Advise and guide managers through every step of the recruitment process. Assist managers with screening criteria and questions. Review applications for qualifications and skills. Conduct pay equity assessments to determine starting salary for employees. Review position descriptions for proper classification. Audit recruitment's to ensure compliance with veteran preference guidelines. Ensure managers conduct a non-discriminatory recruitment that follows applicable state and federal laws, rules, and policies. Conduct mock interviews with employees, providing feedback and interviewing tips. Attend career fairs. Provide training to employees and managers on recruitment processes.

Provide advice and counsel to managers and employees on HR issues in the application and interpretation of State and Federal personnel laws, rules, policies, and procedures. Provide advice and counsel to managers and employees on the interpretation of the collective bargaining agreement by interpreting and applying contract provisions. Complete Fitness Determinations and coach managers on effective reference checking for employment purposes. Advise managers and provide coaching on corrective action and progressive discipline pursuant to the collective bargaining agreement. Coordinate and conduct in partnership with managers investigations on employee misconduct and policy violations. Investigate allegations of discrimination, harassment or other unlawful employment practices. Evaluate and formulate appropriate corrective or disciplinary action. Lead and/or assist with employee trial service removals. Write reports of investigative findings such as letters of disciplinary action. Work with supervisors, employees, managers, union stewards, Department of Justice Labor Relations to facilitate resolution of workforce management issues. Communicate the importance of diversity with management to help create and/or maintain a work environment that is respectful and accepting of diversity. Along with these duties, I still assisted with Recruitment.

Agency’s Affirmative Action Officer. Responsible for writing, setting and tracking goals for the Affirmative Action Plan. In charge of maintaining the new employee handbook. Agency’s Law Enforcement Database Systems (LEDS) Representative, running all criminal background checks following applicable Oregon Administrative and Oregon Revised Statutes. Research arrests for conviction information through the use of the Oregon Judicial Information Network (OJIN) and by calling county court clerks for information. Employment Department's Representative for the State’s Diversity Conference Committee. Co-Chair of our Departments Equity & Inclusion Council (an employee resource group - made up of represented/mgmt. service staff across the agency). Key accomplishments are; monthly newsletter, Diversity Expo Center in the Central Office lobby, Internship pilot project (geared towards persons with disabilities). Responsible for all recruitment related duties listed in prior position as well.

Well versed in the NeoGov online application system. Created an external NeoGov guide with screenshots to help managers navigate through the system as well as an internal guide for backup purposes. Advised and guided managers through every step of the recruitment process. Conducted pre-recruitment meetings in person or over the phone to discuss key points in the recruitment process with managers. Assisted managers with developing desired attributes and supplemental questions to help them screen their applications down to an acceptable number to interview. Guided managers on the application of veteran preference, interview prep/process, reference checks and the appropriate notification of applicant status. Ensured managers conducted a non-discriminatory recruitment that followed applicable state and federal personnel laws, rules and policies. Ensured managers had a clear, transparent recruitment that was in line with OED’s guiding principles, and mission. Ran EEO reports and reviewed for any kind of disparate impact during the recruitment process. Reviewed agency exit survey’s on a quarterly basis looking for any kind of discriminatory comments and/or issues that could be addressed. Represent OED at job fairs to promote positions within OED and market job seeker services. Advise employees on career advancement within OED which includes informational interviews, interview tips and tricks, as well as reviewing applications to see if they meet the minimum qualifications for positions of interest.