• Start-Up and Site Management: Provide daily operational support and strategic guidance to site leadership, driving successful HR operations across new sites and enhancing leadership development.• Labor Relations: Manage labor relations for 160 employees, resolving policy and procedure inquiries, handling bargaining agreements, and escalating complex matters to management as needed.• Data Lead: Lead the tracking and analysis of all information requests, grievance hearings, and complaint timelines, ensuring 100% adherence to contract requirements and meeting critical deadlines.• Complaint Management: Act as the primary contact for employee complaints, assessing and resolving 95% of disputes internally through mediation and fostering a collaborative work environment.• Employee Relations: Conduct thorough interviews and investigations into harassment allegations, work complaints, and other employee concerns, driving fair outcomes while minimizing conflict.• Recordkeeping: Ensure accurate and compliant recordkeeping for hiring, terminations, promotions, and other HR actions, with a focus on EEO, affirmative action, and diversity initiatives.• Policies and Procedures: Maintain up-to-date knowledge of employment laws, EEO regulations, and collective bargaining practices, contributing to the company’s compliance and risk management strategies.• Documentation: Prepare comprehensive documentation for contract negotiations and meetings with labor organizations, supporting successful labor relations and HR negotiations.• Projects: Collaborate with the VP of HR to update critical HR documents, including the Employee Handbook, Collective Bargaining Agreement (CBA), and Safety Manual, enhancing organizational policies.

I design and implement HR programs and processes that align with business needs. Additionally, I oversee payroll forover 750 employees and serve as an Employee Relations Manager for shared services.Here are some highlights of my achievements in this role:◆ Employee Relations: I have effectively managed dozens of complex employee relations cases without incurringexpenses through collaboration with the Chief Legal Officer and Employment Attorney for litigation and DOL claims.◆ Culture Building: As an active member of the DEI council, Site Leadership team, and Culture club, I have contributed toorganizational enhancements and promoted diversity, equity, and inclusion in the workplace.◆ Team Management: I have improved morale and cohesion by managing difficult situations, advising executives, andtraining managers to build progressive teams.◆ C-suite Engagement: I work with the Chief Human Resources Officer on initiatives promoting strategic HR practices.◆ Employee Training and Development: I orchestrate and deliver code of conduct, harassment, and diversity training;new employee orientation programs; and leadership development training.◆ Change Management: I have successfully boosted staff retention from 75% to 95% by initiating change managementprocedures, creating a best-in-class environment, and promoting ethics.As a strong advocate for employee engagement and organizational culture, I have fostered an environment of trust,respect, and transparency. I constantly seek opportunities to improve HR operations, drive change, and promote thesuccess of both employees and the organization.

I led HR and payroll operations for over 200 commissioned, salary, and hourly employees.Here are some of my key accomplishments in this role:◆ Performance Management: Through tracking performance via HR data, recommending improvement initiatives, anddriving performance growth via training and mentorship, I lifted overall performance by 30%.◆ Payroll and Statutory Audits: I successfully led audits with various agencies, including 401k, workers’ compensation,and tax agencies.◆ HR and Payroll Reporting: I created, reviewed, and presented visualized payroll reports to key stakeholders to supportfinancial projections and performance.◆ Compliance Management: I supported payroll policies, procedures, and internal controls to drive effective results incompliance with benefit and compensation’s best practices, company policies, and statutory regulations.My expertise in payroll processing, compliance management, and HR reporting made me a valuable asset to myemployer.