- Provide administrative support for local site HR processes and assist the HR Business Partner with basic HR reporting, including: o Running reports from HR systems to provide accurate and timely data to HR Business Partners in areas such as hiring, attrition, diversity, open positions, etc. o Supporting HRBPs with annual cycles and special projects such as job architecture, data maintenance, AIP assignments, succession planning, talent development, etc. o Supporting HR related processes and carrying out critical transactions in various HR systems including creating positions, processing reorganizations/hires/promotions, position/data/compensation changes, termination support for managers, approval triage for HRBPs, etc. o Escalating issues to the relevant HRBP that require additional support (performance management, career development, employee relations, etc.) o Supporting additional HR responsibilities as needed to assist in HR service delivery, and ultimately improving the employee and manager experience- Support employee and manager incidents as well as answer questions regarding payroll, benefits, and other HR related questions- Provides proactive healthcare, retirement and miscellaneous benefit education, especially around open enrollment, life change events and other benefit and/or vendor changes- Supports lifecycle administration, including: o Scheduling interviews, assisting with job fairs, job bidding processes and other Talent Acquisition administrative tasks o Onboarding administration o Offboarding administration o Supports the procurement of temporary or contract staff, as needed- Supports employee event planning and execution

- Responsible for end-to-end, full life cycle recruitment for Investment Management, Real Estate Development, and Construction.- Support diversity, equity, and inclusion (DEI) initiatives by attracting top diverse talent through intentional sourcing channels.- Build meaningful relationships and create talent networks of passive candidates and active applicants to meet workforce needs now and in the future through LinkedIn, Indeed, Applicant Tracking Systems, Human Resource Information Systems, and Microsoft Office tools.- Provide excellent candidate experiences through transparent communication during the interview and selection processes.- Establish, develop, implement, and maintain departmental recruiting strategies by: - Meeting with hiring managers regularly as a trusted and knowledgeable talent advisor to qualify positions, create accurate job descriptions, and understand a role’s business impact. - Creating templates for interview guides, phone screens, and offer letters for all positions within each business unit. - Training and informing hiring managers regarding employment law, hiring trends, benefits, and compensation.- Assist in the design, review, and testing of a new HRIS system that increases efficiency and data accuracy for 1,300+ employees.

- Managed the complete recruitment life cycle and placed 500+ job seekers quarterly by conducting effective and efficient interviews.- Discussed hiring needs and reduced time to fill with multiple manufacturing clients with up to 300 associates assigned.- Met and exceeded quarterly stretch goals by identifying 25+ new and returning clients and/or job orders to offer a wide selection of job opportunities to associates and generating multi-millions of dollars in business revenue year over year.- Formulated cost-effective incentive programs including referral programs and tiered award structures to increase associate satisfaction.- Remained effective and profitable during the COVID-19 shutdown as well as during supply chain issues and employee shortages.- Shared associate feedback and collaborated with clients to help increase retention by improving and promoting employee engagement.

- Sourced specialized talent, including electrical engineers and accountants, through various social media and recruiting platforms.- Reviewed applicants, interviewed candidates, and assisted hiring managers with final hiring decisions for their department.- Strategized and collaborated with the HR team to create national brand awareness to increase employee retention and recruiting efforts.- Restructured and managed all pre-employment assessments for prospective field management candidates.- Established and maintained a comprehensive campus recruiting program that led to repeat internships and filled entry level roles.- Efficiently managed new hire paperwork and onboarding processes including background checks and drug screens.- Created and managed training schedules, programs, and curriculum to ensure constant learning and development for 700+ employees.

- Prepared monthly expense reports and created purchase orders of materials for 25+ Power Delivery project management engineers.- Scheduled and hosted project meetings during each phase of construction from kick-off to final completion and close-out.- Created weekly updates for all projects, including financial status and construction schedule, for the President and CEO.- Planned and hosted annual safety meetings and engineering conferences for 250+ employees, cooperative members, and vendors.