- Responsible for managing a regional team in Global HR Operations as they manage the professionals employment life cycle and provide ongoing support across 187 countries. - Led the implementation of service center technologies to enhance efficiency and user experience.- Provide leadership and coaching to managers and/or individual contributor employees in multiple related disciplines. - Build, grow, manage, and scale a team comprised of HR Managers, Specialists and HR Associates.Identify and resolve complex multi-dimensional business problems while removing all obstacles to customer satisfaction. - Understand and influence key business metrics and ensure decision-making performance continues to be exceptional through customer support. - Oversaw multiple HR projects from conception to completion, ensuring on-time and on-budget delivery.- Coordinated cross-functional teams to execute HR initiatives, improving overall department performance.- Utilized project management methodologies to streamline HR processes and enhance productivity.- Accountable for the strategy, performance, and results of multiple related teams and/or individuals.

 Create and lead execution of corporate plans and provide HR guidance for LUMA Institute’s Human Resourcefunctions which include but are not limited to talent management, compensation, benefits andwellness, employee relations, diversity and inclusion, organizational change management,organizational design, employee performance management, learning and development andsafety programs Plan, develop, and implement all talent acquisition and recruitment activities Player-Coach who assumes accountability for the design and implementation of the employee experience as well as contributing thought leadership to organizational change Develop, lead and execute LUMA DEI initiatives and strategies to grow a diverse, equitable, inclusive organization which creates a sense of belonging. Manage investigation process and provide guidance on appropriate handling of employee relations and performance issues while facilitating resolutions to workplace conflicts

 Strategize with HRBP Director/VP to develop an effective and creative solution to employee complaints with the intent of minimizing the company’s liability in employment related claims as well as promoting employee retention where possible.  Collaborate with Learning and Development team to ensure that learners are scheduled according to position / qualification requirements Facilitate Employee Relations class for new General Managers and Regional Directors Manage the training schedule to ensure all learners within specific regions were assigned to the appropriate classes and maintaining 100% compliance. Foster an intentional culture that is mission-aligned, creative, performance driven, generative, and well-regarded externally and internally. Ensure the HR Director/VP and District VP’s are apprised of complex issues, trends, and themes to partner on actions to resolve.  Conduct phone and/or on-site investigations to resolve issues of harassment, discrimination, misconduct, workplace violence, ethical violations, wage and hour violations, or other potential violations of law or company policies.  Provide guidance and make recommendations to community and regional operations leaders based on objective, factual investigative findings regarding the appropriate action to take to ensure consistent application of Holiday Retirement’s policies and procedures and compliance with state and federal laws.  Partner with leadership regarding conducting terminations in compliance with the law, up to including partnering with legal counsel regarding employment settlements. Research and draft responses to employment discrimination, wage/hour claims, or other legal claims filed against Holiday Retirement Communities and related business entities.  Coach and motivate managers to provide consistent, equal, and fair treatment of associates and to always maintain integrity throughout an investigation and preserve the associates’ dignity.

 Managed client transition from implementation through live date and manage ongoing relationship Served as a primary contact for client, Third-Party Administrators, as well as all internal Shared Services that impact ongoing operations Plan Management/Client Consulting subject matter expert for all service specific and common client requirements; accountable for requirements changes through Operations Managers.Accountable for managing operational performance for assigned client(s).  Lead and facilitated updates for all applicable requirements documents for plan provisions, administrative events, interface documentation, and delivery channel documentation for clients in ongoing delivery. Leveraged others where appropriate. Participated in internal and external acceptance review process for clients in ongoing delivery, prepares materials for and attends quarterly meetings. Duties included but were not limited to project planning, scheduling and managing, capacity and utilization management, delegating work to meet deliverables, and tracking the status of outstanding work, using either onshore or offshore resources.  Identified process improvements that will lead to year-over-year efficiencies in the aligned client group’s operational workloads - Designed and implemented comprehensive training programs, aligning with company strategic objectives.- Applied adult learning principles to develop engaging and effective training materials.

Accountable for managing operational performance for assigned client(s). Responsible for meeting and exceeding contractual performance standards and defined operational measures. Duties include but are not limited to project planning, scheduling and managing, capacity and utilization management, delegating work to meet deliverables, and tracking the status of outstanding work, using either onshore or offshore resources. Key person to identify process improvements that will lead to year-over-year efficiencies in the aligned client group’s operational workloadsServes as a primary contact for client, Third-Party Administrators, as well as all internal Shared Services that impact ongoing operations

Ensures the success of the Company Performance Management Process, Talent Review, 360 Degree Feedback, and StarVoice Engagement Survey and other Core People Programs within client areas of responsibility. Works with the SVO leadership in driving these processes, facilitates the relevant training to targeted audiences as required. Assists with the development of IDP’s and leadership development for assigned areas. Serves as the primary contact for employee relations matters within client areas of responsibility. Works with senior management with respect to performance issues, severances, and separations.Ensures compliance with laws, regulations, and policies within client groups in an effort to decrease agency and other charges through communication and training efforts.Facilitates and implements HR programs including compensation, benefits, and training initiatives. Works with senior leadership to identify training needs and deliver tailored solutions. Ensures SVO compensation strategy is adopted at all levels of the organization. Approves promotions, raises, and market adjustments within prescribed guidelines. Performs benefits training and provides communication to clients as required on benefits. Assists with Workers Compensation, FMLA Administration, and other benefits administration as may be required. Conduct Unemployment Hearings as required.Assists with implementation of division & site recruitment policies, systems, strategies, and procedures. Coaches managers and those involved in recruitment efforts to ensure effective and compliant sourcing and selection. Recruit, interview and evaluate candidates for assigned business units. Partners with clients to align HR plans with their business plans; conducts organizational assessments where necessary, provides guidance on SOP’s, department policies and performance metrics.

 Responsible for the sites human resources functions including: Employee Relations, Recruiting, Talent and Performance Management, Succession Planning, Compensation, Compliance with employment laws and policies, Benefits Administration, Workers Compensation, Administer Safety Programs and ensure compliance with all safety regulations. Managing talent acquisition and ensuring staffing requirements are fulfilled Coaching and Counseling management on issues involving employee performance and/or behavior Providing counsel to line management on issues involving employee performance or behavior. Investigating compliance and ethics concerns; resolving them appropriately Monitoring adherence to timely employee performance reviews and communicating level of compliance to the management team. Providing functional and project leadership toward the accomplishments of HR goals; ensuring continuous improvement of all processes. Establishing performance targets and conducts performance evaluations for HR function. Ensuring efficient operations of the facility and high employee morale. Financial responsibility and accountability of department operating expenses (i.e. employee functions) Ensuring all record keeping requirements are current and kept in a secure manner. Organizing safety training plan for the year; making adjustments to the safety training plan as issues arise Executing business operation policies and communicate to internal and external customers Enforcing policies and procedures relating to the business operations at the division level

 Served as the front-line Human Resources contact by providing outstanding customer service, to both Crewleaders and Crewmembers, for any human resources-related matters (i.e. Leaves of Absence, Benefits, Compensation, Recruiting, and regulatory HR matters).  Acted as a consultant to Crewleaders on all HR-related policy and procedure interpretation  Provided Crewmembers and Crewleaders support and training on HR-related matters, which included developing and facilitating training sessions  Provided ongoing support to Crewleaders with Crewmember relations, counseling, and Crewmember development  Managed the activities of a crewmember for STD, LTD, FML, and all other leaves of absence Acted as a Crewmember mediator by creating sustained solutions to Crewleader and/or Crewmember challenges  Acted as senior technical resource for internal staff and customers, resolving complex claim issues and contractual interpretations and acted as the primary contact for customers assigned to the team. Guided local departmental leadership on the organizational effectiveness of their leadership team and the status of Crewmember engagement for the assigned area  Managed state and federal regulatory compliance for, but not limited to: EEO, Title VII, FMLA, AA, ERISA, VRRA, COBRA, Workers Compensation, unemployment claims and garnishments. Conducted Crewmember investigations, provides recommendations regarding Equal Employment Opportunity Commission (EEOC) cases. Escalates high-level investigations, such as EEOC cases, to Generalist Manager for final review and determination  Reviewed local terminations and escalates high-level terminations to Generalist Manager  Conducted post-termination reviews for separated Crewmembers  Conducted on-going Crewmember focus groups to keep abreast of Crewmember engagement. Provide feedback to and work with local Leadership to address any concerns  Ensured compliance with all HR/labor Federal, State, and local regulations

Managed a consulting firm which enabled small to medium sized businesses to focus on their CORE areas while reducing all of the administrative burdens of being an employer in today's society. Provided solutions regarding staffing, training and most importantly staying compliant with federal and state employment laws such as FLSA, FMLA, ADEA, ADA, EEOC, I-9 regulations and much more.

Managed programs for Workman’s Compensation, COBRA, EEO/AA, FMLA, ADA and related regulatory programs for multi-state locations (over 400+ employees)Worked with Business Unit Executives and Senior Management on strategic workforce activities, such as reduction in force, labor forecasting and labor reportingManagement of compensation, performance evaluation, employee relations and communications programs. Consults with managers on problems with program policies, individual employee relations matters and requests for personnel information. Prepares various reports by collecting data from source documents, entering into spreadsheet software, and/or performing statistical analyses to aid management in decision making. Creates job descriptions by interviewing job incumbents and managers/supervisors, defining tasks, and deriving entry level requirements.

Performs analysis of complex business rules to ensure all necessary information is gathered during the Business Intake process Analysis of plan requirements, Reads plan documents and other plan materials to identify the administration requirements of the client plan, Contributes to further defining the plan requirements with their Project Manager. Monitors the ongoing quality of processing, troubleshoots problems that arise, and identifies ways to improve the efficiency of processing and the system, Responds to workflow requests, analyzes daily processes, and acts as an expert resource for Customer Service on TBA System functionality and process flow, Assists with plan and event training, May also be responsible for interaction with Shared Services (such as fulfillment, DVS, direct billings, payments, etc.) to facilitate processes for the clients.

Directed the development and successful execution of regional marketing and academic recruiting promotion activities for new academic year while exceeding student enrollment goals.Designed and implemented sales-building marketing programs utilizing electronic media, print and individual university academic programs for undergraduate and graduate program students.

 Built, managed, qualified, and maintained a portfolio of clients and prospects that was aligned with the market's strategy. Built top of mind awareness through effective phone calls and in-person visits, which fostered a consultative relationship and increased business with the client. Effectively recruited, interviewed, retained, coached and developed associates, understanding their needs and helping them meet their professional goals. Consistently exceeded client and associate expectations of service by following company operational standards and offering innovative and creative employment solutions. Reviewed employment packages for proper completion, Conducted appropriate testing in relation to the type of position applicant is seeking,  Processed weekly payroll for approximately 200 employees, Conducted employment, credit and criminal background checks,  Possessed knowledge of all pertinent federal and state laws pursuant to employee discrimination, equal opportunity and wage administration

Handled claims of moderate complexity within specific limits and authority. Generally handled all standard line of business claims with complex coverage, including Bodily Injury claims. Handled Maryland Workers' Compensation claims of moderate to high value and complexity to prompt and equitable conclusions. Set appropriate reserves within authority level, determined liability, secured information, reviewed coverages and settled claims.