Oversees the complete onboarding/off-boarding process for employees. Facilitates employee and manager training for assigned sites by delivering presentations, and leading discussions in front of a large groups.Advises managers on employee relations issues, review/draft performance improvement plans, and execute terminations as necessary. Participates in the development, design and implementation of retention strategies and programs to ensure the retention of top talent.Creates and audit job descriptions, research compensation data, and make recommendations to the hiring manager in order to align with our internal structure. Maintains knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.Conducts new hire follow up meetings, collect data and be able to provide feedback to managers and senior leaders. Leads key HR initiatives and be able to rollout new HR programs to assigned office locations.Collaborates with colleagues on the HR team to develop improved policies, programs, and solutions. Finds ways to build morale, improve workplace relationships, and boost productivity and retention.Analyzes data trends and metrics to inform business decisions Drafts and distribute employee communications as necessary, i.e. new hires, engagement events, training initiatives, etc.Answers employee questions and troubleshoot HR system issues. Audits key records and validate current HR practices. Files, organize, and scan confidential records.

• Provides HR policy guidance and interpretation to employees and leaders & assists in periodic review and update of employee policies and handbook.• Stays up to date on current employment laws, regulations, & trends including other legal requirements regarding people management. • Partners with the management team to better understand the needs of the company. Provide advice and recommendations to management for resolution of employee issues. Provides leaders and employees with coaching, consultation, and guidance on effective conflict resolution, performance management, employee development and engagement.• Assists in the creations of job descriptions, provide guidance on recruitment best practices, posting positions, and strategic workforce planning. Conduct research to identify workforce issues or inefficiencies. Develops contract terms for new hires, promotions and transfers.• Provide guidance and direction for the creation and implementation for new HR Systems, processes, and programs. Identify employee training needs and create or procure a professional development curriculum.

Participates in regular strategic planning with HR leadership team to drive and implement company-wide HR initiatives.Reviews operating practices including HR system and business process to determine where improvements can be made to improve services and employee experience. Use HR best practices for process improvement methodology to increase effectiveness and/or efficiency of a business process. Conducts data-driven analysis to provide actionable, timely and accurate insights of process and operational health and recommend solutions.Lead cross-functional projects, implementing project governance to drive on-time deliverables.Works closely with management and employees to improve work relationships across the organization to develop a deep understanding of interdependencies between cross-functional teams and their respective processes. Analyzes information provided by HR leaders on talent management processes, learning and development of employees, HRBP operational inefficiencies, in the context of the business.

Directed the day-to-day operational management of the Student Employment Team, oversaw the people, purpose, and philosophy of the department. Managed a team of 3 Human Resources Generalists (HRBPs), that were responsible for the full-service HR management of their assigned colleges and business units. Maintained in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Provided HR policy guidance and interpretation to business unit leaders and subordinate team members.Led and managed the onboarding programs, student hiring, workday transactions for all student employees. Provided oversight for all other HRIS functions and provided oversight for the employee exit process.Responsible for the day-to-day management of Workday (WD) HCM, database accuracy (data cleansing), standardization, and auditing to ensure proper reporting and interfacing of data. Managed all mass changes to HR data, and served as the subject matter expert for WD functionality.Resolved outstanding HR operational issues within WD HCM. Implemented new functionality within the HR systems, prepared internal team and external partners for new WD software releases, resolved performance inefficiencies in reports, integrations and custom configurations.Developed technical expertise in various WD technologies to resolve business critical issues by collecting logs, investigating root cause, providing workarounds, and communicating with colleagues.Acted as the escalation manager when reporting issues to WD Services Team; drove issue resolution while managing communications and expectations within WD, and the involved customers/partners. Assisted Payroll Services with troubleshooting HR/Payroll system issues.

Responsible for the full-service HR management of my assigned colleges and business units. Maintained in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.Provided HR coaching, guidance, and policy interpretation to assigned business unit leaders. Conducted weekly meetings with department leaders to resolve any outstanding HR issues. Completed strategic planning and executed company-wide HR initiatives. Completed the hiring and onboarding business process for all employees including undergraduate, graduate students, faculty, and staff on behalf of departments in Workday. Created offer letters, made offers of employment, and assisted in compensation administration per the company pay plan.Coordinated and ensured compliance with required employee onboarding including Form I–9 and E-Verify requirements per federal, state and TAMUS policy. Reviewed and created positions and job postings for student, staff and faculty positions with Workday HRIS and applicant tracking system.Tracked and monitored job postings within the applicant tracking system to process selected candidates for employment, and ensured candidates meet minimum qualifications for positions. Participated in regular workforce planning for assigned stakeholders and leadership teams.Recommended and implemented tools and procedures used in the staffing process to reduce time to hire. Created standard operating procedures, and made recommendations for policy improvement and workflow changes. Maintained, compiled, and analyzed human resources data in Workday HRIS.

Acted as HR manager for the department of Institutional Effectiveness & Research to include staffing, l learning & development, and completing employee lifecycle transactions for all department employees. I was responsible for reviewing and creating job descriptions, screening and reviewing job applicants, conducting interviews, and made recommendations for the selection of new hires. I was the liaison between our department and the central HR office. Provided HR policy guidance and interpretation to the department leadership, and day-to-day performance management including coaching, counseling, career development, and disciplinary actions.Created and reviewed internal HR procedures/policies and recommended changes. I designed and prepared reports and publications for distribution with college or divisions, or other internal stakeholders.Conducted research on assigned HR topics using our HRIS and the enterprise data warehouse. I prepared and disseminated information to internal and external stakeholders including government agencies, open records requests, interested professional organizations, and other peer research institutions. I designed and prepared reports and publications for distribution with college or divisions.Directed the work of assigned clerical staff including the supervision of student employees, to determine work priorities & to evaluate progress.

Administered talent acquisition and staffing, employee relations, employee training & development, records management, and wage & salary administration on behalf of assigned departments. I evaluated human resources practices and policies, and created reports from our HRIS that included policy, EEO/AAP, federal and state regulation compliance.Completed all employee lifecycle transactions for assigned departments including staffing, leaves, terminations, & wage administration. I provided guidance to department leaders on workforce planning, policy interpretation, & to resolve any outstanding HR issues.Acted as the primary liaison between student employees and human resources. I was the main point of contacts between department leaders and university administrators for guidance on hiring, terminations, and employee issues for all student employees. Aided with benefits administration to include insurance, retirement, and leave administration. I monitored employee training compliance in accordance with university and state regulations. I Conducted graduate employee orientation and assisted with staff and faculty orientation.Assisted in other functional areas of HR as needed to include, compensation, employee relations, and diversity and inclusion.Created and summited reports such as, but not limited to: workers compensation, unemployment, FTE, HRIS, insurance downloads and edits, new employee orientation, and special projects as required.

Directed the operation of airplane refueling systems and equipment, planning and scheduling petroleum transport, Operating pumps, pipelines and tanker equipment. Supervising soldiers in refueling operations, Transportation of troops, explosives, munitions. Supervised classroom briefings to soldiers on topics such as safety procedures, weapons proficiency, sexual harassment, operational security (confidentiality) and other issues as assigned Received and stock bulk and package products. Issued and dispensed bulk fuels and water from storage and distribution facilities to using units. Selected and summited samples to laboratory for testing.Performed petroleum and water accounting duties. Operated equipment used with petroleum and water distribution system and multiproduct pipeline systems. Responsible for Safety regulations and procedures for handling dangerous materials

Planned and executed the successful operation of the entire sales floor at Target as the Senior Team Lead. I managed and supervised a team of around 70 employees including 5 team leaders assigned to the sales floor and roughly 40-50 team members on any given shift. Completed Human Resources duties including attending recruiting events, interviewing, and hiring new team members, assisting with employee orientation, training new members in Target policies and procedures, performance management, providing professional development to team members and team leaders, resolving employee relations issues, and completing employee transactions within the HRIS.Managed payroll, sales reports, store budgets, created goals for my departments and employees when assigned as an interim Human Resources Manager.

Acted as the subject matter expert on all electronic and entertainment products sold in the store. Worked directly with customers to sell merchandise and answer product questions.Created and maintained business relationships with third party vendors and supplies. Assisted with talent acquisition.. Assisted in teaching subordinate team members electronics knowledgeSupervised new team members during their initial training and other team member duties as assigned.