Responsible for all HR duties such as effectively assisting management and staff with entering new hires and employee change data for payroll, answering routine questions, accurate record keeping, filing, and similar duties.Responsible for the talent management of all staff to include, keeping accurate employee count, writing effective ads and posting of positions, contacting viable candidates for pre-screening, preparation and extension of employment offer and letters, new hire orientation and on-boarding.Conduct Benefits Orientation inclusive of health, vision and dental insurance.Active participation in employee morale and safety programs.Ensures all HR procedures and processes are followed for compliance and efficiency (information and appropriate signatures on Personnel Status Forms, Leaves of Absences, Corrective Action Notices, etc.)Property contact for Supervisors/Managers and health providers for all work related injuries.Responsible for accurate tracking and quarterly reporting of all injuries to management and in preparation of Loss Claims Reviews.Payroll Administrator bi-monthly payroll for accuracy, inclusive of correct timekeeping, meal breaks, vacations, sick pay, LOAs, etc.Establishes and maintains all employee personnel records, inclusive of I-9 forms, medical files, workman’s compensation files, and termination files, as well as proper annual boxing of files for storage and easy retrieval.Performs periodic audits of HR systems and files.Reviews, properly completes, and represents the Company in all unemployment requests and hearings.Prepares weekly staffing reports and other reports as requested and/or required.Partners with all operational departments of the Company to ensure compliance, maximum efficiencies, and HR best practices and procedures.

Advising management on the administration of human resources policies and procedures.Serving as consultants by analyzing a company’s current HR programs and recommending solutions.Developing, revising, and implementing HR policies and procedures.Ensuring HR programs and services are in compliance with established policies and procedures and state/federal laws and regulations.Preparing and maintaining reports related to specific HR projects.Assisting with the development and coordination of recommended changes regarding workflow.Developing methods for compiling and analyzing data for reports and special projects.Conducting audits of HR activities to ensure compliance.Presenting training sessions related to specific HR programs.

Lead all aspects of HR operations including recruiting, training, counseling, appraisal, and disciplinary actions. Reporting to the President, identify and capitalize on cost-effective resources and strategies to build an entire HR infrastructure from the ground up where none previously existed. Successfully establish comprehensive department protocols and standardize processes including on-boarding procedures. Establish performance expectations and deliver training on all applicable policies, procedures, and practices. Implement multifaceted programs such as Workman’s Compensation, FMLA Administration, Disciplinary and Performance Improvement, Benefits and Benefits Enrollment, and Sexual Harassment Awareness Training. Rewrote and distributed the employee handbook to ensure uniform understanding of operational requirements and goals.Saved 13% on expenditures by revamping the entire benefits system and creating an atmosphere where brokers compete for business and drove the costs down. Overhauled the entire payroll system. Increased efficiency and saved payroll costs by upgrading and transitioning system from paper time cards to a robust HRIS system. Slashed overall turnover count by reducing management turnover by 19% and maintenance turnover by 7%.Implemented first sexual harassment awareness training and cybersecurity training for 100+ employees.Saved 38%+in payroll by implementing creative hiring practices and consolidating roles for greater efficiency.Maximized exposure to $400K budget by creating HRIS reports that compared budget allotment to actual budget expenditure to prevent financial shortfalls.Increased morale and productivity while simultaneously decreasing turnover by implementing performance enhancement and improvement processes including progressive discipline.Revitalized the hiring process by creating job descriptions and performance appraisal metrics for each position.

Reporting to the Manager of the Colorado Department of Human Services, developed and executed strong relationships with business managers to identify goals and objectives within a bureaucratic environment. Delivered HR support to the Youth Corrections Units in Colorado Springs, Denver, and Pueblo, CO. Created HR systems and processes aligned with departmental priorities and objectives. Leveraged ability to foster relationships built on trust and transparency to enhance customer relationships and drive operational and organizational objectives. Spearheaded the development and management of multifaceted programs that improved employee communications and engagement, boosted morale, and assisted in increasing overall productivity. Oversaw, led, and directed various legal and compliance functions including wage determination, promotions, and the entire recruitment process to ensure compliance with state, and federal laws and regulations.Overcame high turnover rates by leveraging experience as a business partner to establish a strong rapport with business manager and build an atmosphere of trust and reliability.Commended by business managers for challenging organizational culture and adopting a more hands-on, interactive, and direct approach to building relationships with business partners.Handled multi-functional management responsibilities including recruiting, job fairs, senior management meetings, internal investigations, and grievances procedures,

Oversaw all strategic business and operational planning aimed at achieving business objectives. Forged dynamic partnerships with business leaders and the Senior HR Director to develop creative strategies to attract, recruit, and manage talent. Designed, developed, and implemented multifaceted programs to boost staff proficiency and increase retention rates. Conducted internal investigations to identify employee relations issues and recommended course of action based on investigation results.Provided decisive leadership over HR operations in Colorado and Wyoming with 1100+ direct and indirect reports. Managed exit interviews and benefits enrollment for all 1100+ employees.Boosted staff morale by implementing innovative employee recognition systems to encourage a friendly and congenial atmosphere conducive to driving performance excellence.Mentored and advised managers on strategies to enhance productivity and performance. Extensive travel in the field to meet face-to-face and deliver in-depth management training.

Reporting to the Aviation Director, oversaw and supported HR functions for a staff of 120+ including staffing and recruitment, disciplinary procedures, compensation and benefits administration, and employee relations.

Exhibited strong discretion and discernment while planning and leading training and development initiatives for 54 managers, 13 Senior Managers, and 1200+ hourly employees across 35 locations in Colorado, New Mexico, and Wyoming. Recipient of award for excellent client survey 2 consecutive years for delivering expert counsel to senior managers. Credited with facilitating YoY decrease in the number of internal investigations by mitigating complaints and actively involving clients. Extensive internal and external EEO investigations.