Acts as a strategic business partner in the design, planning, and implementation of compensation strategies and programsPerform significant data analysis on compensation elements, including base pay, short-term incentive plans, long-term incentive plans, pay for performance, benchmarking / market data, annual surveys and labor market trends to advise and lead clients.Partner with HR Business Partners to consult with business clients and deliver compensation solutions that support business objectives.Provide advice and guidance through the job evaluation process to appropriately value work in the organization and ensure internal equity and external competitiveness.Partner with Talent Acquisition on delivering highly competitive and attractive new hire offers to meet our diverse talent needs.Lead complex compensation projects, from design to proposal and implementation, including change management for the communication and training of the results.Deliver compensation programs including annual base pay increases, promotions, short-term incentives, and long-term incentives to clients.Provide up-to-date market intelligence on competitive compensation trends and practices.Partner on critical annual compensation and performance processes.Ensure compliance with all related regulations according to local jurisdictions, to include creating policy and procedure.

Responsible for strategic management and oversight of all Leave of Absence programs and processes including management oversight of the services provided by the third-party provider for outsourced leave managementAct as the senior primary contact for the third-party provider of leave management services to address contract-related issues including but not limited to the quality of services provided, billing-related issues, and escalated employee relations matters.Develop, revise and/or implement effective leave-related strategies and processes, including changes to the Leave of Absence Programs and Policies by collaborating with key stakeholders (i.e. Law, Benefits, HR Employee Relations, HR Business Partners, Compensation, Payroll, etc.).Consult with managers, on-site medical professionals, HR colleagues, etc. as appropriate to provide solutions and recommendations to LOA-related matters including but not limited to issues related to return-to-work accommodations and complex employee relations.Analyze and interpret leave-related metrics and trends that will inform appropriate leave-related strategies and provide proactive information to the business.Implemented Altria Family and Medical Leave Process, providing all full-time salaried employees 12 weeks of paid leave to meet the need of their own medical needs and those of their family.Transformed the Short-term Disability, Bereavement Leave, and Military Leave to be more in line with the employee and business needs

Act as the primary contact for daily oversight and administration of assigned leave management processes, including but not limited to daily issue resolution, policy interpretation, and general questions and answersProvide guidance to employees, managers, and Human Resources personnel on leave-related policies, administration processes, standard operating procedures, and escalated issuesReview, analyze and audit reports to ensure processes are correctly administeredRecognizing the upstream and downstream impact of leave-related processes and making recommendations to mitigate risks. Taking appropriate action if necessaryDevelop and maintain an effective method to track leave-related metrics and trends. Making improvement recommendations on current practices where appropriateWork closely with Benefits, local HR generalists, Payroll, and other key stakeholders to ensure the effective administration of internal leave-related processesAdminister training and awareness programs and/or materials for employees, managers, HR generalists and HR Shared ServicesDesign functional specifications for third-party-provider to develop or influence test plans and processes, including the creation of appropriate documentation and implementation of solutionsDesign and implement Altria's first paid Parental Leave program, working with employee resource groups to ensure our offerings were inclusive to all our employees

Responsible for Home Office Support, Building Administration, Leave of Absence Administration, Accommodation Administration, New Associate Onboarding Experience, Disaster Relief Assistance, and Business Partnership with a variety of Departments within the Home OfficeVolunteer: Boys and Girls Club of Richmond, Feed More Organization (VA Food bank), Toys for Tots

• Responsible for all Health and Welfare associate issue resolution, including Benefit enrollment, eligibility, payroll, Short-Term Disability, and assigned leaves issues. Able to successfully explain complex issues to field HR so they can then explain the issue to the associate when appropriate; able to communicate unpleasant answers to associates and explain the reasons why a specific decision was made; able to stay calm when faced with upset associates• Manages all aspects of the Vision, EAP, Weight Watchers, Smoking Cessation, and COBRA plans including vendor management, outgoing communication to associates, and advising and guiding vendors on changes related to the plan.• Responsible for administration of the ARRA subsidy for COBRA including eligibility determination, subsidy calculation and determination of appropriate recovery based on multiple reports from ADP and internally, facilitating fact finding for ARRA appeals for legal review, and keeping up to date on legislation as it is released.Volunteer: Henrico Christmas Mother, Habitat for Humanity, Boys and Girls Club of Richmond

• Onboard all contractors, being sure to execute the specific process set in place for each client.• Performed background screenings and employment verification for all employees who have been assigned a contract.• Responsible for ensuring all contractors received and understood the company’s benefits information and policies.• Wrote and implemented Family Medical Leave policy.

• Administered all leave for 1,500+ employee hospital including tracking FMLA time used, counseling associate of their rights and obligations while on leave, and notifying managers of changes in the leave as appropriate.• Responsible for running the Human Resources portion of pre-employment orientation weekly as well as assisting with General Orientation monthly.• Responsible for all unemployment claims, including researching information, preparing documentation to be shared with the Unemployment Commission, and administering hearings.• Responsible for ensuring all performance evaluations had been completed and assisted management as needed.• Recruited and prescreened all Nursing Support applicants as well as conduct employment verifications and reference checks on successful candidates.• Implemented and trained all managers on a new application management tool in order to successfully roll out in less than two weeks.

• Created a onboarding packet for the plant’s summer interns in order to create a welcoming environment and assist with their needs• Organized and published plant newsletter for the organization• Designed and published an employee facebook for senior management• Developed a committee fair to inform associates of how they could become involved and improve associate engagement