Assessed the business’ HR needs to create a staffing plan over the next five years.Conducted an audit of employee files, collected the missing paperwork, and implemented a filing system.Created an onboarding process and wrote the employee handbook in collaboration with the owner.Created policies and procedures and submitted them to the owner for approval.Assessed HR needs for an upcoming acquisition and made an onboarding plan for the new employees.

Researched and made recommendations to the department head to ensure the College’s compliance with employment laws, including but not limited to EEO, ADA, FMLA, FLSA, Workers’ Compensation, and Unemployment Compensation.Created and disseminated weekly employee communications on behalf of the HR Department.Coordinated with the Business Office and Payroll to payout unused vacation and sick time to employees leaving the College in accordance with College policies.Acted as a liaison between HR and the Union regarding all concerns surrounding vacant and newly filled union-eligible positions, membership seniority and directory, and announcements of HR activities as required by the CBA. Planned, executed, and tracked three major employee file audits for 1000+ employees in collaboration with fellow HR team members.Answered various requests for HR information to federal and state agencies for reporting purposes. Answered dozens of subpoenas and public records requests with assistance from the Ohio AG’s Office.Provided guidance and mentorship to HR Specialists and support staff in their day-to-day activities.Acted as the College’s Title IX Coordinator which entailed: Educating all college employees on Title IX and implications of non-compliance; Investigated claims of gender-based mistreatment and harassment; Provided supportive measures to the alleged victim(s) and alleged abuser(s) for the duration of the investigation.Created, updated, and managed the processes for onboarding and offboarding which included both day-to-day work and the manipulation of the HRIS to ensure correct information was being given/received in both processes. Provided guidance and training to all college employees on all human resources matters, including but not limited to, recruitment, compensation, applicability of collective bargaining agreements, benefits, employee relations, performance, counseling or disciplinary issues, and state and federal laws.

Managed applicant recruiting and processing for over 300 job postings which included the strategic posting of various jobs and screening applicants for minimum and preferred qualifications. Provided training and guidance to hiring managers/their search committees to ensure the College’s compliance with federal, state, local laws on illegal discrimination.Maintained applicant search files, provided application materials to hiring managers and search committees, approved list of questions, and managed the interview process.Coordinated the recruitment, selection, and onboarding of over 300 full and part-time employees over my tenure at the College.Tested, implemented, and disseminated a new HRIS system to the College employees in collaboration with a team of HR, IT, and senior leadership employees.Created and maintained personnel files.Performed onboarding, offboarding, and other tasks related to role transitions at the College.Negotiated with offerees on salary terms, prepared and processed offer letters and contracts.Investigated employee relations issues and complaints; gathered information/recommendations for resolution. Completed verifications of employment (VOEs) and employer questionnaires related to unemployment compensation applications.

Robert Half assigned me to be an HR Specialist at EGCC as my first and only assignment. EGCC hired me as their own employee later that year.

Created, updated, published, and maintained at least 500 job requisitions using recruiting software to assist hiring efforts in the field• Conducted hundreds of pre-screen interviews with candidates for various open positions• Balanced the needs and priorities of both the recruiting and the training departments through time spent on several projects assigned to me by both departments• Successfully revitalized AVI’s customer service training program by collaborating with the training team to find a way to engage employees and reward outstanding behavior• Responsible for three months of content for the new customer service training program for 2018• Created and updated several training presentations for internal use

Learn all aspects of operating and managing an individual travel center location.Collaborate to make significant improvements in the day-to-day operations of the store. Provide excellent customer service while co-managing the store with the General Manager.

- Assist approximately 70 customers per day with account issues and cash transactions- Adapt to differing policies and procedures at several branches throughout the Mahoning Valley- Suggest and educate customers on new banking products- Multi-task to keep teller drawers organized and up to requirements during the day

- Successfully identified the card member using tactful conversation techniques- Kept the personally identifiable information unknown to third parties who may have answered the phone instead- Convinced the card member to make payment by educating them on the negative consequences of continued non-payment

- Took inbound calls and solved the customer’s issue in a ‘one call resolution’- Met department and team sales goals by being knowledgeable about several DIY projects and what the customer will need to complete said project- Occasionally walked the call floor to answer coworker’s questions- Professionally answered any phone calls directed to me after customer requested a supervisor and used critical problem-solving techniques to satisfy the customer

- Recommended and promoted additional merchandise to customers- Searched the website and the inventories of other stores to find products requested by customers- Second in submitting most successful credit applications in the Men’s Department during 2011