• Emphasize the employee experience when addressing key areas, such as compensation, benefits, and safety. Offer suggestions and collaborate with stakeholders to address concerns efficiently and quickly. • Experienced in examining situations thoroughly when exercising high judgement decision-making, including reasonable suspicion, harassment, workplace violence, etc. • Successfully planned and executed the talent management process for an operational region of 6 sites encompassing 100+ salaried leaders. Challenge talent-related decisions respectfully and ensure that leaders are equipped to facilitate productive discussions on career advancement and performance management. • Collaborate with business leaders to establish goals related to DEI, culture and talent. Develop strategies to develop areas for improvement and consistently manage their impact.• Identified trends in attrition around a network of 30+ sites through the implementation of an exit survey. Implemented retention strategies across the network to combat the attrition of top talent. • Serve as on-site HR support for a warehouse facility with an average headcount of over 600+ and provide regional support to a population of 1300+. • Act as primary point of contact for HR escalations within the facility for payroll, leave of absences, employee relations, accommodations, etc. • Investigate and handle HR-related issues raised by employees or managers in a timely manner

• Serve as a member of an HR Team providing support and guidance to various departments and offices.• Provide high quality customer service to employees and vendors.• Assist in the implementation of new programs and changes to plans• Manages Benefits support inbox and resolves issues• Assist with recruitment efforts and onboarding, including conducting employee orientations.• Provide assistance to employees during the benefits enrollment process. • Assist with researching human resource related situations that arise and provide legalities and recommendations to management on the best course of action.• Partnered with various benefits carriers and the insurance broker to keep employees informed of the latest changes.• Serve as workers compensation point of contact for the company.

• Serve as Human Resources for the entire company with a staff of over 700 employees; provide support, leadership and coaching on Human Resources policies and procedures.• Lead and manage all employment practices including recruitment, orientation, professional development, promotions and terminations. • Monitor the compliance of all employee files in accordance with state and federal regulations; maintain records; represent the company at state hearings.• Source and interview all salaried exempt/non-exempt and hourly employees; manage the application and on-boarding process; coordinate and conduct the orientation process for field and administrative staff.• Serve as employee advocate and mediator with employee relations concerns; handle human resource legal issues as required in partnership with corporate legal counsel. • Participate in employee disciplinary and/or counseling issues; review any disciplinary documentation as needed. • Manage the performance review process; ensure employee training is conducted and is inclusive of competency assessments and/or development plans. • Utilize excellent communication and interpersonal skills; establish and maintain professional relationships and work effectively with all levels of management. • Supervise and serve as the point of contact for all workers compensation claims for the company.• Manage and execute the Unemployment process; comfortable with the NJ Department of Labor Appeals process.

• Ensured the company remains compliant with all payroll, benefits, workers compensation and record keeping.• Maintained all employee records , including new hire set up, I9 validation, and all monthly payroll changes in accordance with state and federal laws• Served as HR contact to corporate HR Department for a staff of over 180 employees.• Assisted in the coordination of benefits enrollments for the company• Managed all workers compensation claims for the Diamond Horseshoe venue• Acted as liaison for all workers compensation claims and the New York State Insurance Fund• Conducted audits on all HR files and I9 forms to ensure compliance.• Provide administrative support when needed to management staff.

ADMINISTRATION/MANAGEMENT• Collaborated with Human Resources Manager and District Manager to identify store hiring needs • Screened and interviewed job applicants weekly and processed new hire paperwork through Jobs Express system for over 45 employees. • Conducted all new hire orientations with emphasis in Harassment, Equal Opportunity Employment, and Professional Conduct. • Through the use of the Kronos Workforce Management application, managed all scheduling, overtime, timecards and paid time off for over 150 store associates. • Maintained employee records and retained all files in accordance with company standards and policy.TRAINING AND DEVELOPMENT• Managed and directed 4-month project, which led to the successful training of over 400 employees across 12 stores. • Applied the use of alternative training methods such as coaching, e learning, peer training, and on the spot feedback to support associate growth and development. • Conducted weekly training analysis on all new hires during probationary period to assess the quality of peer-to-peer training and information retention.• Oversaw store Associate Modular Training program and conducted weekly status meetings to track associate progress and maintain individual goals.

HIRING AND RECRUITMENT• Utilized college career fairs to successfully assist District Recruiter and District Manager in identifying and evaluating potential Exempt managers• Assisted Human Resource Manager in strategizing and implementing annual holiday job fair. • Conducted interviewing for store associates and assisted with interviewing for Exempt managers through the use of the STAR approach.EMPLOYEE RELATIONS• Instrumental in complete turnaround of under-performing sales team; set higher expectations and instituted individual team member accountability.• Enhanced employee performance and attendance through daily mentoring, one-on-one discussions, and motivational strategies, including daily recognition.• As District Softlines Trainer, successfully trained, developed and mentored 6 Exempt Managers.