-Manage various global compensation and benefits reporting/audit needs, including regulatory requirements and plan/program management.-Support the development, evaluation, implementation and administration of global compensation programs.-Lead US portions of Global Job Architecture project to ensure streamlined processes and proper alignment of internal/external equity.-Assist with the development, planning, implementation and evaluation of compensation and benefit processes, plans and programs which support achieving business objectives.-Develop education and training materials related to compensation policies, tools and programs for business leaders and employees.-Lead core compensation activities, including writing job descriptions, managing salary surveys, and conducting market reviews.-Partner with department leaders, HR Business Partners and Recruiters on compensation related matters such as offers, promotions, and global internal transfers-Benchmarking of compensation and benefit data to ensure alignment of offerings with local and global competitors.

-Utilize critical thinking, data, and influence to help business leaders reach decisions and solve complex organizational problems and conflict while constantly balancing risk and compliance for the organization.-Assist leaders in developing and sustaining processes and critical thinking skills to manage the end-to-end employment lifecycle of their employees.-Partner with leaders to review concerns related to employee performance and misconduct matters; devise and implement appropriate response using critical thinking, creative problem solving, and independent judgement thatbalances organizational needs and values, employee development, equity, and legal compliance.-Gauge leader skillsets, gaps, and challenges across the supported area of the business to proactively propose training, process changes, and other measures to improve team effectiveness and employee experience.-Highlight key trends to leaders with the goal of driving proactive solutions to minimize reactive work.

-Consult with HRBPs and Leaders on compensation strategy and design, including market pay competitiveness, equitable compensation offers, industry best practices, and corporate guidance.-Assisted in the development of standards for compensation pay practices such as Sign-On Bonus and Minimum Starting Rate. Complete ongoing audits and enhancements based on business insight and market research.-Complete compensation analysis and provide recommendations for mergers and acquisitions. Translate compensation components to ensure harmonization of grades, STIP/LTIP, and titles with minimal employee impact.-Partner with stakeholders on job standardization to align roles to business strategy and scalability.-Ensure compliance with state, federal, and union compensation regulations for current or acquired business entities.-Conduct market and pay analyses, interpret results and make recommendations that support the development of new or redesign of existing compensation programs aligned with the organization's reward strategy.-Partner with various stakeholders to analyze new roles and revised existing roles to determine appropriate grading.-Engage in job analysis, market pricing, and development of new job descriptions to support recruitment goals.-Independently conduct annual global compensation surveys and analysis of salary trends.

-Consulted with leaders on strategic hiring practices to attract and retain necessary talent.-Completed equity analysis to ensure employment offers aligned with market data and recruitment strategies.-Analyzed recruitment processes and collaborated with stakeholders to implement enhancements to create better candidate and business experience.-Devised and implemented sourcing strategies to build pipelines of candidates.-Lead full recruitment life-cycle including screening, interviewing, offer preparation, and post-hire details for IT and Engineering candidates.

-Created a virtual Internship Program with a 90% retention rate and 10% increase of participants in following year.-Assessed recruiting process, identified improvement opportunities and led enterprise improvement initiatives.-Led Scrum Team in using Agile methodology by optimizing processes and overcoming organizational roadblocks.-Developed creative recruiting solutions by providing relevant metrics and industry trends based on business needs.-Fostered relationships with organizations to create diversified recruiting pipeline.-Led full lifecycle recruitment for a variety of Corporate and Bargaining Unit roles.-Facilitated all aspects of the recruitment process, including strategy, sourcing, screening, interviewing, and offer preparation and negotiation.

-Administered and counseled employees in various benefit offerings, including union and non-union employees across multiple states.-Independently completed annual 401(k) audit and prepared quarterly testing resulting in 87% decrease in errors in one year (2017). 100% decrease in errors in following years.-Partnered with stakeholders to automate manual processes, saving time and money, while decreasing errors and creating a better enrollment experience for employees.-Created Learning Management System (LMS) for new employees and annual open enrollment to ensure consistent and accurate information was provided to all employees, including growing remote worker population.-Created content for publication on intranet site educating employees on benefit offerings and policy updates.-Researched market trends to ensure/implement competitive benefits to retain and attract top talent.-Served on multiple committees to ensure policy compliance and standardization.

-Conducted 401k reconciliations and assisted Payroll Department in bi-weekly payroll processing.-Researched and resolved a high volume of client questions and problems regarding employee benefits.-Utilized HRIS to conduct regular audits and create various reports needed by different departments.-Responded to inquiries from active and retired employees regarding plan eligibility/enrollment, distribution of benefit payments, and retirement plan requirements.-Educated employees on PTO policies; helped develop more efficient processes.

-Served as a link between leadership, management and employees by answering questions, communicating decisions and helping to resolve work related matters.-Processed terminations, leave of absence requests, promotions, internal transfers, pay changes and new hires in HRIS.-Demonstrated attention to detail while updating Employee Handbooks as laws, policies, and regulations change.-Conducted payroll and benefits orientations for new employees.-Educated employees on plan eligibility and coverage types.-Created new policies and procedures to enhance workplace effectiveness.-Maintained employee and contract files, keeping company in compliance with current laws, coordinating office activities and events and vendor relations.

• Conduct recruitment effort for all personnel and new-employee on-boarding.• Advise and consult with managers, supervisors, and staff on employee relations matters• Participate in developing department goals, objectives, and systems• Effectively manage caseload of 80+ clients and ensure overall cares are being met• Create and implement Behavioral Support Plans based off of observations and team input• Provide consultative and direct support for schools and childcare programs

• Developed an ongoing, quality environment conducive to growth and development of individuals with disabilities• Communicated all ideas with fellow staff members to ensure success• Spearheaded programs that allowed for development of gross motor skills as well as speech

• Managed applicants through interview process: employment paperwork, skills evaluations, drug screening, etc.• Processed time cards, paychecks, unemployment claims, garnishments, direct deposits, etc.• Orchestrated functions of day to day management including data entry and multiple project work load. • Answered incoming inquiry calls from potential candidates and actively recruit qualified candidates.