Conducts weekly meetings with respective business units.Consults with line management, providing HR guidance when appropriate.Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.Provides HR policy guidance and interpretation.Develops contract terms for new hires, promotions and transfers.Assists international employees with expatriate assignments and related HR matters.Provides guidance and input on business unit restructures, workforce planning and succession planning.Identifies training needs for business units and individual executive coaching needs.Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.Performs other related duties as assigned.

Responsibilities:• Partner with Senior Leadership at the site on strategic planning.• Lead, develop and manage the local Talent team • Provide expert and objective advice, coaching, and counsel to leaders and employees on talent programs, policy, and procedures, employment/labor laws, conflict resolution, change management, and organizational development while effectively mitigating business and company risk.• Superuser of data to identify trends, provide insights and make recommendations to stakeholders and cross-functional partners in order to develop solutions that improve business results - includes claims, complaints, engagement, turnover, attendance, leaves, productivity metrics.• Drive and implement employee engagement initiatives at your site in conjunction with site leaders and assess the impact of all programs and events.• Lead complex employee relation investigations including harassment and ethics complaints, working with leaders to resolve issues.• Work cross-functionally to drive department-specific projects and initiatives.• Drives the site-specific Talent strategy in order to maintain an independent workforce.• Act as COVID Law as it pertains to the employee population. • Performs other related duties as assigned.

• Aid applicants with the hiring process, and ensure completion of each step, including pre-employment screening, interviewing, job offer, licensure, reference checks, and screenings• Impart guidance to management concerning personnel decisions • Orchestrate local recruitment activities such as the pre-screening of applicants and outreach to current and former employees regarding available opportunities• Responsible for maintaining up-to-date employment records (personnel, medical/confidential, I-9, WOTC)• Finalize data entry in required employment, payroll and scheduling systems• Synchronize required training, screenings and certification completions • Ascertain compliance with Federal, State, & Company requirements, including initial and annual compliance, and company-specific mandates• Mediate employee relations and disputes • Administer suspicion of use screenings

• Facilitated applicants with the hiring process and confirmed completion of each step of the onboarding process• Functioned as face-to-face applicant support at the branch level• Governed local recruitment activity, including pre-screening applicants and providing outreach to current and former employees regarding available opportunities• Exemplified the local branch in job fairs, hiring events, and local staffing initiatives• Provided up-to-date maintenance of employment records (personnel, medical/confidential, I-9, WOTC)• Accomplished data entry in required employment, payroll and scheduling systems such as ADP Enterprise, Point of Care, and Cornerstone• Organized required training, screenings and certification completions • Confirmed compliance with Federal, State, & Company requirements• Held periodic and scheduled audits of employee files• Enacted suspicion of use screening, and assisted with onsite drug and alcohol testing

• Assists applicants with the hiring process and ensures completion of each step on the road to employment• Acts as face-to-face applicant support at the branch level• Conducts local recruitment activity including pre-screening applicants and outreach to current and former employees regarding available opportunities• Represents the local branch in Job Fairs/Hiring Events/Local Staffing Initiatives• Maintains up-to-date employment records (personnel, medical/confidential, I-9, WOTC, etc.)• Completes data entry in required employment, payroll and scheduling systems • Coordinates required training, screenings and certification completions • Ensures compliance with Federal, State, & Company requirements (initial and annual compliance, Company-specific mandates)• Conducts periodic/scheduled audits of employee files• Other duties as assigned

• Responsible for aspects of human resources management: hiring, training, some terminations • Ensure all employees obtain and maintain the necessary occupational licensing. • Keep the company up-to-date with current labor laws and changing industry trends through regular research and conference attendance.• Advertise new position openings across multiple platforms and media outlets in order to attract top talent. • Develop the company’s HR Department and successfully implemented HR company policies and procedures to improve overall employee retention and productivity• Develop improved hiring practices, HR orientations, and centralized all HR issues/matters.• Partner with Managers/Directors and Leaders to develop fair evaluations and improve employee morale, thus increasing retention by over 30%• Develop a strategic leadership development plan to transition a site leadership team that was excessively reactive and task driven to a balanced team which is able to better manage the current and future challenges of the organization• Structured and implemented programs and policies in the areas of training, compensation structures, benefits packages, incentives and new-employee orientation.• Fostered a teamwork/open-door environment conducive to positive dialogue across the organization. Personal efforts were cited as the driving force behind branch’s employee-retention rate of 92% within an industry where high turnover is the norm.

• Certified all employees obtained and maintained necessary occupational licensing • Tasked with keeping the company up-to-date with current labor laws and changing industry trends via regular research and conference attendance.• Oversaw the company’s social media presence across multiple platforms, developing content, ensuring regular and consistent posts.• Originated a strategic leadership development plan to transition a site leadership team that was excessively reactive and task-driven to a balanced team able to better manage the current and future challenges of the organization• Nurtured a teamwork and open-door environment conducive to positive dialogue across the organization; personal efforts were cited as the driving force behind branch’s employee-retention rate of 92% within an industry where high turnover is the norm