• Partners with managers to provide guidance, establish, implement, and support business objectives• Employs a consultive approach in developing HR solutions that support achievement of business objectives • Partners with both operation and functional staff, effectively integrating HR plans as key elements of core business processes• Acts as a Company advocate, advancing corporate culture, while ensuring that employees are being supported and represented in a fair and consistent manner • Partners with managers to resolve complex employee relations issues• Coaches, counsels, and guides management on the execution of the performance management and disciplinary action processes • Coordinate workers compensation program • Maintains knowledge of legal requirements affecting human resources functions and ensures compliance• Acts as a positive change agent, identifying opportunities and leading process improvements• Provides leadership, direction and coaching in the performance management process, identifying and acting upon potential improvements. • Create, implement and continually evaluate talent management and succession planning processes. • Evaluate and drive remediation of workers comp claims at Company locations by designing and implementing strategies to reduce the volume and severity of claims. • Proactively connects with new employees in the business unit to discuss their onboarding experience, reinforce culture and values, and assist them in networking in their new organization. • Educates leaders on corporate HR policies to create understanding and consistency. • Meets with exiting employees to discuss and document core issues and provides feedback to their leadership, and suggestions to reduce turnover. • Works closely with leaders and employees to improve work relationships, build morale, increase productivity and engagement.

• Provide direction and problem solving support to managers on employee relations issues• Implement human resources programs by providing human resources services, including talent acquisition, staffing, employment processing, health benefits, training and development, records management, safety and health, employee relations and retention.• Review management disciplinary actions to ensure compliance with Company policies, state and federal fair employment laws. Assure that all employee discipline is done in a consistent and professional manner. • Manage employee Leave of Absences, Short-Term Disability, Long-Term Disability, FMLA requests, Workers Compensation issues, OSHA requirements and unemployment claims.• Conduct employee investigations• Administer employee policies, procedures and programs.• Coordinate workers compensation program, including issues relating to modified duty, and ADA.

(employed at DynCorp International (DI), DI was acquired by Amentum)• Benefits support for over 25k eligible employees, in over 36 countries worldwide• Facilitated Health Fair in 2 locations, 700+ employees and 25+ vendors in attendance• Developed and implemented new business service model for global benefits department• Participant in Six Sigma Green Belt Project for LOA Process Improvements• Annual Enrollment planning and communications• Manage Wellness Program and Added Benefits Program• Provide Human Resources quarterly training• POC for Enrollment Portal System file feeds and setup• Weekly Carrier file feed error reports• Update shared document website for Global Benefits Department• Audit and Troubleshoot EE issues• HR Representative Carrier system access requests• Life Insurance Claims Management – Domestic and International claims• Analyze/create/modify desktop procedures as required• Compile weekly/monthly/quarterly audits as needed• Special projects as needed (enrollment form hyperlinked spreadsheet, audits, organize shared document site, standard operating procedures, mass communications, improve and reformate file feed layout and process, etc.)HR Generalist Duties -- 10/09 to 07/12• POC for International HR staff in regards to benefits, payroll, tax, leaves and DBA• DBA Claims Management (international worker’s compensation)• Create and distribute benefit termination roster• Liaison between Risk Management and LOGCAP HR• Conduct high volume new hire orientations (max: 60ppl)• Administer Leave of Absence a (FMLA, Personal, Military)• Garnishment notifications• Input information into HR information system• Create and maintain HR files in accordance with Standard Operating Procedures (SOP)• Copy and distribute various reports and documentation• Create VOE and VOB letters as requested• Special projects as needed (Create HR desk reference, HR newsletter, flow charts, FAQs, reports etc.)

•Deliver New Hire Orientation, provide information on company history, benefits, and policies•Monitor return and process new hire paperwork•Compile New Hire and Exit Packets•Prepare offers of employment and coordinate receipt•Run background checks and drug screens•Post Job Openings on job boards, including Monster, and Internal Website•Conduct phone screens and introductory interviews•PeopleSoft HRMS data entry, includes keying all new hire data, employee pay and data changes, promotions, terminations, etc. •Bi-weekly audit of payroll information, calculate accruals and retroactive pay•Update and enhance HR home page for company’s intranet and “On-Boarding” website•Track LOA and FMLA•Track DHS verification•Responsible for some Employee Relations issues (First point of contact)•Provide benefit’s information to all levels of the company, includes name changes and major life event changes•Contact for Unemployment Claims•Assist with Outsourcing Arrangements

HR Administrative Assistant: January 2007-February 2007Recruiting Coordinator: February 2007-October 2007