Provide HR expert support to union, non-union employees, leaders and managers in multiple states across the USA by providing practical advice on policies and processes, programs, labor laws, best practices, benefits, recruiting, onboarding, legal compliance, CBA compliance, performance management, coaching, progressive discipline, employee recognition, employee records. • Create and keep strong relationships with leaders and their team members to support cultural and organizational needs to continue to build on SBM culture. • Champion our culture by promoting company values, policies, best practices to guide decision-making and drive thoughtful and effective change management in a demanding environment. • Conduct effective, thorough, objective investigations and escalate appropriately for more complex issues.• Manage and resolve confidential employee relations issues.• Coach management and employees on all performance-related issues, conflict resolution, company policies, including naming key talent, organizational planning, career development, recognition and rewards, performance improvement, disciplinary actions, and terminations. • Ensure legal compliance with applicable federal, state, and local regulations. • Continually collaborating with on-going transitions/mergers over multiple states in the USA, successfully onboarded over 500 employees between CO, ID, TX, AR, Utah and WA.• Address day-to-day HR needs, and ensure our policies and processes effectively support both employees and organizational goals.

Supported over 100 employees on all HR related inquiries: Benefits, recruiting, onboarding, performance management, employee recognition, employee records, affirmative action, HRIS maintenance, and legal compliance. • Provided leadership and direction to all employees concerning human resources activities and initiatives such as talent management, employee relations, investigations, disciplinary actions, performance management, engagement, development, and organizational processes.• Managed full cycle recruiting including posting job ads, pre-screening, interview candidates and collaborate closely with hiring managers to actively recruit new talent at all levels. • Interpreted and explained policies and procedures to employees of all levels of the organization. • Demonstrated a broad knowledge of human resources functions and employment law.• Developed proper strategies, solutions, and interventions by spanning HR operations are running smoothly and effectively to deliver maximum value to the organization. • Maintained and updated organizational chart and miscellaneous reports.• Reviewed, tracked, and documented compliance with mandatory and non-mandatory training, continuing education, and work assessments such as safety training, anti-harassment training, professional licensure, and certifications. • Created and implemented a variety of process improvements and streamlining processes to enhance the department’s functions, recruiting efforts, onboarding, and new hire experience. • Collaborated across HR and the organization’s key initiatives, special projects, programs, and events.• Supported programs including employee surveys, engagement activities, events, and recognition programs.• Administered all leave management administration; FMLA, LOA and ADA.

Supported over 200 union front-line and non-union corporate employees across the USA and Canada for all HR related inquires; Benefits administration, employee relations, training, quality assurance, performance management, onboarding, policy creation and implementation, full cycle recruitment/employment, affirmative action, and employment law compliance.Partnered with the Ceridian Dayforce HRIS Implementation Team, successfully transitioned over 2,000 employees from JDE ERP Solution Oracle to Ceridian by the end of July 2020. New workflows and trainings were completed companywide for all HR leaders, payroll, employees, managers, and supervisors.Developed and executed a new onboarding process improving the new hire experience survey scores from 34% to 98%. A similar process was created for the offboarding process. Improved Internal Audit violations for terms, new hires and pay changes from 25% to the top 90%.Developed a strategy for WML corporate office to gain compliance with: I9’s, EEO-1 Reporting, Affirmative Action, employee files, CO State Directory, State and Federal required posters.Reduced unemployment claims from over $50,000 in 2018 to $2,500 by Q4 2019 by introducing and implementing a new disciplinary action form, a new performance improvement plan along with a new policy and procedures to improve documentation practices. Trainings were provided to the management team to collaborate on documentation best practices. Developed and implemented new approaches, policies, and procedures to improve efficiency across the organization. Coached, counseled, and guided managers for all disciplinary actions. Processed Unemployment Notices of Entitlement and represent the organization in any unemployment hearings for multiple states.Ensured compliance with USCIS Form I-9 Employment Eligibility Verification; audited forms I-9 File EEO-1 report annually; maintain other records, reports, and logs to align with EEO-1 and VETS 4212 regulations.

Supported employees across United States for all HR related inquires: Benefits, recruitment, compensation, HRMS, worker's compensation, training, payroll, employee relations, training, and performance.Processed SAP transactions: I9 documents, e-verifications, work schedule rule (WSR) changes, start date corrections, HR administrator changes, pay corrections, promotions, incentives, commissions, terminations, unemployment, etc.Provided technical guidance, support and assistance to HR staff, employees and managersProvided coaching, direction and guidance related to HR operations, procedures and policies to employees of all levels across the organizationActed as a consultant; collaborating with managers, supervisors and field HR representatives who need support managing an employee life cycleProvided initial support for all HR related inquires: Benefits, Recruitment, Compensation, Performance Management, HRMS, LOA/FMLA/Worker's Compensation, Training, Payroll, etc. Maintained knowledge of organizational and departmental policies and proceduresProvided excellent customer service to employees while maintaining confidentialityActed as the customer advocate for HR by representing the services in a positive manner

Supported over 400 employees in all aspects of human resources day-to day operations, management and administration by practical, consistent, proactive support, direction, advice to managers and employees on procedures, policies, best practices, employee rewards, performance evaluations, job descriptions, recruitment and retention (full cycle recruiting), onboarding, offboarding, training, affirmative action, EEO1 reporting, data entry, personnel file management, conflict resolution, career development, benefits administration and yearly open enrollment.Acted as HR Manager from March 2010 to August 2010, supported 350+ employees. Successfully managed the day-to-day HR operations on my own, previously operated by 3 HR team members.Promoted from Human Resources Coordinator to Human Resources Generalist in May of 2011.Awarded Peak Performer during 2Q in 2008, and 4Q 2010 and 1Q of 2013.Successfully scored 95-100% on our I-9 Forms, personnel, leave/FMLA/ADA, worker’s comp files and Compliance Audits year after year.Created, introduced, and executed property’s first HR E-Forms (HRAF, PTO/Sick, absence, corrective actions, NH Checklists, etc.,). Successfully launched e-forms and new tools on the company’s internal homepage for easy access to all managers, supervisors, and employees. New initiative was later extended companywide across the US. Collaborated in the acquisition of three new properties with DH&R’s Corporate office, successfully transitioned and onboarded over 500 new employees.

Completed a variety of assessments, vocational counseling, case management and workforce development duties associated with the employability development of One Stop Center customers. • Redesigned, updated and completed Cultural Diversity Program services and resource book.• Reestablished workshops where specific training programs for Spanish speakers were offered, such as Workforce Investment Act (WIA) to help workers maintain or improve their job skills including assistance resume and cover letter building.• Performed full cycle recruitment, created vacancy announcements, determined qualification, eligibility requirements of applicants and apply veteran’s preference.• Coordinated job analyses to establish and validating rating, ranking and selection criteria.• Conducted resume pre-screenings, phone interview screenings, face-to-face interviews for Colorado’s public sector, job coaching, job readiness workshops, job searches for job seekers/veterans/youth.• Performed complex clerical, data entry, and other office duties to support professional and technical program staff.• Facilitated initial, and comprehensive assessments, created an individual employment plan with customer input, to include with the training request package.• Prepared individual employment plans with clients to address remediation of job-related barriers and deficiencies; carried out one-on-one job counseling and job coaching relative to targeted occupations and career pathways. • Acted as the liaison between job seekers and employers and the Workforce Center by interpreting Federal and State labor laws by providing advisory services on all matters pertinent to position classification and position management requests.• Accurately documented performance and services to customers by entering all relevant services and notes into the Connecting Colorado system. Utilized tools and resources to facilitate customer interest and continuation in work related activities and programs.

• Performed administrative functions such as: staff scheduling, tracking expenses, cost control and providing monthly budget reports; entering pay roll, creating pay roll reports, data entry, employee supervision; employee P.T.O. (attendance) and sick time tracking, bookkeeping, ordered supplies, organized and conducted staff meetings. • Leaded, and supervised housekeepers, inspectors and maintenance staff on day-to-day workload activities.• Monitored, coordinated, evaluated and recorded training activities and programs for effectiveness for Vail Resort Property Management, such as conducting new employee orientation meetings and general training. • Redesigned quality assurance program improving general cleaning scores from 90% to 100% for all areas in Keystone Resort. • Reevaluated and updated training materials such as; outlines, manuals, notes and hand-outs. • Provided proper training for all areas of the company’s equipment, policies, procedures, and strategies for the protection of the employees and guests (OSHA).