As the Human Resources Manager of Weidner Property Management, I manage and supervise the international Human Resources administration and maintenance of employee Human Capital Management (HCM) records and system administration for 1700 employees in the United States and Canada. When I first started at Weidner, I was the only HR employee for over 1.4K staff. Now, I play an integral role in managing organizational growth, wherein I spearhead the organizational effectiveness while directing and mobilizing the HR team consisting of 4 employees.In resolving conflicts in the organizational structure, I conduct investigations of employee issues as per company guidelines. I provide a course of action with effective resolutions that apply knowledge and understanding of HR guidelines procedures, policies, regulations, and employment laws, ensuring ADA compliance while reducing liability to the company. Furthermore, I handle all internal and external Human Resource related inquiries or requests.

During my tenure as a Human Resources Specialist, I coordinated onboarding activities, executed HR initiatives, and facilitated training events for the entire organization. Likewise, I guided the management of policy strategies, sources, special programs to assist in developing short and long-range staffing plans and decisions for the organization.

In this position, I provided administrative and technical human resources assistance, including managing benefits programs, processing two bi-weekly payrolls, and maintaining human resources information such as employee benefits records and personnel files. I also worked with payroll staff to coordinate accurate benefits-related expenses.Moreover, I championed daily HR operations by providing consistent, timely, and effective verbal and written communication regarding payroll, benefits, and human resources-related matters to employees, supervisors, and third-party administrators.

Worked as the People Service Coordinator, my main role was processing all onboarding materials and facilitating the implementation of the HRIS for onboarding. Additionally, assessing the service needs of employees and linking them to the appropriate resources. Aside from facilitating programs and services, and job training, I was also responsible for developing a resource directory of resources for easy access for employees.

When I was the Operations Manager and Pastor at The Salvation Army, the regional directors appointed me to manage special projects and execute large church communities and events. I orchestrated daily operations, marketing, fundraising, and public relations for the local church and social services office. I coordinated and organized fundraising events while supervising 3-55 staff and volunteers for all social services operations. Additionally, I performed financial activities such as cash handling, deposit preparation, balancing, auditing, receipts compilation, etc. I prepared budgets, cost estimates, schedules and timelines. Accurately developed monthly, quarterly, and annual Income and Expense statements and balance sheets for regional management and Advisory Council within strict deadlines. I also created and supervised adherence to the annual budget, spearheading cost control to achieve corporate goals and objectives.Key Accomplishments: • Maximized business profitability by cultivating and maintaining grants, fundraising, and community partnerships. • Improved community relations by 30%, accumulating gift-in-kind donations for social service programs.• Collaborated closely with stakeholders, subcontractors and construction personnel for building a $300K remodel.• Grew volunteer involvement by 5-10% each year through increased follow-up programs and targeted communication.• Organized 2 fundraising events a year that raised over $200K, an 8-15% increase in business income each year. • Managed annual Christmas Angel toy collection and distribution for 500 families.• Devised a training plan for congregation retention and growth, which increased church attendance and engagement.• Improved relationship between part-time employees and full-time employees by enhancing employee engagement and morale.