• Led HR programs and projects, researched issues, and provided expert advice on addressing potential HR risks.• Formulated strategic plans, assisted in recruitment and training, and implemented HR technology.• Fostered a culture of innovation, high standards, and goal attainment to help organizations achieve their vision and values.

Collaborated with the executive teams to develop long-term workforce planning strategies and HR initiatives to support company growth and drive employee engagementPlans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization's human resource compliance, attrition trends, and strategy needs.Monitors and ensures the organization's compliance with federal, state, and local employment laws.Oversees talent acquisition team, including recruitment, interviewing, and onboarding processesPartnered with operations leadership - implemented and executed a performance appraisal process that aligned with strategic HR initiatives, resulting in a 20% increase in employee productivity and significantly improving employee engagement and retention ratesManaged employee relations issues by conducting investigations, mediating conflicts, and guiding disciplinary actions when necessaryMaintained succession planning strategies to identify high-potential employees for future leadership roles within the organizationParticipated in organizational change management efforts and restructuring activitiesProvided coaching and mentoring to four HR team members to enhance their professional growthServed as a trusted advisor to the senior leadership team on matters related to human resources strategyOversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.

Responsible for HR leadership across multi-site operations (four casinos) with a base of 800-1000 employees.Developed and implemented strategic HR initiatives to support company growth and drive employee engagementOversaw all aspects of talent acquisition, including recruitment, interviewing, and onboarding processesLed the development and execution of comprehensive training programs for employees at all levelsEstablished HR policies and procedures to ensure compliance with local labor laws and regulationsCollaborated with executive team to develop long-term workforce planning strategiesManaged employee relations issues by conducting investigations, mediating conflicts, working with legal counsel and providing guidance on progressive disciplinary actions when necessaryLed organizational change management efforts during mergers, acquisitions, or restructuring activitiesServed as a trusted advisor to senior leadership team on matters related to human resources strategy

Responsible for establishing and leading standard recruiting, hiring practices and procedures for warehouse and corporate personnel. Created and maintained job descriptions, organizational charts,attrition reporting, budget, employee handbook onboarding and offboarding procedures for multi-site/international locations.Developed policies and objectives for HR, partnering with senior management to communicate related policies, procedures, applicable addendums and employee related programs.Reviewed and recommended employee relation practices necessary to establish a positive employer employee relationship, promoting a high level of employee morale.Implemented a progressive discipline system.Assisted in establishing and overseeing company wage and salary structure and pay policies. Oversaw payroll processing for the US and reviewed/approved payroll processing for subsidiaries for global partner sites (Canada, UK, China, Hong Kong, and Germany).

Developed and implemented HR policies, procedures, and programs to ensure compliance with legal requirements and company standardsImplemented a performance management process to track employee goals, provide feedback, and conduct annual reviews, resulting in improved employee engagementCollaborated with department heads to develop workforce planning strategies aligned with business objectivesConducted investigations into employee complaints or policy violations, ensuring fair resolution while minimizing legal risksManaged the implementation of HRIS software, resulting in streamlined processes for payroll administration and reporting functionsManaged payroll system updates and enhancements, working closely with the IT department to troubleshoot issuesPrepared HR and payroll reports for management review, providing insights on labor costs and employee trendsManaged a team of five customer service representatives, providing guidance and support to ensure high-quality customer interactionsCollaborated with cross-functional teams, including sales, marketing, and operations, to address escalated issues and provide timely resolutions

Managed three branch recruiters and two onsite staffing assistants.Developed recruiting, training, networking, and retention strategies focused on acquiring the best talent and prospective clients.Assisted with employee onboarding, training and new hire strategies.Responsible for overall profitability of the branch through direct sales to existing and prospective clients.Reviewed financial statements, sales, activity reports, and other performance data to ensure productivityand goal achievement. Conducted regular branch meetings, resulting in adherence to key indicatorsthat positively impacted the revenue and forecasts of the branch. Identified opportunities for further expansion of services.Ensured employee payroll records and personnel files were compliant and updated.

Performed audits on documents received from Human Resources and Development (HR&D), including Personnel Action forms, Annual PREPs, 457 Deferred Compensation changes, benefit changes, and updates to personnel data.Collaborated with Port Labor Relations and union representatives to provide informational reports.Processed payroll for over 500 union and non-union employees.Reviewed the collective bargaining agreements for twenty-seven unions.Analyzed payroll data to identify trends or patterns that could impact financial forecasting

Provided all payroll and HR support for two unionized companies (USF and Stockyards).Entered and audited time sheets via Kronos and Oracle PeopleSoft systems Process commissions, bonuses, leave, workers comp., awards, shift pays, union-related earnings, and spiffs (i.e. pre-shift OT, freezer pay, relief driver pay, mispick, 1/52 vacation rates, etc.), benefits accruals, garnishments, taxes, retirement, and other payroll deductions.Participation in union CBA reviews for warehouse and transportation personnel. Management of four multi-state unions amongst personnel within three domicile(s).

Maintained accurate employee records in compliance with state and federal regulationsCollaborated with department heads to develop workforce planning strategies aligned with business objectivesManaged the implementation of HRIS software, resulting in streamlined processes for payroll administration and HR reporting functionsPayroll processing of prevailing and non-prevailing wage job assignments, including accurate auditing and distribution of Certified Payrolls accordingly.Prepare monthly workers’ compensation insurance and union dues, pension, and other union costs reports and filings.Administered benefits programs, including health insurance plans, retirement savings accounts, and wellness initiatives

Supervised payroll team of twelve payroll processors.Manage the payroll team's performance to ensure internal proficiency, centering on training, workforce qualification and certification, retention strategies, job structure, and succession planning.Conducted weekly team/one-on-one meetingsPayroll base 15,000 +, multi-state for national/global corporations.Manage SAS70 audit control objectives and sign off on payroll checklists and processing cycles to ensure compliance.Provide area directors with collective data on performance metrics, including SRs/Activities, payroll volumes, QA, projects, and trends.

Maintain HRIS - payroll and employee records system to include data entry, compile and track data, maintain employee files, and prepare reports when necessary for leadership and board.Ensures timely and accurate HR and payroll production with ADP PayForce / eTime payroll system with a high degree of quality, confidentiality and accuracy for an employee base of 1300-1500Provided payroll/HR administration for fifteen different casinos