• Align and implement HR strategies to improve the overall business and operations of the company • Manage the recruitment and talent acquisition process, onboarding and partnering with external recruitment firms to interview, select, and hire talent for multiple departments at the company • Support current and future business needs through development, engagement, motivation and the preservation of human capital management with knowledge sharing, training and on the job consultation • Oversee the employees and the equipment they operate to ensure productivity, efficiency, and collaboration while strategically performing their duties within OSHA regulations and guidelines • Bridge management and employee relations by addressing demands, grievances, and other issues• Design, plan, and implement human resources programs to address issues relating to COVID and other illnesses that may impact the work environment and the reputation of the company• Develop reports for team leaders and operation managers to determine employee performance and training, to create internal development opportunities for employees and manage company growth• Manage best practices, regulatory changes, employee relations and workman compensation issues as needed

• Develop and monitor overall HR strategies, systems, policies, and procedures• Manage relationships with internal and external stakeholders in a professional, helpful, and courteous manner• Manage and oversee the talent acquisition process, which includes full life cycle recruitment, HRIS transactions, and onboarding. Partner with hiring managers to support the interview, selection, and offer process. Responsible for managing the day-to-day HR related transactions and routinely auditing the HR data• Serves on cross-functional teams and undertakes special projects related to the HR department• Assist in conducting job analysis, classifying roles, and supporting the compensation initiatives• Support employee benefit plan initiatives including health and welfare, retirement, wellness, FMLA, COBRA, ACA, and workers’ compensation• Manage Leave of Absence process for all employee classifications• Responsible for implementing, managing, and updating the college’s HRIS, recruiting, onboarding, and performance management software• Design and analyze reports pertaining to HR data/metrics • Work with HR third-party vendors to troubleshoot issues, analyzes problems, and find technical solutions • Lead and coach direct reports. Responsible for assessing and monitoring the performance of direct reports• Build the capability of direct reports by providing continuous and constructive feedback

• Managed representatives within the HR department to ensure that leadership, direction, support, and communication elevates moral and workplace performance • Coordinated with Operation Managers and Regional Vice President for strategic planning • Disseminated, implement, and monitor corporate policies, programs and procedures in the areas of administration, training, compensation, compliance, and benefits to attract, retain, and motivate employees• Communicated direction for recruitment, performance evaluations, and succession planning• Overseen recording and maintenance of employee information, such as; personal data, tax data, attendance, performance reviews or evaluations, disciplinary actions, and terminations • Conducted and oversee employee issues, ER investigations, and administer plans for EEO/AA• Managed and coordinate with Benefits Manager and accommodation for FMLA, ADA, and Worker's Compensation case management, as necessary• Collaborated with managers and unions such as UGSOA and maintain functional knowledge of legal requirements to reduce legal risk and ensure regulatory compliance are up to company standards

• Developed organization strategies by identifying and researching human resources best practices and provide recommendations for strategic growth, direction, and achieve company objectives • Managed training and administrative functions, recruiting, drug testing, background screening, onboarding, staffing, employee recognition, leave of absence, workers' compensation, and unemployment claims• Worked with all levels of management to identify, analyze and solve concerns, create opportunities for continuous improvement, help manage new accounts, run reports for measuring, and analyzing results• Managed a contingent workforce and handle I-9 compliance, coaching, performance management, develop human resource operations, ongoing metrics for tracking, and data analysis• Created and delivered employee and Supervisor training including, New Hire Orientation, OSHA, EEOC, Management Skills, Company Policies, HR System Functionality and other training as necessary• Conducted employee relations investigations, report documentation, and consult with legal counsel when necessary• Ensured compliance with state licensing, client contractual obligations, and all other regulatory requirements

• Manage employee relation issues for internal staff, implement and interpret policies and operating practices• Continually assess programs and practices ensuring the organization is up to date and current with industry best practices • Coordinate employee leave benefits (e.g. FMLA, LTD, PDO, and Worker’s Compensation programs, unemployment reporting, etc.)• Serve as a consultant/advisor for branch and client services staff in the handling of ‘temporary division’s employee relations and legal issues including disciplinary action, interpreting company policy and procedures, conducting investigations and resolving employee complaints relating to sexual harassment, EEOC, etc.• Coach and counsel branch and client services staff on Human Resource policies and procedures to ensure consistency and minimum exposure to liability• Develop and maintain documentation and records in accordance to established company and policies, and collaborate with internal and external stakeholders• Monitor federal and state legislative changes, design and conduct HR trainings, participate in other HR special projects, and supervise identified HR staff positions

• Monitored and collaborated resources on Mass Data Capture, SharePoint, and HR reports to identify employee performance, promotions, staffing, compensation, benefits, and training opportunities • Improved HR efforts by analyzing confidential data, find relationships in excel, and developed and presented PowerPoint presentations to managers and directors to enhance our competitive advantage • Provided advice and tactical support in the areas of recruiting, processing applications, interviewing, on-boarding, employee relations, briefing management on vacancies and strategy for filling open positions• Developed methods for IT HR to allocate nominees for training, and career development • Participated in Human Capital review meetings to support, monitor implementation and effectiveness of actions throughout global IT HR • Managed reports to identify performance and potential HCP ratings, vet functional and regional documents and inputting data to improve HR global view of the company• Project lead for implementation and deployment of HCP succession planning, title promotions, department goals and target dates• Administered global agenda, write up minutes for meetings and schedule plans

• Provided Human Resource guidance to employees and managers on company’s policies and general employment issues both tactical and strategic; investigated and advised management in appropriate resolution of employee relations issues• Developed, coordinated and recommended changes for the improvement of workflow departmental programs and assigned areas• Collaborated with leadership teams in the development and execution of all HR initiatives and strategies, including organizational/individual development, talent management, staffing, performance management, employee relations and compensation• Coordinated recruitment efforts with hiring managers and the professional recruitment staff • Conducted needs assessments, developed management training curriculum and conducts training sessions on various Human Resource and management topics (i.e. sexual harassment, anti-harassment in the workplace, supervision 101, etc.)• Ensured applicable tracking, compliance and reporting of HR related issues as required by applicable federal and state laws and policies• Regularly assessed the training and developed needs of assigned departments staff and coordinated and/or delivered the necessary training to address the needs• Organized and developed deliverables to improve client communication with employees, reduce turn around on business deals, track company inventory and business performance • Provided strategic planning, support and ongoing education to the Field on how it can leverage the Company’s content assets across all relevant media, including social media, distribution channels• Organized and leveraged Job Boards in regurds to offerings branding, postings, profile pages, virtual career fairs, searches, training, list providing, advertising, special offers, etc.• Collaborated with Human Resources Departments and Managers to acquire and develop materials using SAP, uPerform and Lotus Notes to enhance customer service and return on investment

• Managed the organization, advertised and developed competence for building success • Supervised over 320 residents, coordinated the efforts of four Resident Advisors, directed the success of two Academic Community Programmers and twelve Hall Government Representatives • Conducted weekly staff meetings to identify issues, track deliverables, develop ideas, format new strategies and improve building operations• Managed administrative activities by scheduling training and employee development programs• Recruited on and off campus for open positions developing employee analysis skills• Scheduled, evaluated and conducted traditional and behavioral interviews• Managed medical, drug testing results and personal information audits• Documented, tracked and counseled residents with mental, physical and drug issues • Managed students in developing leadership skills and programmed educational and social events• Talented in communicating factual and procedural information clearly, orally and in writing• Handled both parent and student complaints and academic concerns• Managed contact information, maintained financial accounts, mailing lists, inventory and billing information• Skilled in developing a productive learning environment and programmed educational and social events • Received extensive training on crisis management, problems solving and building diversity

• Acted as internal consultant by analyzing and recommending solutions to human resources issues relating to assigned department and/or programs• Distributed, monitored and ensured employees Performance Appraisals are done in a timely manner • Conducted periodic audits of human resource activities to ensure compliance with policies and procedures• Responded to questions and/or requests by governmental agencies; may represent the company at hearings• Recruited for open positions and participated in employee placement developing employee analytical skills• Created job postings and employee offer letters to communicate with employees effectively in writing• Managed all new hire paperwork, I-9, background checks, drug screening and benefits enrollment documents• Prepared new hire packets and conducted new hire orientation to acknowledge employee payroll and organization resources • Tracked employee benefits, updates, changes and various reports to perform monthly audits using Org charts, FTE compilation and HRIS to improve company resources • Collaborated with contract workers, mailing companies, office suppliers and developed negotiation skills• Developed awareness of human resource and employee relation matters• Monitors hiring practices to ensure supervisors are selecting or rejecting applicants in conformance with legal requirements, particularly EEO, Affirmative Action, FLSA, Sanctioning guidelines and department policy• Served as a change agent/role model and provide leadership for rest of organization • Functioned as a technical resource, facilitator and leader in the process of identifying priorities, developing complementary compensation programs and facilitating implementation and management