• Collaborated with management to support initiatives by understanding organizational objectives, issues, needs, and key success factors• Administered various health and life benefits programs for 160+ personnel with focus on optimal value• Implemented and maintained HR and Accounting systems (IQMS/ADP WorkforceNow) processing bi-weekly payroll and month-end close• Created on-boarding program to ensure seamless integration of new hires into company culture and community• Improved personnel management strategies with better engagement, training and retention tactics, and people-focused recognition program• Provided strategic business partnership and coaching to all levels regarding recruitment, selection, performance management, complaint investigations, and conflict resolution

• Managed implementation, training and maintenance of HR systems, coordinating closely with internal personnel and outside vendors (Infor, Lawson, Kronos, UKG)• Developed and conducted training for Managers on proper documentation, maintaining consistency, interviewing, managing difficult conversations, equal employment, sexual harassment, compensation, and other development areas as needed• Created and conducted training on various HR topics for Employees• Addressed employee relations issues, harassment allegations and work complaints

Independent Insurance Agent, working with Senior Benefits including Medicare Supplement plans.

• Directed employee relations and payroll functions for North America corporate offices supporting employees across the United States and Canada in accordance with Stellar policies, applicable laws, and Open Book Management principles of creating transparency by sharing financial information with employees•Served as a member of the Corporate Executive Team and acted as Center Director in his absence and represented the company at mediations and hearings• Designed and drove programs to shape and reinforce people-focused culture, values, and mission, increasing employee engagement and boosting morale• Administered HRIS• Participated in salary surveys to benchmark salaries and ensure market competitiveness to develop the Corporate Compensation Plan, ensuring merit and bonus structures aligned with corporate goals• Managed Facilities, including HVAC, emergency generator maintenance, housekeeping contracts, building and real estate contracts, managing relationship with owner, city and state officials, as well as other tenants; and created employee safety and evacuation plans in the event of natural disasters • Conducted training and guidance for Managers on proper documentation, maintaining consistency, effective Interviewing, performance management & sexual harassment• Participated in the sales process including site tours for new and prospective clients• Established benefit plan design and managed company benefit budget, managing open enrollment and benefits administration for 401(k) account, disability insurance, medical, dental, vision and life insurance claims, and EAP

Manager over employee relations for corporate offices as well as operations support center which includes a customer support call center; Directly supervise HR employees and carry out supervisory responsibilities in accordance with policies and applicable laws; Create and administer personnel policies and procedures; Design personnel forms and processes and oversee the maintenance of personnel records; Represent the company at mediations and hearings; Administer HRIS and the Success Factors Performance Management/Compensation tool; Administer the Corporate Compensation Plan, ensuring merit and bonus structures fit corporate goals; Provide guidance to managers regarding performance review process and compensation goals, assuring company strategy is satisfied; Develop and deliver training curriculum on various HR topics; Oversee the delivery of new employee orientation programs.

Investigate new benefit programs, improve existing programs, and work with HR Coordinator with day-to-day benefit administration; Participate in salary surveys to benchmark salaries and ensure market competitiveness; Serve as primary contact for plan vendors and third party administrators for fully insured and self-funded plans; Implement and train managers to utilize the Success Factors performance review/compensation system; Resolve administrative problems with the benefit carrier representatives; Investigate discrepancies and provide information in non-routine situations; Initiate open enrollment and manage benefits administration for 401(k) account, disability insurance, medical, dental, vision and life insurance claims, and EAP; Monitor the maintenance of employee benefit files and updating of employee benefit deductions; Compliance Officer for AAP, EEO, HIPPA, FMLA and COBRA; Created database to manage and track leave of absence and FMLA activities

Administered full line of insurance, i.e. health, life, disability retirement, 401(k), savings and investment plan workers’ compensation; Prepared offers for new hires/promotions, verifying market competitiveness and ensuring internal pay equity; Collected data regarding employee concerns and complaints, created database to manage data to determine appropriate disciplinary actions; Served as Manager for Employee Assistance Program and Drug Free Workplace; Subject Matter Expert in the conversion of legacy HR and payroll information to new HRIS system; Trained all employees on new HR systems, with minimal impact to productivity; Developed and maintained intranet for HR services and communications; Interpreted the established Collective Bargaining Agreement, and interacted with Union officials on grievances

Participated in Job Fairs seeking qualified candidates and marketing the company’s benefits and culture; Created, scheduled, and presented 3-day new hire orientation for all Production employees; Managed all hiring activities from review of application, to group interviews, assessment, drug testing, skills training, and new hire orientation; bringing in classes on two shifts of 40 people per week, and hiring a net average of 21 at the conclusion of each 3-week training period; Conducted Diversity Training for active employees and new hires; Created separate databases to manage requisitions, applicant tracking, and leave of absence activities; Interacted with organized labor unions on grievances