Implementing and maintaining employee data within the HRIS platform. Managing and adding new data for enterprise employees/assigning specific system access. Resolve data issues and discrepancies within the system and perform regular system data audits. Manage the HRIS ticket system and complete tickets as assigned or assign the task if a specialist is required. Assist managers, recruiting, compensation/benefits, and L&D with any system configurations, ad hoc projects, training, and time keeping. Prepare and submit bi-weekly payroll for the hospital. Answer any payroll questions and investigate/research any discrepancies. Assist with entering pay data into the system such as: garnishments, bonuses, additional pay, back pay, and mileage.

Verifying higher level education and qualification credentials for pre-employment processing.Ensuring employment eligibility is determined within the mandated deadlines. Auditing all I-9 files for joint commission review. Focus on internal applicants, contractors and traveling nurses. Coordinating data management with HRIS and applicable management. Payroll, sign on bonus, relocation, and travel coordination experience. Able to confidently handle extraneous and demanding circumstances; not limited to employee relations complaints, payroll discrepancies, and transitionary Dilemmas. Maintaining lengthy, healthy, and long lasting relations with unit managers to better understand future needs. HRIS proficient; able to quickly learn and navigate platforms to track applicant data and transitions. Able to understand, comprehend, and manipulate position controls to better coordinate the internal transitionary efforts.

Talent acquisition management: - Sourcing:utilizing HRIS platforms, various social media platforms, creating outreach initiatives such as job fairs and employee referral programs, and benchmarking candidates with strong skills for future openings (pipelines). - Strategies: using current employees and incentivizing them for referrals, promoting a strong employer branding, and creating compelling job postings. Developing talent pipelines, screening via phone or virtual, performing background and reference checks, and ensuring talent aligns with current organizational needs. Benefits & administration: - Adept knowledge: able to explain benefits and inform employees of new or existing programs when questions arise. Able to explain how current elections will affect the employees' final pay and answer any questions employees may have regarding current benefit options. Able to document any changes in future or current benefit enrollments. Legal & regulatory compliance: - FMLA, FLSA, LOA, Workers comp., ADA, ADEA, EEO reports, FCRA, ERISA, OSHA, DEI, wage garnishments & FDLE knowledge and experience. - Experience with legal requirements for different departments such as law enforcement, HR, child services, and DOT. Employee management & growth: - Utilize a 360-degree feedback system where managers and co-workers give feedback on employee development. - Documenting employee contributions and achievements in a timely and organized manner. - Training employees and department managers on best practices regarding HR policies and legal/regulatory requirements. - Ensuring the LMS courses as mandated are completed and recorded. - Recommending new HRIS software implementations to better asses and record employee growth.

Talent acquisition management:- Reviewing and screening merchandising candidates based on skills and portfolios in accordance with company policy. - Performing skill assessments and scheduling invites for candidates to demonstrate their merchandising abilities in-house. - Utilizing social media and personal resources to attract individuals to apply for the company when positions become available and keeping strong candidates benchmarked for future needs. Training & development: - Monitoring employee conduct, performance, and providing coaching in the moment to improve company production, goal achievement, and employee personal goal achievement. - Holding an hosting team required meetings to gather intel and feedback to further the satisfaction of employees and other managers monthly. -Utilizing the information provided from meetings and random surveys to implement or recommend new policies and procedures to benefit both the employees and the organization. - Successfully trained and coached brand ambassadors and managers on the use of FOKO retail. This retail platform provides communication between stores on ideas and strategies for merchandising and running store operations. - Successfully promoted employees into higher level positions based on documented performance and consistent communication. Actively allowed employees to participate in conference calls to further their growth. Legal & regulatory compliance: -Ensuring all employees maintain the adequate and required training courses through the LMS. - Ensuring all employees are run through background checks and meet the requirements for backgrounds: employee eligibility & criminal records. - Ensuring all payroll documents and elections are up to date. Explaining to employees their rights and eligibility.