Daniel Sierra Email and Phone Number

•Assist managers and employees in preparing Individual Development Plans.•May conduct training for employees and leadership regarding HR issues (State law, union awareness, sexual harassment, policy updates and NFI specific HR related processes and procedures.•Collaborate with hiring leaders and Talent Acquisition during the initial intake meeting to discuss key skills requirements, internal talent, sourcing strategy, & compensation for FT and Peak staffing seasons. Recommends internal candidates for further considerations. Works with hiring managers and recruiting to help determine compensation and total package.•Leverage employee survey and retention data to provide recommendations to local management on site on how to improve the employee experience and reduce turnover.•Work with managers to facilitate the positive and legal handling of employee relations and communication matters. Enter case notes and data into the NFI Case management system.•Investigate and liaise with Legal department to respond to complaints of harassment, discrimination, employee grievances and other sensitive issues. Coordinate with the legal department in response to EEOC statements.•Assist managers in required personnel functions such as disciplinary procedures, and appropriate corresponding paperwork and documentation.•Maintain the confidential nature of all employee and company proprietary and privileged information used or observed in the course of performing job duties.•Ensure current knowledge of commonly used concepts, practices and procedures with the HR field.•Performs other incidental and related duties as required and assigned.•Partner with the compensation department on wage recommendations and regional studies and FLSA job assessment advice as needed.•Partner with leaders to effectively address workforce trends and close existing gaps based on data.

• Supporting leaders, building work relationships, and driving a culture that will positively impact the company workforce while elevating the employee experience.• Designing, planning, and delivering high quality HR support for the company in three different locations with a total headcount of 1000+ people.• Meeting Key Performance Indicators (KPI’s) for safety, quality, production, maintenance, efficiency, and service. • Understanding, supporting, advising, and partnering with local management to effectively drive business results and achieve company goals.• Leading, implementing, championing, administering, and monitoring people-related programs and initiatives aligned with applicable laws/regulations, local business objectives, broader company goals and the strategic plan.• Working with management to create a positive experience for employees throughout the employment life cycle via recruitment processes, performance/compensation management, training & development, and succession management programs.• Effectively managed a team of 2-Human Resources Business Partners in all aspects of HR support and service.• Keeps up to date on changes in international, federal, state, and local employment laws as they apply to assigned divisions or responsibilities that determined their impact on the company.• Provides timely support for various employment transactions such as new hires, promotions, transfers, separations, etc. for assigned divisions. Support tasks related to onboarding.

Responsible for managing the processing, researching, tracking, and responding to requests for Onboarding, Fingerprint Security, DOT Records Compliance, USPS, Enterprise Acknowledgement and Unemployment Teams. Works closely with the Employment Screening and Talent Acquisition Teams and applicants to verify all required credentials are complete for new Employees and Internal Transfers. Will assist with supporting Onboarding and Unemployment activities gathering required information to complete order in a timely manner; troubleshooting issues and taking action to correct discrepancies.

• Act as a liaison between the Resource Management Office, supervisors, and employees to resolve problems with pay, allotments, new employee information, timekeeping errors, and other related functions.• Review employee evaluation forms for accuracy, timeliness, and content prior to submission. Maintain a suspense system and issues reminders for all evaluation periods.• Oversee and coordinate administrative functions of the Directorate to include correspondence, mail, publications, records management, preparation of requests for personnel actions, and maintenance of personnel records.• Request overtime and compensatory approval as well as tracking all special needs such as advance leave, LWOP, and family leave program.• Serve as Records Coordinator for the Directorate and provide oversight and guidance on proper use of ARIMS filing system.• Provide oversight of property management for nonexpendable equipment within the Directorate.• Assist with the planning and execution of various ceremonies, conferences, training, town halls, etc.• Schedule appointments and coordinate travel for senior level employees.

• Coordinates talent acquisition as needed, including required approvals, recruiting strategy development, advertising, candidate sourcing, interviewing and on-boarding assistance.• Provides a high level of customer service in all interactions with employees, peers, management and visitors.• Builds effective business partnerships with management by developing a solid understanding of the business, and by seeking to develop and/or recommend human resource solutions that balance employee needs with departmental goals.• Supports corporate HR Management with administration of various projects and policy/procedure implementation and changes. • Manages special projects.• Support HR Management to successfully address complex Warehouse employee relations and performance issues by conducting, creating and maintaining appropriate documentation, organizing information and making recommendations regarding course of action.• Stays current with HR related regulations and acceptable practices.• Utilizes tools, systems & resources effectively in order to analyze employee data, develop solutions and provide support to meet internal customer needs that ensure strong cross-functional communication and a successful operations flow. This includes but is not limited to benefits, compensation, and systems such as applicant tracking, time off/absence (KRONOS/TALEO/ORACLE-PeopleSoft/SKILLSOFT), HRIS, and other HR related systems used to facilitate job accountabilities.• Work employee relations along side operations and provide detail investigations for fair and consistent treatment of employees.

• Managed all HR and employee relations issues and served as a link between management and employees by handling questions, interpreting and administering contracts and helping to resolve work-related problems.• Responsible for providing strategically planning, resource allocation, human resources modeling, leadership techniques, production methods, and coordination of over 1,000 individuals and resources across 5 different locations/states.• Analyzed monthly employment-related data and prepared detailed personnel activity reports.• Ensured HR policies and procedures were up to date and conferred with management to develop and implement unit procedures.• Responsible for the review and implementation of standard operating procedures and made recommendations for procedural or policy changes to improve operations as needed.• Processed Human Resource actions and maintained employment records related to events, such as hiring, termination, leaves, transfers, or promotions, and coordinated with multiple HR staff to resolve problems and issues efficiently and effectively.• Provided orientation to new hires and informed them of duty assignments and responsibilities, compensation, benefits, schedules, working conditions, or promotional opportunities.• Performed detailed assessment of personnel management procedures to ensure strict compliance with established policies; continually reviewed discrepancy reporting to determine deficiencies and recommend corrective actions.• Assisted employees with personal development and career planning resulting in increased mission readiness, timely promotions and better employee retention.• Managed multiple administrative support functions that included personnel action requests, pay systems, awards, promotions, personnel updates, and career retention benefits.• Monitored work processes to assess completeness, accuracy, quality, and conformance to standards in working towards proactive maintenance concepts.