• Provide support to company leadership with information or guidance related to employee-relate issues, interviewing, performance appraisals, counseling techniques, or documentation of performance issues• Track and maintain monthly, HR KPIs-turnover, training, safety and other reporting • Provides recruitment and compensation strategy updates semi-annually to company board members• Safety program coordinator for the company. Conduct safety training for all employees• Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.• Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes.• Perform difficult staffing duties, including dealing with understaffing, disputes, terminating employees, and administering disciplinary procedures.• Recruitment for exempt, non-exempt, remote and local positions• Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.• Identify staff vacancies and recruit, interview and select applicants.• Represent organization at personnel-related hearings and investigations.• Administer compensation, benefits and performance management systems, and safety and recreation programs. Manages 401(k) enrollment and broker relationship.• Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits.• Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.• Conduct exit interviews to identify reasons for employee termination and identify action items for company improvement• Process unemployment and worker's comp claims• Process bi-weekly payroll• Update employee handbook as deemed necessary

• High volume recruitment-related activities in the Dayton, North of Dayton and Indiana areas, such as posting/communicating open positions, screening applicants, conducting on-site interviews, making recommendations to hiring managers, lead generation, updating job descriptions and creating a pipeline of candidates. • Record employee information such as personnel data, compensation, benefits, tax data, attendance, evaluations, and termination date and reason• Implement changes and any corrections in Human Resource Information System and generate reports from database• Coordinate recruitment efforts with Regional and hiring Mangers through meetings, constant communication, and kick-off meetings• Participates in developing department objectives and goals• Partner with management to fill open positions through direct-hire efforts and/or partnering with temporary agencies• Identified potential sources for recruiting staff (i.e. job fairs, community organizations, advocacy groups, government agencies, open houses). • Conduct new-hire orientations by reviewing employee handbook, company policies/procedures and health and safety precautions• Managed and conducted exit interviews, which assisted with process improvements and understanding areas which required development • Worked with union employees making sure we are compliant with the terms of the union contract• Maintain positive employee relations with employee such as counseling, mentoring, and problem solving with management and associates on matters of discipline, motivation, compensation, development, relationship building, other factors. • Conflict management• Implemented employee recognition program, reducing turnover• Respond to employee requests regarding benefits, policies, or employment matters• Compliant with state and federal laws and regulations regarding employment• Travel to various company locations to review benefits and conduct promotion-based interviews

• Handled multiple job applicants through the applicant tracking system Newton• Managed job postings and employment ads• Maintained control and secured confidential and sensitive records and reports, such as organizational changes and employee relations • Managed and scheduled on-site interviews for managers and executives• Communicated with external and internal candidates on appropriate arrangements for interviewing• Phone screened candidates with a focus on behavior-based interviewing• Oversees all pre-employment requirements (i.e. background investigations, reference checks, drug testing, records maintenance)• Planned and managed human resources sponsored events and exhibits• Implemented employee recognition program• Prepared information packets for applicants• Interacted with employees from Executives to front-line staff• Generated pipeline of potential candidates using Linkedin, Career Builder, and Indeed websites• Conducted skills testing and office interviews to measure capability and aptitude

• Curriculum development and implementation of training programs for associates• Managed on-board training and new hire employee orientation• Oriented new employees to the facility and introduced them to key management staff• Maintained employee training files and tracked compliance for mandatory annual employee trainings• Organized individual training development plans for all departments• Educated employees regarding company policies and procedures• Provide new hire observation evaluations to department managers to understand new hire needs from a training perspective• Created and presented collection/customer service department specific training modules• Facilitated 30-day new hire employee onboarding surveys • Create weekly agendas for newly hired employees after initial training period• Recommended new approaches and procedures to assist in continuous improvements for the company and employees• Performed audits of leads and supervisors email communication with customers• Interview potential candidates for staffing servicing department

• Supervise customer service representatives on meeting individual and company goals• Record-keeping of staff’s personal data, attendance, vacation and paid time off balance• Interviewed potential candidates for staffing various customer service positions• Monitored and amended career-pathing for employees• Employee relations for corrective/disciplinary actions• Conflict management• Communicated all company policies and procedures to team members• Monitored three or more calls per team member per month (recorded or live) and provided feedback promptly. If scores did not meet expectation created and monitored action plan for improvement with representative.• Attended and participated in monthly coaching sessions with employees and management.• Tracked the progress of each associate through monthly scorecards and created CSR action plans to improve performance. • Conducted annual employee performance management • Project leader for medium sized projects • Handled complaint calls as necessary..