• Design and implement HR processes aligned with regulatory standards to ensure compliance across the employee lifecycle.• Manage payroll processing using Paylocity to ensure accurate and compliant payroll aligned with wage and hour laws.• Administer benefits programs, overseeing open enrollment and ensuring compliance with regulatory standards.•Lead a two-person HR team, overseeing a comprehensive range of HR functions, including compliance, recruitment, payroll, employee relations, benefits administration, and performance management to support and sustain HR operations. •Develop, update, and maintain the employee handbook to ensure alignment with federal, state, and local laws, keeping policies current with evolving compliance standards and serving as a critical reference for employees and management. •Act as interim Director of HR to address complex employee relations issues, including conducting investigations, documenting findings, and implementing corrective actions in line with legal standards.

Developed strategic recruiting plans aligned with business goals.Partnered with hiring managers and department teams to create and enhance job descriptions and defined targeted candidate profiles. Implemented HR policies focused on employee engagement and retention. Ensured compliance with employment laws, HR best practices, and internal policies across multiple locations.

Led workplace investigations: reviewed allegations, identified and reviewed relevant documents and policies, developed investigation plan, conducted interviews, analyzed findings, created detailed reports, and implemented necessary actions. Administered health and welfare benefits, administered, and verified eligibility for leave of absence, conducted open enrollment meetings and managed process, and served as the liaison between employees and insurance carriers. Implemented new HRIS and ATS systems.

Advised and collaborated with management and employees on employment issues and concerns.Partnered with regional directors, retail operations team, and senior management to identify problem employee relations areas that impeded organizational progress, and recommended appropriate solutions and/or performance management as needed. Provided full-cycle recruiting: sourcing, screening, interviewing, background checks, compensation proposals, negotiations, and offer letters for non-exempt and exempt positions.Evaluated and updated job descriptions and verified FLSA classification and compensation.