• Gather information related to a client’s workplace injury, evaluate the validity of the claim, and provide legal advice regarding their rights and options.• Maintain regular communication with clients, providing updates on the status of their cases, answering their questions, and addressing their concerns. • Review medical records, accident reports, and other relevant documents to determine the potential benefits and compensation and to identify risks related to the claim.• Prepare and file claims on behalf of clients, verifying that all required forms and documentation are completed accurately and submitted within the designated timeframes.• Engage in negotiations to reach favorable settlement agreements for clients, ensuring fair compensation for medical expenses, lost wages, vocational rehabilitation, and other benefits.• Represent clients in depositions, mediations, and administrative hearings.• Stay informed about changes in workers' compensation laws, regulations, and court decisions. Conduct legal research to support the client's case and develop effective legal strategies.

• Conduct audits to evaluate clients' compliance with relevant labor laws, regulations, and industry standards.• Analyze clients' existing policies, procedures, and practices to evaluate their effectiveness in mitigating risk.• Research industry trends, regulations, and emerging risks related to workforce management, incorporating them into mitigation strategies.• Respond to clients' inquiries, concerns, and incidents related to workforce risk management in a timely and effective manner.

• Manage day-to-day compensation and benefit surveys which serve as a resource of benchmarking information for members• Interpret data, analyze results using statistical techniques and provide summary reports• Advise clients about their current compensation and/or benefit packages/strategies; ensuring competitiveness within their industry and region• Facilitate in-person discussion groups for all levels of human resources professionals; provide guidance on wage & hour issues, discrimination, FMLA, ADA, workers’ compensation, and safety• Discuss consequences related to policies and/or decisions including risk aversion• Handle calls received through ERA’s HR Hotline• Advise clients on decisions being made regarding recruiting, interviewing, hiring, employee benefit programs, and strategy development for their HR department• Research and advise clients about new and emerging topics related to HR, including new litigation and regulation on the state and federal levels• Write handbook supplements and addendums to address new and emerging trends across organizations• Develop and deliver presentations to clients and prospective clients about any number of different areas related to the human resources field

• Interpreted and explain policies, procedures, laws, standards, and regulations to front-line managers and employees• Addressed employee relations issues such as: work complaints, performance management issues or other employee concerns• Directed the process of coaching and disciplining employees, working with managers and supervisors to assure that the processes are completed in an effective and consistent manner• Communicated changes in policies and procedures and assures proper policy compliance• Maintained records of benefits plans participation such as insurance and pension plan, personnel transactions such as hires, promotions, transfers, performance reviews, and terminations, and employee statistics for government reporting• Administered salary administration program to ensure compliance and equity within organization• Prepared employee separation notices and related documentation

• Collaborated with internal project teams and Fortune 500 clients to develop key business objectives and deliver actionable recommendations based upon market research studies

• Delivered reports to executive management teams summarizing findings and recommendations for employee engagement surveys, 360 feedback reviews, and exit interviews• Analyzed hiring, termination, and promotional data to identify potential cases of adverse impact according to the requirements of the Office of Federal Contract Compliance Programs (OFCCP) and supervise an organization through the audit process