Strategic HR Leadership: Provide strategic direction and leadership in HR initiatives, aligning them with organizational goals and long-term vision; collaborate with senior executives and the C-suite to understand business challenges and influence decision-making• Organizational Development and Effectiveness: Lead initiatives to enhance organizational culture, employee engagement, and overall effectiveness; design and implement programs to improve employee morale, retention, and productivity• Executive-Level Engagement: Engage with top executives to provide strategic HR advice and insights; participate in high-level meetings and discussions about organizational direction and structure• Mentorship and Development: Mentor and coach other HR professionals within the organization to support their career growth and development; provide guidance and expertise to junior HR staff on complex HR issueso Provided Employee Relations support, policies/procedures development/updateo Mentored/coached HR professionals within the organization supporting their career growth/developmento Provided guidance/expertise to junior HR staff on complex issues (e.g., FMLA/ADA/Leave/Termination/Coaching)• Cross-Functional Collaboration: Collaborate with departments beyond HR to ensure HR initiatives are integrated with broader organizational objectives; lead cross-functional teams or projects that require HR expertise and input• Innovation and Thought Leadership: Stay abreast of HR trends and best practices, bringing innovative ideas and solutions to the organization; lead or contribute to HR projects aimed at implementing new technologies or methodologies to enhance HR service delivery• Strategic HR Metrics and Analytics: Utilize HR metrics and analytics to measure the impact of HR initiatives on business outcomes; develop key performance indicators (KPIs) and dashboards to track HR and organizational performance

• Provides strategic HR consultation: Provide advice/guidance to leaders/managers on various HR matters aligning HR initiatives with business goals, developing HR strategies, providing insights improving performance• Talent management/acquisition: Collaborate with hiring managers identifying workforce needs, developing job descriptions/recruitment strategies, conducting interviews, facilitating selection/onboarding of new employees• Employee relations/performance management: Address workplace conflicts, investigate complaints, recommend appropriate actions to maintain a positive work environment; contribute to performance management initiatives providing coaching/feedback, developing employee development plans• Change management: Facilitate change management processes, communicate with employees, develop change management plans, provide support/resources through transition• HR policy development/compliance: Develop HR policies/procedures aligning to legal requirements/best practices; review/update existing policies ensuring compliance with employment laws/regulations, provide guidance on HR-related legal issues (e.g., employee classification, discrimination, harassment prevention)

• Manage employee relations/engagement/change management thru employee engagement/hands-on conflict resolution and communication• Trusted advisor to managers/leadership/safety teams driving culture/engagement changes• Conduct confidential investigations producing corrective action recommendations to management• Collaborate with managers in performance management/corrective improvement plans• Continuous engagement with managers determining HR needs/coaching• Collaborate with compensation committee re: pay/promotion recommendations• Develop training materials as-needed to address gaps/update skills• Collaborate to create onboarding plans/HR orientation of new staff

• Collaborated with leadership providing ad hoc reporting/dashboard requests• Review/recommend base/increase in salary ranges by job title, market level, and pay grade• Provided HR policy guidance/interpretation (e.g., hiring, compensation, performance management, benefits)• Responded to employee inquiries (e.g., policies, processes, systems, employee data)• Researched/analyzed/recommended changes based on market trends (e.g., compensation, benefits, recruiting)• Assured HRIS data integrity (e.g., routine audits, communicate/correcting data discrepancies)• Created comprehensive Excel spreadsheet/formula/lookups analyzing employment data• Reconciled insurance billing (e.g., accuracy, payroll deductions, premium payments)• Coordinated Leave of Absence with third party vendor

• Assisted with HRIS software conversion (ADP to UKG)• Managed HRIS system, data, data accuracy• Analyzed HR data/patterns driving data-driven decisions improving HR business processes• Identified/resolved issues during implementation/data management/system functionality• Managed assigned project phases overseeing implementation processes, planning, organizing• Drew on knowledge/expertise in HR data privacy laws/regulations/compliance to apply to HR system/employee data management• Posted open job vacancies to company website

• Served as HR Employee liaison/support (e.g., policies, leaves of absence, unemployment claims)• Conducted/analyzed employee survey data; summarized retention results• Streamlined/facilitated onboarding process/incorporated/reflected company culture• Analyzed/reported gaps in supervisor/management training; developed/coordinated training/development• Provided guidance/coaching to employees/management (e.g., employee relations issues, training/development)• Attended/participated in employee disciplinary meetings, terminations, investigations• Implemented company wide recognition/appreciation programs• Developed opportunities for employee advancement/career paths• Recommended solution for management communication/transparency with employees

• Developed/facilitated new/current employee training re: membership benefits/guidelines• Conducted employee coaching/performance action plan development• SME: employee billing questions; collaborated/implemented resolutions; collected premiums within grace period, determined root cause/recommended solution of recurring issues• Analyzed new enrollment documentation; determined enrollment validity ensuring submissions completed• Reviewed existing policies/procedures; identified areas of improvement and/or non-compliance; recommended changes; implemented updates• Established customer relationships/communication; monitored calls/provided metrics; led 1:1 in individual sessions/department meetings• Partnered with state-based exchange/Federally Facilitated Marketplace (FFM) resolving enrollment/premium/APTC/CSR issues resulting in high number of daily enrollments

• SME: Employee benefits (e.g., group medical, dental, vision, 401k, HSA, ancillary benefit plans)• Conducted employee onboarding/new hire orientation; organized training/development• Completed new hire/terminations (e.g., payroll, benefits, paperwork, worker comp, COBRA, unemployment)• Served as first point of contact for employee inquiries regarding policies, benefits, processes, systems, employee data, and other related topics• Facilitated personalized managers’ coaching• Gathered/analyzed HR data (e.g., time to hire/turnover rates)