Arielle G Email and Phone Number

In my role as the lead HR Business Partner (HRBP), I was responsible for a mission-critical business unit, and I worked closely with a diverse workforce of 5300 hourly and corporate employees spanning across 13 multistate locations. My key achievements and responsibilities included:Site Closure Leadership: I successfully led the closure of a site, overseeing all HR-related aspects, including notifications, severance packages, outplacement services, and legal compliance. My effective communication and management minimized disruption and ensured a smooth transition for impacted employees.Internal Recruitment Facilitation: I collaborated with the recruiting team to streamline the internal recruitment process. This involved scheduling interviews, administering the associate internal transfer portal, and creating candidate-centered hiring experiences.Employee Advocacy: I championed the employee's voice by leading regional monthly site visits. During these visits, I identified areas for improvement, celebrated successes, and addressed associate concerns. I collaborated with the larger HR organization to implement solutions based on these insights.Operational Efficiency and Employee Satisfaction: I provided HR guidance to site leadership, helping them achieve their operational objectives while minimizing engagement impacts. This approach resulted in improved operational efficiency and increased employee satisfaction.Compensation Management: I partnered with compensation and management teams to implement employee minimum wage raises across various site locations. I ensured compliance and effectively communicated changes to large employee populations, fostering transparency and understanding.My experience as the HRBP reflects my ability to manage complex HR scenarios, lead organizational transitions, conduct fair investigations, enhance recruitment processes, and advocate for employees. I am dedicated to driving positive outcomes for the business and its workforce.

In my previous role, I served as an HR Operations Manager responsible for overseeing a workforce of 1700 hourly employees across two sites. My key accomplishments and responsibilities included: Ensuring Efficient and Compliant Processes: I managed HR operations to guarantee the efficient and compliant functioning of the workforce.Data-Driven Decision Methodologies: I implemented data-driven decision-making methods, utilizing platforms such as Tableau and Peoplesoft to enhance business outcomes consistently.Employee Engagement Improvement: I analyzed and interpreted employee engagement data, providing actionable recommendations for immediate and long-term improvements. This led to a notable 7% increase in employee engagement.Partnership for Effective Leadership: I collaborated closely with onsite Area and Operations Management to promote effective leadership and management practices across the sites.Workforce Management Enhancement: I facilitated scheduling coordination with managers, leveraging data analysis to identify metric gaps, optimize schedules, and gain insights into attendance, attrition, engagement, and labor fill. This initiative resulted in improved workforce management and data-driven decision-making processes.HR Investigations and Conflict Resolution: I took a lead role in conducting several HR investigations and managed appeals, ensuring effective and efficient HR management and conflict resolution.Employee Support: I worked collaboratively with managers to address a wide range of HR-related inquiries, including those related to time, benefits, accommodations, and leaves of absence, ultimately contributing to effective HR management and heightened employee satisfaction.Overall, my experience in this role demonstrates my proficiency in HR operations, data-driven decision-making, employee engagement enhancement, and conflict resolution, which align w/ my commitment to achieving positive outcomes for organizations and their employees.

• Coordinated with the HR Manager, recruiters, and specialist to execute diversity recruitment, and talent acquisition initiatives.• Used HR software - SAP to manage payroll, employee benefits, leave of absences.• Partnered with HR manager on the recruitment process of administrative candidates for the Gastroenterology department.• Performed HR audits to reconcile billing errors, invoices, and discrepancies.• Prepared new hire orientation material for administrative staff.• Implemented a system that transitioned the timekeeping process to SharePoint, enhancing timesheet submissions by 75%.