintained and processed all leave including FMLA, STD, LTD, vacation, sick, workers compensation and personal leave.
• Co-developed an in-house process for managing employee leaves-of-absence including but not limited to FMLA, STD, and Military leave.
• Completed projects that included STD (FMLA) personnel benefits calculations, and processed/submitted vacancy filings for HR business partners.
• Educate and enroll all new hires in all benefits including medical, dental, STD, AFLAC and profit sharing.
• Administered and maintained all company records pertaining to benefits: Medical, Dental, STD/LTD, COBRA, and 401K.
• Designated as the Plan Administrator for the company's medical, 401K, Pension, STD and LTD benefit plans.
• Assist with leave management responsibilities including FMLA, STD, LTD, RTW, transitional duties, and reasonable accommodations.
• Provide benefits administration of various plans, including medical, dental, vision, 403b, STD/LTD and life insurance.
• Handled FMLA/ STD/ LTD and leave process, including weekly audits of time cards to ensure accuracy of time entry.
• Administered multiple medical, dental, vision, Section 125 cafeteria plans, retirement plans, STD & LTD packages.
• Assist with benefit questions, escalated employee issues, STD/FMLA questions, process and procedure assistance, and requisition requests.
• Process all enrollments, changes and terminations for Group Health Plan, Life, STD, LTD and supplemental benefits.
• Leave of absence administration involving FMLA, STD, and LTD. - Conducts recruitment efforts for exempt and nonexempt personnel.
• Prepare and reconcile monthly insurance billings for Medical, Dental, COBRA, STD, LTD and Flex-Plan;.
• Administered company benefits including medical, dental, vision, STD, and LTD. Reconciled insurance bills for payment.
• Administer all leave policies such as STD, LTD, vacation, sick, Worker's Compensation and FMLA.
• Manage compliance with laws, regulations and policies regarding FMLA, W/C, STD, and other medical leaves.

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• Ensured understanding and consistent application of company policies, and practices through training, coaching, one-on-one communication and policy interpretation.
• Conduct new hire orientation and exit interviews assuring all company policies/procedures, benefits are explained and all required forms are completed.
• Prepare correspondence, reports and other documents necessary to ensure operational efficiency and compliance with company policies and legal requirements.
• Identify inconsistencies in the application of company policies and procedures and offer recommendations on how inconsistencies should be addressed.
• Involved in development of company policies and updating employee handbook with responsibility for interpretation with implementation in everyday practice.
• Processed paperwork according to established procedures and prepared internal employee communications regarding compensation, benefits, or company policies.
• Conducted new hire orientation, detailing required paperwork, company policies, and benefits information following procedures and guidelines.
• Provide information regarding benefits, interpretation of policies and procedures and the application of company policies and regulations.
• Assist in development of company policies and procedures and assuring consistent unbiased implementation of company policies and procedures.
• Conduct new hire orientation, to include providing information and explanation about benefits programs and company policies.
• Received and reviewed payroll records ensuring compliance with company policies and procedures and state and federal regulations.
• Maintained personnel record management in accordance with company policies and applicable state and federal laws and regulations.
• Provided counsel and guidance to employees and managers regarding company policies and procedures; provided policy interpretation.
• Work with Executive Management Team updating company policies and procedures and revision of company handbook.
• Provided employee relations support to managers for interpretations and administration of company policies and procedures.
• Conducted new hire orientation; reviewed company policies and procedures and explained benefits program.
• Enforce established payroll-related policies, procedures and regulations and adherence to company policies.
• Provided advice and timely follow-up services to employees regarding company policies and documentation.
• Administered internal employee communications regarding compensation, benefits, and company policies.
• Prepare internal employee communications regarding compensation, benefits, or company policies.

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• Coordinated compensation activities such as data entry, compensation committee auditing, Performance Appraisal audits and salary validation and research.
• Mastered data entry and retrieval efforts for efficient problem solving, mail merging and significant personnel information.
• Administer the semi-monthly payroll processing and compilation of non-exempt personnel additional pay data, and data entry.
• Created and maintained personnel records, performed PeopleSoft data entry, reviewed and revised requisitions.
• Determined appropriate action codes and ensures accurate and timely data entry into Lawson system.
• Implemented new open enrollment processes eliminating duplication of data entry and increased reporting.
• Manage all employee data entry action items to ensure accuracy and accountability of Human
• Conducted recruiting and staffing logistic; updated candidate data entry.
• General office management including file management and data entry.
• Manage data entry for all License/Certifications within the hospital.
• Complete data entry to itemize expenditures for specific departments.
• Audited data entry process and monitored variations in labor productivity
• Process employee application ensuring proper data entry.
• Performed data entry and data reconciliation.
• Maintained ADP and SAP HRIS system to ensure accurate quality control, data entry, reporting, system enhancements and upgrades.
• Assisted with payroll processing including data entry of wage increases, child support and insurance deductions, and employee information changes.
• Cross trained staff on policies and procedures, billing, payroll data entry, profit margins, computer system and phones.
• Conducted New Hire Orientation, data entry into payroll personnel data entry, Created personnel files, audited of personal files.
• Manage and complete high volume data entry of employee information, and receive and file incoming documents using HR Central Files.
• Establish and maintain employee personnel records; process and perform data entry of all new hires, personnel changes and terminations.

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• Labor Relations Specialist for Department of Corrections statewide - investigated and settled complaints filed by union representatives and non- represented employees.
• Interpret and apply complex University and Labor Relations policy and procedures for non-academic personnel, non-represented staff, and represented staff.
• Coordinated and conducted compensation and benefits, employee/labor relations, attendance policy, workers' compensation and workplace safety/security information sessions.
• Involved in all aspects of Labor Relations including: Restructuring of Vacation/Vacancy Procedures, Labor-Management Communications, and Adjustment of Grievances.
• Provided direct administrative support for classification, staffing, training/performance, security, employee and labor relations and position management activities.
• Provided management advisories in the areas of position management and classification, recruitment and placement, management employee and labor relations.
• Ensured compliance with federal and state legislation regarding employment, including equal opportunity, affirmative action and labor relations' statutes.
• Contributed to efficient operations and maintaining labor relations by accurately scheduling employees according to the plant s collective bargaining agreements.
• Coached and advised management in labor relations matters including but not limited to policy interpretation, discipline and performance coaching.
• Provided advice and counsel to management on Labor Relations, performance development, benefits resolutions, and attendance management.
• Supervised the job classification, compensation analysis, employee and labor relations, benefits assistance and authorizing personnel actions.
• Assist in labor relations efforts including conducting employee investigations, conflict resolution, coaching, and performance improvement strategy.
• Administered and interpreted various labor agreements, administered grievance procedures; provided labor relations support during contract negotiations.
• Coordinate with Labor Relations and Department on Transitional Return to Work documents and/or reasonable accommodation matters as needed.
• Provided advisory services for position classification, management employee relations, recruitment & placement, and labor relations.
• Plant Human Resource Generalist, corporate Labor Relations consultant and labor contract negotiator and organization development consultant.
• Participated in labor relations contract administration, grievance process, and contract negotiations for non-exempt unionized workforce.
• Worked closely with Labor Relations division and advised on investigations, grievances and disciplinary actions.
• Managed and directed labor relations activities, including the administration of 2 collective bargaining units.
• Provide labor relations support, conduct complaint investigations, execute necessary and appropriate disciplinary action.

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• Provided advisory services to senior leaders, managers, and supervisors on workforce/succession planning, position management, and performance-based compensation.
• Ensured effective implementation of organization and employee effectiveness initiatives, including career planning and development, performance management and succession planning.
• Introduced succession planning recommendations, resulting in business leaders making strategic hiring decisions to focus on mission critical work.
• Supported Talent Review succession planning and career development, making position recommendations for internal promotions to fill key positions.
• Collaborate with department heads, managers and supervisors regarding personnel planning, development and succession planning within functional areas.
• Participate in HR projects including talent management and succession planning, performance management training, and engagement management enhancement.
• Provided organization development services including succession planning, training, performance management, and consulting on structural change.
• Facilitated benefits enrollments as well as the annual employee satisfaction survey and the annual performance evaluation/development/succession planning process.
• Steered the succession planning organizational talent review for the Consumer Sales Senior Leadership Team using talent management system.
• Supported managers in developing job descriptions used in talent acquisitions/ retention, employee developments, and succession planning.
• Maintain metrics and statistics necessary to monitor talent populations and related attrition, succession planning and employee satisfaction.
• Devise execution of succession planning strategy to be proactive with staffing concerns and identify potential for promotional opportunities.
• Developed HR Business Partner roles leading to organizational change, leadership development, succession planning and recruitment.
• Originated and launched all-inclusive programs encompassing workforce retention, professional development, promotion, and succession planning.
• Developed an effective pipeline of key talent potentially available for immediate hire as succession planning needs dictate.
• Provided career development activities and succession planning of qualified applicants reducing lead- time required to fill positions.
• Lead performance management, succession planning, talent acquisition/management, learning and development and salary administration programs.
• Facilitated succession planning, organizational change and development, competency review and individual and group training processes.
• Advised department management on performance management, annual appraisals, recognition programs, and succession planning.
• Programmed a database to manage the Leadership Development program and succession planning within entire manufacturing division.

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• Insured compliance with all federal, state and local regulations including investigation and resolution of discrimination and sexual harassment charges.
• Advise employees and customers on organizational policy matters such as equal employment opportunity and sexual harassment, and made recommendations.
• Conducted employee relations investigations effectively resolving issues of insurance fraud, ethics violations, sexual harassment, and discrimination.
• Conducted investigations and facilitated resolution of sexual harassment, hostile work environment, misconduct, and other complaints.
• Developed and conducted training programs including company-wide salaried employee orientation, sexual harassment training, and benefit classes.
• Conducted training courses on interviewing and hiring, progressive discipline and sexual harassment for all supervisory personnel yearly.
• Collaborated with Training Representatives to execute new hire orientations as well as sexual harassment and diversity training initiatives.
• Perform investigations on accusations of misconduct, discrimination, and sexual harassment; work with management for resolution.
• Conducted harassment training sessions for managers which covered sexual harassment, racial discrimination and hostile work environment.
• Managed all policies including salary administration, annual evaluations, sexual harassment and workplace violence prevention programs.
• Developed, implemented, and facilitated a sexual harassment training program for staff across organizational levels.
• Facilitated and lead training which included behavioral interviewing, sexual harassment, compliance and company policies.
• Advised managers on policies, such as equal employment opportunity, unemployment compensation and sexual harassment.
• Investigated and sought resolutions to employee conflicts including sexual harassment, management/employee and employee/employee disagreements.
• Conducted investigations on incidents involving sexual harassment and all forms of discrimination in the workplace.
• Managed and conducted investigations related to ethical conduct, sexual harassment and hostile work environment.
• Conducted investigations on policy violations including sexual harassment and discrimination and provide appropriate recommendation.
• Provided leadership concerning employee relations matters; interpreted policies and conducted sexual harassment investigations.
• Conducted investigation for grievances, sexual harassment, discrimination, favoritism and unfair treatment.
• Conduct investigations alleging sexual harassment, discrimination, ethical violations, unprofessional conduct etc.

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• Served as primary contact with providers and insurance companies by arranging and conducting employee information presentations and enrollments.
• Authorized monthly payments to insurance companies for purpose of ensuring ongoing insurance coverage.
• Supported in the administration of external benefit administration with vendors and insurance companies.
• Updated Insurance database and filing appropriate paperwork with insurance companies.
• Directed contact for insurance companies regarding additional information requests.
• Prepared and mailed bi-weekly benefit reports to insurance companies.
• Processed monthly self-billing for seven different insurance companies.
• Provided employee benefit enrollment information to insurance companies.
• Negotiated billing disputes with insurance companies.
• Improved new-hire orientation process by streamlining schedule and negotiating lower rates with insurance companies (medical, dental, vision).
• Leave of Absence duties: point contact person for 2400 employees and 3rd party insurance companies for FMLA/STD leave of absences.
• Prepared periodic and annual financial reports for corporate officers, public accountants, and investment and insurance companies including annual audits.
• Serve as point of contact for personnel and liaison with insurance companies, advising staff on benefits and payroll changes.
• Conduct open enrollment for more than 400 employees, working with insurance companies to ensure each employee has correct benefits.
• Served as liaison with insurance agent, insurance companies, property manager, employee health services, and physician offices.
• Serve as liaison with all employees (130 Union and 70+ Salaried), insurance companies and benefit brokers.
• Act as the conduit between corporate, the insurance companies and employees on Workers Compensation and General Liability claims.
• Maintained forms, files, reports required by Risk Management, OSHA, government agencies, and insurance companies.
• Administer claims handling and act as liaison between ESCO, insurance companies and ESCO employees to solve administrative issues.
• Researched, negotiated contracts and effectively transitioned health insurance companies, flex spending companies, and dental companies.

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• Conduct orientation of new hires including new hire paperwork, E-Verify administration, I-9 administration and policy and procedure presentation.
• Verify new hire paperwork is accurate and conduct E-verify screening for employment eligibility verification.
• Performed employment verification, processed criminal background checks, E-verify, Homeland Security checks.
• Completed and verified I-9 paperwork in E-Verify system according to established guidelines.
• Conducted E-verify process and maintain current employment verification I-9 forms.
• Checked Male Selective Service registries and employment eligibility through E-Verify.
• Verified employment eligibility using the federal online database, e-Verify.
• Verified employment eligibility using E-Verify; confirmed education credentials.
• Maintained applicant tracking system and participated in E-Verify Program.
• Developed and implemented Affirmative Action Plans and E-verify program.
• Maintained I-9 compliance, including processing documentation through E-Verify.
• Administered and reconciled routine I9 administration through e-verify.
• Maintained compliance with I-9 verification practices using E-Verify.
• Implemented E-Verify procedures and acted as General Administrator.
• Implemented training modules for new developments including E-Verify.
• Processed I-9 using E-Verify system for Homeland Security.
• Verify identity and employment eligibility through E-Verify.
• Direct recruitment and institution of E-Verify system.
• Certified in E-Verify I-9 Employment Verification Software.
• Confirm employment eligibility through use of E-Verify.

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• Assured implementation of Human Resources policies including all aspects of employee relations, performance management and disciplinary actions, conflict resolution.
• Provided advice and counsel to supervisory and non-supervisory staff on policies/procedures, grievance resolution, conflict resolution and progressive disciplinary action.
• Shaped a culture of Organizational Change and Development through training programs such as Harassment, Conflict Resolution and Business Communication.
• Provide advice and guidance to employees regarding conflict resolution and therapy exercises to improve communication and respect for difference of opinions
• Initiate effective employee relations and communications policies, counsel management team on conflict resolutions, and direct performance evaluation activities.
• Managed employee relations/conflict resolution processes including assisting managers in drafting and delivering disciplinary actions for employees on a daily basis.
• Advised supervisors and managers on policies and procedures relating to performance management, progressive discipline, and conflict resolution.
• Facilitated conflict resolution, conducted mediation sessions and advised management on process and requirements of city dispute resolution procedures.
• Mediated disputes and assisted in conflict resolution and provide coaching to management in dealing with difficult interactions or situations.
• Retained key talent through effective employee relations and documented conflict resolutions which resulted in improved commitment with positive accountability.
• Identify and resolve employee issues and concerns; facilitate conflict resolutions and provide timely solutions with strict confidentiality.
• Administered employee relations, including performance appraisals, disciplinary actions, terminations, investigations, and conflict resolution.
• Provided policy interpretation and conflict resolution options to all levels of the organization in accordance with relevant laws.
• Implemented business plans and instituted corporate protocols to implement and monitor conflict resolution and employee satisfaction within organizations.
• Managed employee relations' issues, which included conducting investigations, conflict resolution and making policy-related disciplinary decisions.
• Liaised between management and staff regarding grievances and conflict resolution, ensuring compliance with established policy and procedures.
• Counseled and advised department leaders on employment issues such as policy interpretation, progressive discipline and/or conflict resolution.
• Established open door policy and through conflict resolution counseling have prevented several issues from escalating into major problems.
• Administered division training programs including: effective communication; team building skills; and disciplinary/conflict resolution training.
• Assisted in the implementation of corporate mandated policies as well as conflict resolution between management and personnel.

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• Developed and implemented new benefits programs for staff members including short term disability, enhanced medical/dental benefits and life insurance.
• Administered benefit plans (Medical/Dental/Life Insurance/FSA/Short and Long Term Disability/Worker's Compensation/Unemployment Benefits/401(k)/Pension/Tuition Reimbursement/Open Enrollment).
• Audited and reconciled benefit invoices for employee voluntary life insurance elections to reflect actual premiums paid.
• Educated associates on life insurance policies and assisted in evaluating and adjusting associate benefits.
• Managed voluntary life insurance open enrollment process for regional and international employees.
• Audited and reported life insurance participation & submit monthly self-billing to corporate.
• Consulted and advised members regarding life insurance and annuity beneficiary designations.
• Processed all short-term disability, long-term disability and life insurance claims.
• Prepared Serviceman's Group Life Insurance issued military identification cards.
• Administered/reconciled retirement benefits - pension, medical and life insurance.
• Audited monthly health census and disability/life insurance spreadsheet.
• Benefits-Costed/purchased new medical/retirement/life insurance generated 20% savings.
• Conducted presentations on health/life insurance enrollment and changes.
• Reconciled all medical/dental/vision and life insurance billing statements.
• Review life insurance applications/EOI for thoroughness.
• Negotiated benefits with Medical/Dental/Life Insurance providers.
• Managed Disability and Life Insurance.
• Manage benefit programs such as health, dental, life insurance, 401(k) plan, and personal leave.
• Manage all aspects of employee compensation and benefits programs - medical, dental, disability/life insurance, 401(k).
• Managed existing benefit programs including health, vision, dental and life insurance and handle all open enrollment plus COBRA management.

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• Identify legal requirements and government reporting regulations affecting human resources functions and ensure policies, procedures and reporting are in compliance.
• Maintain open communication and provide feedback and make recommendations to the Human Resources Leadership concerning possible problems or areas of improvement.
• Communicate, and enforce human resources and union policies and procedures that reduce employer-union conflict and improve overall operational effectiveness.
• Collaborated with human resources managers, recruiters and hiring managers to generate offer letters and individual employee benefits packages.
• Directed all daily human resources operations including providing direct oversight of the establishment and implementation of human resource policies.
• Developed human resources solutions by collecting and analyzing information; recommending courses of action.
• Project Management: Rolled out and managed all human resources and operational initiatives.
• Resolved personnel issues regarding human resources matters needing clarification, submissions and corrections.
• Managed complex payroll process and supervised Human Resources Assistant on payroll-related matters.
• Developed training seminars on human resources related topics for new managers nationwide.
• Partner with management teams to facilitate delivery of Human Resources services.
• Partnered with management to communicate various Human Resources policies and procedures.
• Executed Corporate/Business Unit Human Resources initiatives within the territory as required.
• Provide exemplary customer service to associates relating to Human Resources issues.
• Conducted confidential internal investigations on a variety of Human Resources issues.
• Supervised Human Resources operations that served over 500 employees concurrently.
• Promoted to Human Resources Generalist and advanced with new responsibilities.
• Monitored and administered all aspect of Human Resources responsibilities.
• Reported directly to the Corporate Vice-President of Human Resources.
• Assisted HR Services Manager with payroll/Human Resources implementation projects.

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• Assisted in recruitment activities, which included entering positions in PeopleSoft, routing candidate materials and administering applicant testing where appropriate.
• Confirmed accuracy and integrity of data in PeopleSoft by periodically reviewing data during projects as well as reviewing associate listing.
• Addressed and corrected outstanding annual leave and retirement issues in PeopleSoft by manually calculating service computation dates.
• Maintain data integrity by accurately processing transactions to update employee data in PeopleSoft.
• Performed core corrections in PeopleSoft including hire information, termination and salary changes.
• Initiated integration into PeopleSoft, checked PeopleSoft record for thoroughness.
• Facilitated quality control during system migration from PeopleSoft to SAP.
• Managed data consolidation of new supervisors for PeopleSoft upgrade.
• Retrieved data and employee information using PeopleSoft applications.
• Maintained PeopleSoft HRIS database and reporting and analysis.
• Updated PeopleSoft tracking system and generated reports.
• Managed security access for all PeopleSoft users.
• Maintained PeopleSoft database and conducted queries.
• Maintained accurate employee records using PeopleSoft.
• Update HRMS tools (PeopleSoft) to reflect changes for position management, job codes, and other metrics as needed.
• Created job requisitions, entered into PeopleSoft, sent and processed new hire/termination paperwork, and gave new hire orientation.
• Managed HRIS Implementation project (PeopleSoft); trained associates; worked with vendors to ensure efficient transition and implementation.
• Ensured ease of access and accuracy by maintaining employee data in PeopleSoft, Talent Track, and Lotus Notes ERF.
• Developed Queries through PeopleSoft for analysis of trends, such as turnover, vacancy rate, and Short Term Disability.
• Implemented PeopleSoft HRIS and BrassRing ATS; trained all human resources staff and applicable business unit managers on system utilization.

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• Conducted internal investigations, performed employee relations and made recommendations to senior management team regarding disciplinary actions and corrective action plans.
• Provide associate relations in areas including progressive discipline, corrective action, career and educational counseling, and succession planning.
• Investigated and resolved employee relations issue as well as prepared written case summaries and provided decisions and recommendations for corrective action
• Provide guidance and coaching to managers to aid implementation of performance improvement plans, corrective action procedures and terminations.
• Assisted managers with identifying gaps in employee performance documentation in order to facilitate numerous coaching and corrective action issues.
• Prepared and delivered a variety of corrective action documents including written warnings, performance improvement plans and termination justifications.
• Applied consistent application of policy, procedures and processes including performance management, corrective actions, transfers and terminations.
• Counseled management on the resolution of employee-related matters up to and including terminations, displacements, and corrective action.
• Trained and supported managers on employee relations, from diagnosing and investigating problems to identifying and implementing corrective action.
• Investigated employee allegations within the company to verify claims; implemented corrective actions or issued disciplinary actions as needed.
• Resolved complex employee relations issues including investigation and resolution of complaints, corrective action, terminations and grievances.
• Managed and investigated employee relations claims, provided corrective action recommendations to management and reinforcement of company policies.
• Provided day-to-day generalist support to the business units which included policy clarification, investigation and corrective action guidance.
• Conducted comprehensive investigations and made recommendations for corrective action regarding various disciplinary concerns, decreasing employee complaints.
• Assisted supervisors with employee progressive discipline ensuring accuracy of corrective action forms in compliance with company policies.
• Advise management and supervision on proper corrective action procedures; assists in facilitation of employee corrective action.
• Provided guidance to managers in their handling of employee relations situations such as discipline/corrective actions and termination.
• Conducted weekly safety tours with upper management and identified potential safety hazards and implemented corrective action plans.
• Review corrective action and support managers and supervisors in delivering and addressing employee performance and behaviors.
• Handle internal investigations; prepare written case summaries and provide decisions and recommendations for corrective action.

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• Recommended & implemented personnel policies / procedures; recommend new approaches and procedures to effect continual improvement with company's efficiency.
• Researched, developed and implemented new personnel policies * Assumed the duties of Safety Coordinator and developed and distributed safety orientations.
• Coordinate termination process to include adherence to all applicable laws and process documentation in accordance with personnel policies and procedures.
• Administered various human resources plans and benefit administration for all company personnel; developed and implemented personnel policies and procedures.
• Developed personnel policies/procedures; provided employee updates regarding company policies, procedures, benefit, and compensation/ payroll issues.
• Interpreted and explained personnel policies, applied policies to specific situations, recommended or initiated personnel action.
• Designed training sessions for newly promoted department leaders on employee performance review process and hospital personnel policies.
• Administered and trained on company policies, established and implemented safety and personnel policies including disciplinary producers.
• Conferred with senior management to assist in the development and implementation of personnel policies or procedures.
• Participate with HR management in addressing and resolving issues involving company hiring and related personnel policies.
• Established Progressive Disciplinary policy and procedures and personnel policies to improve the efficiency of company departments.
• Administer personnel policies and procedures to improve efficiency of the company and department service performance.
• Advised and assists business/line managers on interpretation and administration of Personnel policies and programs.
• Coordinated and provided training to all managers and supervisors on personnel policies and procedures.
• Administer and communicate personnel policies and procedures to departmental employees and management teams.
• Answer questions and advises managers regarding basic interpretation of personnel policies and procedures.
• Prepared and delivered written/oral communications on personnel policies, compensation and benefits information.
• Design and administer corporate personnel policies and procedures across multiple locations and countries.
• Answered questions, and proactively disseminated information, concerning personnel policies and procedures.
• Provide expertise and assistance to develop and implement personnel policies and procedures.

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• Evaluated compensation and organizational development employment verifications.
• Addressed outside inquiries such as unemployment claims and employment verifications; managed requests for temporary employees through temporary staffing agencies.
• Answer routine internal and external inquiries regarding employment verifications and established company policies, rules and safety.
• Related benefit information to employees, processed employment verifications and provided support on employee relations issues.
• Screen resumes/applications for potential candidates, conduct employment verifications, verify references and criminal background records.
• Maintain documentation relating to personnel activities such as grievances, performance evaluations, and employment verifications.
• Complete employment verifications and letters of employments; Maintain company organization charts and employee directory.
• Administered personnel assessments, employment verifications, reference checks, and updated HR information system.
• Prepare and process all new hire paperwork including preparation of personnel files and employment verifications.
• Managed on boarding process, conducted employee references/ employment verifications and verified licenses for nurses.
• Process inquiries such as employment verifications, unemployment claims and other general employment inquiries.
• Prepared all new hired paperwork, conducted orientations, checked references and employment verifications.
• Maintain employee records, submit paperwork regarding unemployment, garnishments and employment verifications.
• Responded to unemployment inquiries, compensation audits, and employment verifications as needed.
• Responded to unemployment verifications, participated in fact-finding interviews and appeals when necessary.
• Conducted exit interviews and processed requests for employment verifications/references on former employees.
• Facilitated new hire orientation, exit interviews, and conducted employment verifications.
• Complete all employment verifications in accordance with the Neutral Reference Policy.
• Interviewed and made offers to qualified applicants after conducting employment verifications.
• Processed background checks and employment verifications and facilitated new employee orientation.

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• Awarded Our Best outstanding achievement for collaboration on delivery of KRONOS training at another business unit.
• Developed and facilitated training for new managers and supervisors with specific focus on the KRONOS system and Academy policy and procedures.
• Process Payroll with KRONOS Software in accordance with local and federal laws Prepare and transmit direct deposit files by deadline.
• Assisted management team with inquiries regarding employee relations, KRONOS timekeeping, and general questions related to office operations.
• Maintain data and generate reports as needed using Microsoft Office suite, People Soft, Access and KRONOS.
• Owned Payroll process - Weekly Payroll for over 200 employees using KRONOS timekeeping system and PeopleSoft payroll.
• Managed and maintained the implementation, and maintenance of KRONOS HRIS systems and KRONOS Timekeeper.
• Audited payroll entry for more than 500 employees at two major locations using KRONOS software.
• Assisted with the planning and implementation of KRONOS the organization's HRIS system.
• Process payroll entries/adjustment, KRONOS timekeeping and benefits/leave activities for staff and faculty.
• Implemented KRONOS timekeeping and associated procedures for all non-exempt employees.
• Maintain timekeeping data in KRONOS for the Operations client group.
• Generate weekly Payroll for 500 employees through KRONOS timekeeping system.
• Performed routine update of employee data in HRMS and KRONOS.
• Monitored KRONOS for employee records accuracy and manager sign offs.
• Audit, input and update KRONOS time keeping system.
• Experience working with the KRONOS workforce management system.
• Implemented and used a KRONOS timekeeping system.
• Hire new employees into KRONOS HR system.
• Use of KRONOS time keeping.

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• Ensured legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records.
• Interviewed and screened candidates and made recommendations to hiring managers while ensuring legal compliance of state and governmental regulations.
• Position emphasis: organization development and change management, recruiting and talent development, employee relations and legal compliance.
• Planned and implemented human resource management activities to maximize strategic initiatives, growth plans, continuity and legal compliance.
• Consulted management regarding incentive programs, legal compliance, progressive discipline, performance improvement plans and policy administration.
• Updated and revised company policies and procedures and implemented strategies for regulatory audits to ensure legal compliance.
• Incorporated continuous improvements in quality of operations delivering exemplary customer service and ensuring legal compliance.
• Trained various levels of management in legal compliance, policy interpretation and discipline procedures.
• Provided extensive HR management and legal compliance training/coaching staff and members of management.
• Trained management on legal compliance applicable to human resource federal and state requirements.
• Advised on progressive discipline and terminations and ensured consistency and legal compliance.
• Conducted internal audit on various personnel related practices to ensure legal compliance.
• Lead investigations and managed communications to ensure anonymity and legal compliance.
• Managed employee relations to ensure legal compliance while maintaining business requirements.
• Processed all appropriate documentation, ensuring company remained in legal compliance.
• Coordinate and enforce human resource related requirements to ensure legal compliance.
• Identify and develop solutions that ensure legal compliance and consistency.
• Generated and reviewed monthly applicant tracking reports for legal compliance.
• Monitor applicable human resource related requirements to ensure legal compliance.
• Maintained legal compliance issues and recommended improvements as needed.

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• Performed FLSA audit for new classifications, recommended adjustments to bring classifications into compliance and communicated changes to affected employees.
• Processed employee-related information including garnishments, benefit deductions, time-off requests and approve payroll registry in compliance with FLSA.
• Delivered executive management training, established protocols for promotions and career path development and completed FLSA audit.
• Wrote/analyzed/edited job descriptions in accordance with FLSA guidelines and in support of Company Compensation Program.
• Initiated company-wide audit resulting in the reclassification of several positions to ensure FLSA compliance.
• Determined FLSA classification and worked closely with managers to prepare detailed job descriptions.
• Conduct periodic FLSA audits throughout property to ensure that positions are classified appropriately.
• Contributed in special projects which included FLSA classifications and performance management.
• Review job descriptions and recommend FLSA classification according to federal guidelines.
• Developed job descriptions, determined FLSA classification and compensation ranges.
• Conducted FLSA analyses to determined exemption status of positions.
• Developed and facilitated FLSA training to management.
• Conducted FLSA analysis to determine exemption status.
• Analyzed jobs and determined FLSA classifications.
• Advised managers on organizational policy matters such as EEO/AAP, harassment free workplace, FLSA, GINA, ADA and FMLA.
• Partner with business managers and in-house legal for advanced FMLA, ADA, and FLSA issues including mediation and dispute resolution.
• Provide ongoing training on Employee Relations, FMLA/ADAAA/FLSA policies as well as ever changing federal/state/local regulation/laws providing technical support as needed.
• Prepare job descriptions and documentation, and utilize the corporate job evaluation systems, conduct job analysis and performed FLSA audit.
• Work with the Legal department on a number of employment issues such as FLSA cases and reduction in force risk analysis.
• Take the lead to assure compliance to regulatory agencies such as EEOC, FLSA, OSHA, and Affirmative Action.

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• Administered benefit enrollments, coordinated employee communications, and ensured accurate input of enrollment and status change information to payroll system.
• Discovered numerous discrepancies with new payroll system and successfully implemented necessary changes for system to operate proficiently within a one-week period.
• Administer insurance programs including initial enrollment, setting up deductions in the payroll system and assisting employees with coverage/benefit questions.
• Established security access to payroll systems while maintaining confidentiality of proprietary information and protecting company assets.
• Managed all payroll activities; payroll preparation/processing, voluntary/involuntary deductions, and payroll system maintenance.
• Maintained HRIS/Payroll system transactions and audit data for accuracy and consistency.
• Performed new hire orientation, reference checks, background checks, entered new employees into M3 (ADP) payroll system.
• Implemented new technician payroll systems, reducing staffing turnover from 20% in 2000 to less than 5% in 2003.
• Dovetailed human resource and payroll functions to ensure accurate and timely processing of all employee transactions in HRIS and payroll systems.
• Managed the payroll process (enter, audit and correct time entry in the payroll system) and maintain payroll files.
• Recruited to assist with open enrollment, operate with ADP payroll systems, and add additional support to conduct employee interviews.
• Prepare reports for headcount, attendance and productivity in addition to maintaining the payroll systems and security clearance for all employees.
• Used the COP Payroll system (MOIS-PRO) to verify employee eligibility longevity service for employee training and retirement planning seminars.
• Provide support in the processing of Human Resources transactions in the Human Resources Compensation Management payroll system (HRCMS).
• Established new employees on the payroll system, conducted benefit presentations and conducted tours of the bank for new employees.
• Managed the human resource management, time and attendance, and payroll systems for international as well as US employees.
• Assisted in ensuring all new/rehired employees were entered in the HRIS/payroll system and updated with job and personal information changes.
• Entered third-party sick pay through payroll systems and verified amounts with third-party administrator at end of year for W-2 inclusion.
• Audit and monitor all benefit deductions, salary changes, and employee personnel changes in HRIS & payroll system.
• Streamlined vacation reporting process and worked with corporate payroll to make sure information in the payroll system is accurate.

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• Assist department in employee document tracking, filing and file maintenance to ensure compliance with regulatory and departmental policy and eligibility.
• Facilitated training and conducted audit on candidate interview process to ensure compliance with all applicable laws and strengthen management interviewing skills.
• Plan modification of existing benefits programs, utilizing knowledge of laws concerning employee insurance coverage to ensure compliance with legal requirements.
• Researched legal requirements affecting human resources functions and made recommendations to management regarding updating policies and procedures to ensure compliance.
• Created and implemented diversity initiatives to foster a positive work environment and ensure compliance with all discrimination and EEOC regulations.
• Implemented an Applicant Tracking System to ensure compliance with all legal and regulatory requirements regarding employment and workforce management.
• Facilitated disciplinary process by interpreting policies and procedures for managers to ensure compliance with company and employment law guidelines.
• Act as a liaison with liability insurance broker to ensure compliance with insurance requirements and order necessary insurance certificates.
• Created and revised existing job descriptions to ensure compliance including physical requirements, work environment and qualification data.
• Monitored the changing regulatory environment developing recommendations to the business to ensure compliance with applicable laws and regulations.
• Developed CORI/SORI policy and procedure for company and successfully managed process to ensure compliance with Massachusetts law.
• Managed initiation of corporate accounts to ensure compliance of business travel and expense policy and streamlined process.
• Participated in organizational change discussions and decisions from a human capital consideration perspective and to ensure compliance.
• Manage and maintain performance appraisal system, monitor for consistency and ensure compliance with budgetary guidelines.
• Assisted in Coordinating and administering terminations with Corporate Managers to ensure compliance with Company policies.
• Develop training presentations for managers and supervisors and oversee LOA program administration to ensure compliance.
• Assisted in developing effective progress mechanism to ensure compliance with program regulations and procedures.
• Developed relationships with external auditors to ensure compliance with state and federal agencies guidelines.
• Coached and advise supervisors on administering disciplinary actions and ensure compliance with company guidelines.
• Provided interpretation, clarification, implementation guidance, and enforcement to ensure compliance.

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• Completed Affirmative Action Plans including workforce analysis, identification of adverse impact, and calculation of goals based on availability statistics.
• Consult annual employee engagement survey results to identify areas of improvement and develop robust action plans to facilitate positive change.
• Ensured compliance with annual affirmative action plans and maintained and developed partnerships to identify and recruit qualified minorities and females.
• Conducted on-board orientations and exit interviews; coached management on corrective action plans; tracked therapists in-services requirements and certifications.
• Provided executive assistance to the President and General Manager in designing action plans and developing company policies and procedures.
• Filled EEO reports annually and co-develops Affirmative Action plans annually using technology available reducing manual process and saving time.
• Developed and implemented individual corrective action plans on performance that provided tools for employee's improvement and development.
• Partner with department managers to identify skill gaps and document individual developmental action plans with employee participation.
• Counseled management and staff on performance related issues and developed and documented action plans as necessary.
• Partnered with client groups to deliver results, identify opportunity areas and effectively implement action plans.
• Aided company leadership with policy interpretation, solution recommendation and suggest course of action plans.
• Assisted in documenting and delivering Performance Management pieces along with disciplinary action plans with Managers.
• Complete required reports/logs and associated documentation required for compliance and completion of Affirmative Action Plans.
• Identify HR implications related to business strategies and assist in developing relevant action plans.
• Identified areas for compensation improvement, and provided detailed recommendations and action plans.
• Identified areas of opportunity and develop action plans for improved employee performance.
• Ensured proper documentation for counseling sessions, corrective action plans and terminations.
• Promoted for strengths in identifying process improvement opportunities and developing action plans.
• Received recognition for improving operational goals by developing and implementing action plans.
• Devised questions for investigative interviews and developed action plans for questioning witnesses.

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