• Provides leadership for team member engagement, succession planning, performance management, talent management, diversity and inclusion, employee relations, change leadership, employee experience, communication, organizational design, and workforce planning.• Aligns human resources strategy with business unit goals for growth.• Develops proactive talent management strategies which will enhance employee engagement and mitigate future talent gaps.• Coaches and leads HR leaders in all areas of performance management. • Creates and implements company branding strategies.• Supports the selection and overall talent acquisition process, as well as making recommendations regarding key hiring decisions within the business.• Provides insight, leadership, and creative thinking to align Human Resources strategy to business strategy.• Completion and submission of Workers Compensation and 401k Audits for all US facilities• Ensures adherence to Federal, State, and Local Laws Pertaining to Human Resources Functions.• Supports HR managers in providing proper guidance of handling of employee discipline, investigations, and conflict resolution.• Communicates with the Chief Financial Officer regarding staffing, personnel related matters and general administrative concerns.• Manages position control to inform staffing forecasts and budget development.• Creates and ensures compliance of human resources departmental policies and procedures.• Partners with the senior management team to understand and execute the organization’s human resource and talent strategy.• Implementation and monitoring of corporate KPI’s in regard to hires, turnover, attendance, headcount, etc.• Creates learning and development programs for the HR managers and initiatives that provide internal development opportunities for employees.

Lead and directed the routine functions of the Human Resources department including hiring and interviewing staff, administering pay, benefits, and leave, and enforcing company policies and practices, while overseeing the daily workflow of the department. Provided constructive and timely performance evaluations. Handled discipline and termination of employees in accordance with company policy. Partnered with the leadership team to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. Provided support and guidance to the Human Resources team, management, and other staff when complex, specialized, and sensitive questions and issues arise. Administered and executed routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations. Managed the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings, as well as onboarding programs. Analyzed trends in compensation and benefits; researched and proposed competitive base and incentive pay programs to ensure the organization attracts and retains top talent. Created learning and development programs and initiatives that provide internal development opportunities for employees.

Established relationships with all site management team and was the advocate for the employees. Advised and trained staff on organizational policy and procedural matters. Conducted annual required OSHA and company training programs such as Harassment, Workplace Violence, etc. Ensured compliance with all federal and state employment laws. Performed staffing and recruitment duties, including dealing with under-staffing, and performance management, recruiting, interviewing and selecting qualified applicants. Completed reference checks on candidates and made job offers. Administered background checks and drug testing programs, completed new hire paperwork. Planned and conducted new employee orientation to foster positive attitude toward organizational objectives. Maintained and schedule DOT physicals. Partnered with operations to improve safety awareness program at the location. Oversaw the Safety and Wellness Committees, conduct meetings and delegate tasks.• Maintained records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates through the help of the HRIS.• Identified gaps in the current payroll system and proposed and implemented a new payroll system with advanced tracking features• Served as the Covid-19 Safety officer and implemented a strategic cleaning and distancing action plan• Revamped the reviews process sand rewrote the policy saving the company time, making the process easier to follow and allowing the company to plan for increases in the overall compensation spending.

Onboarded new clients with various company structures and locations in multiple states/localities to payroll services, ensuring accurate and timely implementation. Identified payroll service solutions to streamline and enhance service delivery to clients and made recommendations for improvements to processes and policies while maintaining compliance with applicable laws and regulations for payroll processing and administration. Analyzed payroll data for accuracy and completeness, inputting and balancing data, and processing payroll. Maintained client satisfaction by providing customer- focused interaction ensuring timely response and effective follow-up on client and internal requests and issues, monitored indicators via quality service checks and service observations.• Processed over 300 bi-weekly and semi-monthly frequency payrolls for clients, remotely.• Oversaw and managed the year-end tax preparation and correction process for clients.

Spearheaded the strategic evolution to improve the organizational culture, performance management, and overall administration of the facility that supports 800 - 1,400 employees. Identify and address gaps organizational effectiveness and work performance through training, and various performance management techniques to effectively develop the organizational structure and workflow. Lead the preparation and administration of the performance management, resulting in increased employee satisfaction and reduction in turnover. Deliver consistent compensation management, benefit enrollment, implementation of staff policies, procedures and employment practices. Collaborate with leadership to tailor recruiting strategies based on productivity and success metrics to identify and attract high caliber, diverse candidates and consult on both strategic and tactile recruiting plans.• Led site retention and engagement planning that resulted in improved attrition rates from a weekly average of 2.59% in 2017 to 1.02% in 2018.• Decreased ABE4's average pay-defect rate from 1.19% in 2017 to 0.52% in 2018 through the implementation of "Perfect Pay".• Facilitated multiple career skills modules, coordinating with local education partners, resulting in 13% participation in 2018 on a plan of 10%.