Manage all Human Resources related functions for a 900-person Property Management/Real Estate company, including but not limited to, talent acquisition, employee relations, benefits, compliance with federal, state, and city regulations, and training and development.• Created a systematic and strategic plan covering the entire recruitment process; aimed to ensure that the organization attracts and hires the most qualified candidates while aligning with the company’s long-term goals and objectives.• Developed strategic partnerships with senior and executive management to address and resolve intricate employee relation matter. • Partnered with benefits brokers to evaluate and improve current benefit offerings, while ensuring a seamless open enrollment each year.• Developed a standard operating procedure for managing all aspects of leave administration, including but not limited to, employee notifications, vendor management, COVID-19, and WC/disability programs.• Conducted extensive research to identify and evaluate various HRIS and HRM systems; provided recommendations to executive leadership for the most suitable systems aimed to optimize the HR process, achieve seamless data management, and maximize operational efficiency.

Responsible for the human resources programs including, but not limited to, onboarding, leaves, disciplinary matters, disputes, and investigations, performance and talent management; collaborates with senior and middle level management to understand the organizations goals and strategy related to staffing, recruiting, and compensation; monitors and ensures regulatory compliance with federal, state, and local employment laws to recommend best practices • Resolved over 100 complex labor and employee relation issues grievances ranging from to wage and hour, harassment, and discrimination• A key member in the organization first Reduction in Force (RIF) process; coached managers through the process and talking points• Onboarded over 100 new employees within a two-day turnaround time inclusive of labor and corporate staff in 2019 and directed the onboarding activities of 30 labor and corporate in 2020• Researched, created communication, coached managers and employee pertaining to COVID-19 quarantine, isolation, travel advisories guidelines , regulatory legislations

Serve as a Senior HR Advisor to various internal and external parties on complex human resource related issues, conduct employee relations investigations, facilitate training, manage the NYC talent acquisition efforts, cascades information from corporate to the regional and site levels, represents the organization at arbitration, unemployment, and Workers’ Compensation hearings• Responsible for closing over 500 employee relations issues from 2016-2017• 95% success ratio at contesting unemployment claims• Key person in facilitating the collective bargaining agreement process• Co-chair of the NYC Employee Engagement Committee• Member of the Employer Branding Committee

Primary point of contact for all benefits administration related inquiries, benefits billing reconciliation, effectively contest unemployment claims, leaves management, responsible for Arizona, New Jersey, and New York states short-term disability programs, employee relations, medical claims management, responsible for the data integrity of HRIS• 88% success ratio at contesting unemployment claims• Created the framework for the organization’s first rotational sales training program• Designed formal on-boarding process for new hires• Recouped 100% of invoice credits and missed employee deductions owed to the organization• Worked closely with various brokers to implement new benefits during Open Enrollment• Presented 18 Open Enrollment Benefits Orientation; 2 in Spanish

Primary point of contact for employee benefits, closely work with key stakeholders to identify effective benefits design solutions, managed the leaves process for domestic and international employees, ensured legal compliance, participated in employee disciplinary investigation, consulted with employees for training and career development needs• Increased employee open enrollment participation in wellness fairs by 62%• Saved the organization $341,000 by successfully contesting unemployment claims• 75% success ratio when representing the organization at the Department of Labor (UIB Hearings)• Average time to identify and onboard new hires was 32 days versus the departmental average of 75 days; 98% retention rate• Appointed to the WCS’ HR Human Capital project; produced data and models in the area of Change Management and Total Rewards initiatives• Significantly reduced process time for the Annual Wage Theft notification by transmitting 1,700 notifications electronically opposed to paper distribution to exempt, non-exempt, and unionized staff

Served as primary point of contact for employee benefits and administration, managed the new hire process, responsible for the data integrity in HRIS and personnel files, produced ad-hoc and standardize reports for senior management and governmental agencies, supervised professional staff to assure accuracy and quality of assigned work• Produced workflow models to improve efficiency within the HR department• Assigned to project team to implement ADP Workforce Now technology platform• Conducted training to managers and employees on ADP Workforce Now • Standardized and quantified exit interview process• Created the intranet format which was adopted by the organization

Responsible for accurately entering employees into the appropriate bonus pool groups and the assigned percentage allocation, served as primary point of contact for benefit related expenses and deductions, collaborated with external vendors and finance department for timely delivery of payments, and entrusted to prepare and deliver confidential compensation documentation.

Collaborated with Senior HR Manager to ensure governmental compliance, generated ad-hoc reports for Senior HR Manager, observed the investigation and recommendation process in employee related issues.• Reduced average response rate on reportable Workers’ Compensation claims from 10 to 2 business days • Reduced union grievance and corresponding fines by approximately 18%; created a return to work matrix• Received positive feedback from branch Managers on presentation and facilitation open enrollment process

Responsible for maintaining positive relationships between clients and brokers by providing stellar and expedient customer service, accountable for timely processing clients’ transactions and the accurate reconciliation of customers’ accounts.• Recipient of two employee recognition awards for supporting and promoting diversity initiatives