•Manages a team of HR Generalists and HR Clerks who enforce employee relations-related policies and procedures, labor contract understanding and interpretation, safety and environmental requirements, and equal opportunity policies and practices.•Develops and maintains a collaborative relationship with employees and management while providing counsel on all types of issues to include progressive discipline. Offers coaching, skill development, management direction, and policy interpretation.•Assists with and contributes to the development of policies and procedures as well as the production and maintenance of the employee handbook working within the framework of the existing collective bargaining agreement. •Assists in the coordination of necessary communications to the workforce. Provides problem resolution to complaints/grievances received by employees and partners with management to produce desired outcomes.•Responds to unemployment claims, investigations, appeals, and participates in unemployment hearings.•Maintains and oversees accurate data entry into SuccessFactors & ADP HRIS systems and other related HR technologies. •Develops and maintains HR related metrics and reports from HRIS systems and performs the analysis on results. •Creates professional presentations with data from various systems and reports.•Understands and provides counsel on employment law and regulations with a focus on the continual improvement of knowledge base in the legal and human resource disciplines.•Completes investigations and assists in the preparation of EEOC and agency responses.

•Ensured compliance with proper hiring practices and oversaw the development and management of the Company’s AAP. Filed annual EEO-1 and VETS 4212 reports for the company.•Managed a full cycle recruitment process which included contracting with hiring management regarding open positions, requisitioning positions, determining advertisement and sourcing strategies, screening candidates, scheduling and interviewing candidates, dispositioning candidates, administering drug and background screening on finalists, coordinating pre-employment physicals, preparing and extending offers, and onboarding of candidates and hires.•Created reports from SuccessFactors (SAP) HRIS, ATS, and Onboarding software and analyzed the data turning it into valuable information that guided the business. •Established a suite of Recruitment reports produced monthly which analyzed hires, time to fill, retention of hires, sources of hire, cost of hire, etc.• Oversaw and maintained ATS and onboarding technologies to create and maintain exceptional applicant flows for all positions, and applicant and new hire electronic employee files.•Drove specialty recruitment programs to include representing the Company at career fairs for college recruitment, internships, management development, scholarships, and mechanic intern and placement programs.•Used social media, job boards, Text Recruit, and other creative and effective sourcing strategies to reach high quality candidates with the best ROI.•Understood and interpreted job bids, selection, and other hiring oriented contractual obligations under the Company’s collective bargaining agreement.•Developed and maintained the Company’s job descriptions w/support from line management, Safety, and labor management personnel.•Achieved weekly recruitment needs of the processing facility producing 25-40 new hires per week.•Provided support and input to the New Employee Orientation (NEO) process.

•Led employee relations for the organization including coaching on HR-related issues, disciplinary actions, investigations, and separations.•Provided expert advice to local management on a range of individual and collective HR issues in accordance with company policies, procedures and Best Practices to deliver solutions on employment issues.•Built collaborative relationships and gained credibility with operational management and associates to identify HR needs and worked collaboratively to implement ideas and strategies.•Proactively minimized legal risk by ensuring clients’ compliance with company policies and procedures – made recommendations, provided solutions and resolved issues as they arose.•Analyzed HR data from Workday for client group/business unit to identify opportunities for improvement and implemented solutions to enhance service quality and cost effectiveness.•Identified training needs within business unit and worked with Talent Development to ensure associate development was aligned to functional and organizational objectives.•Contributed to the development of HR policies which were aligned to business goals and legal requirements.•Communicated changes/development in operational HR policies and procedures within the business unit.•Integrated Company Core Values into all activities to drive alignment and organizational involvement through inspiring and motivating people.

•Supervised and provided direction to Shared Services analysts on escalated issues in all areas of Benefits, Recruiting, Compensation, Payroll, Employee Relations, Data Management/Data Requests from management and other employees.•Supervised the tracking of HR-related issues and inquiries in Service Now and resolved help desk tickets in a timely manner. •Collected and analyzed data from Business Intelligence and provided daily oversight to support continuous process improvements and provide better employee self-service capabilities as identified.•Managed integrity of data input into Ultipro HRIS system through audit reports and quarterly audits.•Audited and filed annual AAP, EEO-1 and VETS reports for all companies and locations.•Managed and tracked all Unemployment Claim files for all locations.•Partnered with third party vendor to resolve issues related to relocation of employees.•Monitored the process of collecting appropriate approvals on job and salary changes and corrected process issues within established audit guidelines. •Provided assistance and support on escalated issues for Manager Self Service & Employee Self Service usage.•Oversaw Independent Contractor data management and audited new hire data entry of other analysts.•Managed electronic employee records and worked closely with Records Retention.

•Partnered with assigned client groups and provided broad based HR support through the development, implementation and administration of programs, policies and procedures pertaining to multiple areas of HR. •Facilitated and managed the recruiting process in assigned areas; coordinated with internal recruiters to source candidates. •Partnered with Learning & Organizational Development team on learning initiatives, facilitating development plans, identification of emerging talent, supported and assisted in developing mentoring programs and driving performance management activities.•Assisted the Compensation department with documenting and creating job descriptions, recommending pay grade classifications and various salary surveys. •Partnered with Benefits team to assist with Open Enrollment, LOA’s, and issue resolution.•Counseled managers/employees on policy interpretation, employee performance, disciplinary and/or termination issues; performed investigations.

•Interviewed job applicants; reviewed application/resume; evaluated applicant skills and made recommendations regarding applicant’s qualifications. •Developed and maintained relationships with employment agencies, universities and other recruitment sources.•Made evaluations and recommendations regarding organizational improvements; in areas of career path/mapping – worked with managers and employees on developing talent in line with organizational needs.•With HR manager and management, worked to resolve employee relations issues.•Responded to employee inquiries, provided consultative services, and interfaced directly with vendor organization in order to reach prompt resolution of escalated issues.•Recommended, developed and maintained human resources data bases, computer software systems, and manual filing systems. •Planned and coordinated associate events and activities.•Identified the need for new and or/modified policies, procedures, or programs to address changing business requirements and/or operational requirements and made recommendations accordingly.•Provided general support to the HR Manager, special projects, coordination of events and various other additional HR administrative responsibilities.•Stayed current on issues/developments in HR techniques, theory, legislation/regulations and labor relations.

•Identified key skills most often requested for the branch and maintained an ongoing pipeline and recruiting program to ensure a steady supply of qualified applicants •Used a variety of internet recruiting search methods: LinkedIn, Facebook, Monster.com, Careerbuilder, DOL Referrals, and other local methods•Screened applicants in detail over the phone and instructed applicants on using the on-line Web Application through Tempworks•Used CHASE testing systems to ensure applicants were screened properly and met client specifications. Tests included on-line “Prove-It” assessments, written and manual dexterity tests •Conducted thorough interviews with applicants to establish rapport, learn about skill set, gaps between jobs, salary history, preferences, minimum pay and length of acceptable assignments•Oriented all new employees about CHASE policies and procedures regarding behavior on assignments, completing assignments, absenteeism, payroll, and Safety and Workers Comp injury procedures•Counseled employees when necessary concerning problems with job assignments or their concerns affecting employment•Verified Social Security numbers through the Department of Homeland Security’s “E-Verify” program, and conducted pre-employment background/drug screens, upon client request•Processed weekly payroll for employees through the Tempworks payroll system•Generated sales leads for the Branch Manager from employee applications and interviews

Publicly held communications organization with over 800 employees in local division & revenues of $400+million.Strategic business partner and HR Generalist providing direction and support for specific functional groups in the areas of: Talent Acquisition, AA/EEO Compliance, Benefits Administration, FMLA, Workman’s Compensation and Employee Relations. •Managed 200+ FMLA requests annually resulting in minimal impact to department scheduling, payroll and employee turnover•Provided consultation on 100+ employee relation matters annually allowing the Director of HR to focus on strategic and succession planning for the organization •Coached managers and their employees regarding conflict resolution, performance issues and career development resulting in retention of key employees•Reviewed and completed Affirmative Action Plans (AAP), EEO-1 reports, and other annual reports and audits•Developed and maintained effective relationships with employees, supervisors and managers to proactively impact acquisition of talent and employee retention•Proactively developed recruiting solutions with managers to support business strategy positively impacting time-to-fill ratios•Partnered with Compensation & Benefits Manager to ensure all job descriptions were updated and appropriately classified to increase acquisition of high-caliber applicants •Facilitated end-to-end processing of all hiring related activities through Kenexa BrassRing applicant tracking system and Onboarding processes •Prepared weekly activity reports in Excel, processed data changes in PeopleSoft, conducted new hire orientations and benefits training •Ensured legal compliance and record keeping of all hiring related processes for client groups •Coordinated summer college internship program which enabled the organization to complete key projects with minimal impact to budgets•Recipient of Excellence in Recruitment Award 2005