• Reporting directly to CEO and managing 1 full time HR Assistant• Created updated New Hire Orientation• Manage all Talent Acquisition efforts; started with a backlog of 20 open roles and filled 15 within first 3 months • Created process improvements; moved status changes and onboarding from paper to our HRIS• Leave Management, LOA, STD, FLMA and Worker’s Compensation management• Oversee all OSHA requirements/postings• Manage Employee Performance review program; including counsel and coach people managers in performance feedback• Influence, coach, and counsel leaders on people related matters• Provide guidance and input on workforce planning, succession planning, compensation, promotions, lateral transfers• Updated workplace culture by communicating life events, creating a monthly newsletter, planning a Halloween event, and a food drive.

• Manage 2 full time HR staff and 1 summer HR intern.• Updated Onboarding program; conducted analysis of program and improved upon integrating employees into the CompTIA culture.• Managed employee engagement programs including, Wellness Committee, Onboarding Program, #kudoscorner(recognition), training programs, flexible work programs and engagement survey.• Implemented new Learning Management System with a successful launch, reviewing and launching compliance trainings from new LMS. • Implemented a “New Manager” training course after finding there were many first-time managers after a recent reorg. Training program had a 98% satisfaction rating from attendees.• Partnered with business leaders in assessing departmental needs need and providing expertise in recruitment and talent management.• Work on COVID-19 return to work procedures, create/code a form in HRIS for vaccination records to be stored, work in new hoteling software to re-arrange desk/office allocations for return to office. • Continue to work leading DEI committee for Recruitment and Advancement efforts and partner with a DEI consultant to provide CompTIA with expert guidance on our efforts. • Submitted applications to Best Places to Work and Chicago Tribune Top Workplaces annually where CompTIA was a winner each year.

• Continue with the Specialist and Manager duties listed below as it is a 2 person HR team.• Implemented Ceridian Dayforce HRIS for HR system of record, recruiting, onboarding, payroll, benefits, performance, and compensation. o Implementation: Took a strategic look at current practices and processes across all areas of HR and payroll and made impactful changes to benefit the organization. o Recruiting: Manage requisition, postings, sourcing, interviewing, and offer process for all positions under Director level. Total staff increased 78% from 2012-2019 with 68 new hires in first 3 quarters of 2019.o Onboarding: Manage all onboarding of new employees and continue to make a robust program to ensure retention of employees. This includes presenting a 3-hour Orientation for new hires. o Performance: Provide training to employees and managers on the new system as well as advise on best practices when completing the review process. 21% of employees were promoted between 2018-2019• Provide coaching and guidance to employees that are going though work or life situations.• Counsel and assist employees with questions and issues relating to Human Resource policies, procedures, and benefits. • Conducted several companywide trainings on Dayforce modules.• Provide current employees mentorship opportunities with new hires. Offer guidance and pair the employees. • Manage the Summer Intern program which has grown from 3 interns in 2012 to 22 interns in 2019; mentor, guide and provide learning opportunities throughout the summer.

• Continue with the Specialist duties listed below.• Manage 1-2 seasonal employees.• Partner to develop, administer, and implement all Human Resource policies and practices for CompTIA. • Implement 15five communication platform for employee/manager communication, recognition and engagement.• Assess current HR processes and procedures. Recommend, plan, and implement any necessary changes.• Analyzed compensation salary survey data and implemented the comp changes that resulted. • Created and implemented Bring Your Kid to Work Day which grew from 12 kids to over 80 kids for a fully planned educational program put on by our employees each year.

• Manage recruiting functions for all positions under Director level.• Create, manage, and revise as needed our Onboarding and Orientation process for all new hires.• Review, update, and maintain active job descriptions for each position.• Manage benefits administration.• Monitor STD, LTD, leave programs, unemployment costs and claims, worker’s compensation costs and claims.• Maintain legally required employment related documentation and files.

• Full Life-Cycle Recruiting• Develop and implement recruiting strategies to ensure a proper pipeline of candidates• Source potential candidates through venues such as job boards, LinkedIn, Twitter, colleges, and job fairs• Facilitate behavioral-based, structured interviews, administer tests, and match potential candidates ensuring that all required skills are a fit with client needs• Complete all necessary employment verification screening prior to placement (degree verifications, reference/background checks, drug screens, tax paperwork, etc.)• Recommend applicants to clients; develop and extend appropriate job offers to candidates. Provide on-going support throughout the process by acting as a liaison between hiring managers and candidate

• Implement effective recruiting strategies for VMS systems as well as “long lines” recruiting. This includes developing best practices, training tools as well as building recruiter metrics• Manage large accounts ensuring coverage on open requisitions in the region• Recruit for positions including mortgage loan processors, loan closers, human resources, administrative assistants, and customer service positions for Fortune 500 clients utilizing various recruiting sources• Develop relationships with key hiring decision makers as well as VMS partners• Responsible for tracking all activity including open orders, interviews, submittals and fills

• • Full Life-Cycle Recruiting duties as listed in Talent Acquisition Specialist Role• Manage temporary employees by giving orientations, provide coaching on career development, communicate verbal/written warnings, discuss issues with performance or job, and terminate assignments as necessary• Process weekly payroll through internal system and outside Vendor Management Systems• Participate in unemployment hearings, make sure client worksites meet our safety requirements, monitor worker’s compensation claims, and assist clients with questions on employment law• Research and analyze local market compensation rates in order to provide clients with salary ranges based upon job descriptions

Recruiter for seasonal employees.• Independently create recruiting plan for seasonal hires and adjust plan throughout season as needed • Track candidates on where they were in the hiring process and make sure they were set up for the next step of the process• Consistently follow up with candidates during training and on boarding process