Responsibilities include employee relations and risk management. Administers human resources policies and procedures according to company policies. Processes paperwork for Human Resources according to established procedures. Also, the Evaluation Process of employees, Risk Administration, Employee Relations and Payroll.,

• Provide HR-related support and advice to management and staff on various HR functions, including talent acquisition and retention, employee relations, performance and compensation, learning & development, organization development, and effective leadership practices.• Assist in managing the human resource information systems database and necessary reports for critical analyses of the HR function and the people resources of the corporation.• Partner with HR Manager and utilize HR resources to uphold HR plan, streamline processes, provide reporting and metrics, analyze trends, and make recommendations for change where appropriate• Acts as contact for employees and supervisors regarding intake of concerns and manages to follow up on issues with the direction of the HR Manager and Chief Human Resources Manager.• Administered onboarding process for new employees and new-hire orientation program.• Responsible for tracking and reporting to HR Manager all FMLA, STD, and other LOAs in real-time.• Managed HRIS system and assisting employees at all levels with work-related issues, including FMLA, workers' compensation, and benefits.• Benefit contract administration, Open Enrollment process, claim assistance and resolution, and responsiveness to employees.

• Created and maintained an HR dashboard to align departmental goals with the organization's strategic plan/overall objectives. • Use project management methodology, tools and techniques to establish and execute all aspects of project management and execution• Defined metrics to quantify the impact of each initiative on business outcomes. • Oversaw corporate performance management process (both domestic and international). • Developed organization-wide communication strategy for all performance management activities. • Directed the writing, editing, and circulation of all PM-related communications, including executive messages. • To be responsible for the end to end planning and delivery of the project• Executes against M&A project plans related to HR tasks while mitigating risks to provide opportunities and contributes to the development of the M&A playbook• Liaised with IT/HRIS to ensure the performance management platform (SuccessFactors) was configured according to evolving business requirements. • Identify opportunities for performance improvement through internal diagnosis, process/system reviews in order to understand barriers and possible solutions; conducting external research into good and best practices• Partnered with the learning & development team to create manager and associate-focused training materials and e-learning courses. • Increased employee participation in the corporate performance assessment cycle from 74% to 95%. • Supports the Human Resource leadership team to identify business challenges and use data analysis to help propose and influence continuous improvement/changes to the operations, process or programs

• Provides support and assistance to the management team in handling and resolving Human Resources issues. • Attends to employees' requests, internal and external transfer requests. • Conducts due diligence work on all applicants who have been scheduled for preliminary interviews. Unpaid diligence includes contacting previous employers, associations, and law agencies, conducting a Google search, and checking social media presence. • Manages and updates personnel files for old and new hires in the Human Resources Information System database. • Ensures that all hiring and recruitment processes comply with all local, state, and federal laws • Implemented the company's policies and procedures and ensured all HR provisions and regulations followed current state and federal laws. • Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications.• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.• Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale;• Worked collaboratively with management to promote a climate conducive to attracting and retaining personnel.

• Coordinate with hiring managers to develop and execute recruitment initiatives to source new talent in all departments, resulting in an increase from 25 to 50 team members over the course of one year • Interface with all teams to identify position requirements, create job postings on internal and external websites, and screen resumes throughout the hiring cycle • Manage and maintain the applicant tracking system (ATS), including selecting appropriate keywords to match the organization's needs • Exceptional skills in creative problem-solving • Outstanding multitasking abilities • Superior written and oral communication skills • High analytical and reasoning abilities

• Build and report on quarterly and annual hiring plans • Create and publish job ads in various portals • Network with potential hires through professional groups on social media and during events • Collaborate with hiring managers to set qualification criteria for future employees • Screen resumes and job applications • Conduct initial phone screens to create shortlists of qualified candidates • Interview candidates in person for a wide range of roles (junior, senior, and executive) • Track hiring metrics including time-to-hire, time-to-fill, and source of hire • Design, distribute and measure the results of candidate experience surveys • Train and advise hiring managers on interviewing techniques and assessment methods • Follow up with candidates throughout the hiring process • Maintain a database of potential candidates for future job openings

• Use project management methodology, tools, and techniques to establish and execute all aspects of project management and execution• Working with the functions/businesses to develop and manage detailed project plans• Creates, develops, and facilitates the implementation of solutions across teams requiring ongoing working relationships at varying levels• Executes against M&A project plans related to HR tasks while mitigating risks to provide opportunities and contributes to the development of the M&A playbook• Work directly with established resource managers or Resource coordinators to coordinate resource planning, mobilization, and planning• Make employment decisions and recommendations on hiring, improvement plans, transfers, promotions, corrective actions, terminations, pay adjustments, etc• Assist with research and development• Communicates findings to senior management via formal presentations, and standard management reporting on periodic/quarterly/annual basis• Works as the key representative to the external benchmarks and essential surveys supporting the HR function• Responsible for end-to-end HR transformation projects including but not limited to a proposal on HR interventions and initiatives, people metrics, reporting, advanced and predictive analytics• Design, facilitate and conduct in-house programs such as briefings, workshops, training• Identify opportunities for performance improvement through internal diagnosis and process/system reviews to understand barriers and possible solutions; conducting external research into sound and best practices• Collaborates with subject matter experts across the HR service areas (learning and development, talent management, recruitment, compensation & benefits) to promote data governance, improve overall strategic and operational performance, and insight.

• Performed full-cycle recruiting on 35-40 job requisitions, averaging 25-30 hires per month • Developed creative strategies to secure candidates utilizing the internet, job fairs, social networks, and cold calling. • Managed the applicant tracking system (Kronos) • Met or exceeded hiring goals; maintained and reported all hiring and pipeline matrixes • Conducted interviews with internal employees in an effort for internal mobility • In-depth knowledge of application tracking software and complete recruitment cycle • Contact new employees and prepare onboarding sessions • Prepare new hire paperwork, ensuring legislation requirements are met • Maintain an entire record of interviews and new hires • Managing, producing, and distributing both internal and external Talent Acquisition metrics; • Managed complete life-cycle recruiting activities, including sourcing, interviewing, presenting candidates, closing candidates, and negotiating offers. Partners with the Talent Sourcing Specialist or Candidate Sourcing Specialist assigned to a requisition as required and ensures the team is meeting performance goals related to the sourcing activities • Managed all logistics associated with filing the petition through Day 1 of hire (e.g., scheduling interviews with candidates and hiring managers, candidate review meetings, generating and delivering accurate offer letters, and initiating all set-up activities for a new hire. This work is done by a pool of recruitment coordinators that supports all the Liaison Managers • Partnered with the Sourcing Manager and Specialists to create sourcing strategies, recruitment plans, and programs to attract and deliver qualified and diverse talent to BMS. • Partnered with the Total Rewards team to understand the compensation structure and develop offers in line with that structure