Support technical staff at 16 Amazon sites throughout NevadaMaintain work structure by updating job requirements and job descriptions for all positionsSchedule management conferences with employees; hearing and resolving employee grievancesEnsure legal compliance by monitoring and implementing applicable HR federal and state requirementsMaintain management guidelines by preparing, updating, and recommending HR policies and proceduresMaintain historical human resource records by keeping past and current records.Conduct periodic audits of employee resources to ensure accuracyCompliance with ELS safety program policies and procedures in contractsReview, coordinate, and assist in processing Employee Performance EvaluationsEnsures planning, monitoring, and appraisal of employee work results by training managers to coach and disciplineemployees

Responding to questions or complaints, mediating conflicts, and coaching and counseling to improve relationship and performanceDevise performance, talent, and development initiatives, change management, and employee relations to leadership and teamsEnhance investigations and resolve Team Member Relations issues, conducting exit interviews, responding to unemployment claims, and spending significant time on the casino floor promoting and providing one on one contact with Team MembersForecasted and reported risk levels for property interviews, onboarding, and training key personnel

Created investigations and Integrated Team Member Relations issues. Communicate effective HR business partnership knowledge while working within employment law, compliance, culture development, and talent strategyChampioned and ensured consistent policy application, responding to questions or complaints, mediating conflicts, and coaching and counseling to improve relationship and performanceSpearheaded recruiters to engage all new hires

Functioned as an impartial trier of fact in formal proceedings requiring a decision on the record after the opportunity for a hearing.Presided at legal proceedings required by statuteChampioned preliminary motions, conduct pre-hearing conferences, issue subpoenas, conduct hearings (which include written, oral testimony and cross-examination), review briefs, and prepare and issue decisions, along with written findings of fact and conclusions of law.Considered issues and remain knowledgeable regarding Equal Employment Opportunity Commission (EEOC) issues such as Title VII and ADA.

Served as the main point of contact for assigned clients, fostering positive relationships and ensuring a deep understanding of each client’s business needs and goals.Coordinated with internal teams to ensure client needs are met and services are aligned with client expectations.Provide clients with regular reports, updates, and data driven insights to help them make informed decisions.Identify opportunities to expand the scope of services with existing clients.Prepare and present periodic reviews to clients, highlighting service performance, key metrics, and potential areas for additional support.Address any client concerns or escalations, working with internal teams to resolve issues swiftly and professionally.

Lead the full employment cycle, including recruiting, onboarding, and retention strategies.Collaborate with leadership to develop workforce plans and address staffing needs.Manage succession planning and career development programs.Act as a trusted advisor to employees and managers, providing guidance on HR-related issues.Mediate conflicts and facilitate resolutions that align with company values.Promote a culture of inclusion, respect, and teamwork.Develop and administer performance evaluation processes.Support managers in addressing performance issues and implementing improvement plans.Identify training needs and coordinate employee development programs.Deliver workshops and training sessions on HR topics such as compliance, leadership, and workplace culture.Ensure compliance with federal, state, and local labor laws and regulations, including FMLA, ADA, and EEO.Oversee HR systems, records management, and reporting.Monitor and manage call center attendance policies and time-off tracking.Administer compensation programs and employee benefits plans.Partner with the corporate HR team to evaluate and recommend enhancements to benefits offerings.Champion initiatives that support DEI goals, fostering an inclusive workplace environment.Engage employees in DEI activities and track progress on company objectives.Oversee workplace safety initiatives and wellness programs to enhance employee well-being.Manage workers' compensation claims and ensure safe work practices.

Develop and oversee recruitment strategies to attract top talent for call center roles.Lead the onboarding process to ensure new employees are well-integrated and productive.Create and maintain talent pipelines to meet future hiring needs.Act as a trusted advisor and mediator for employee relations issues.Implement initiatives to boost employee morale and engagement, promoting a positive and productive work environment.Conduct investigations and recommend solutions to resolve workplace conflicts.Identify training needs and oversee the development and execution of training programs.Partner with managers to create career development plans and succession strategies.Promote leadership development programs for high-potential employees.Manage the administration of employee compensation, benefits, and reward programs.Monitor market trends to ensure competitive and equitable pay practices.Partner with the corporate HR team to review and implement benefits packages.Ensure compliance with federal, state, and local employment laws and regulations.Update and enforce HR policies and procedures aligned with AOL’s values and legal requirements.Maintain accurate employee records and HR systems.Provide HR support tailored to the unique needs of a call center environment, including managing high turnover and coaching employees under performance metrics.Partner with call center leadership to optimize workforce planning and scheduling.

Guide and manage the overall provision of Human Resources services, policies, and programs for the entire company. I directed recruiting and staffing, organizational and space planning, performance management and improvement systems, organization development, employment and compliance to regulatory concerns, employee orientation, development, and training, policy development, and documentation, employee relations, a company employee and community communication, compensation, and benefits administration, employee safety, welfare, wellness and health, and employee services and counseling. My primary objectives were the workforce’s safety, development of a superior team, growth of the Human Resources department, development of an employee-oriented company culture that emphasizes quality, continuous improvement, high performance, and ongoing personal development.