Kristin Higgins Email & Phone Number

• Develop company policies for small and large organizations that do not have any formal policies in place or those that need to be reviewed and modified.• Devise company communications strategies for compliance purposes• Audit employee files and I9 records for accuracy and compliance (what is allowed in such files and what is not)• Review compensation and audit compliance with minimum wage, OT laws, etc.• Layoff decisions: handle the in-person layoffs• Employee relations issues, investigate and document• Audit compliance with Federal and State laws• Answer any leaves of absence questions, compliance and audits• Advise in strategy regarding employee relations issues and impacts on the organization for those that have high turnover• Develop SOPs for benefits administration as well. Deep dive to help organizations manage their processes in a smart/lean way for those that have lean teams.

La Mirada, California, Us

• Manage configuration of business process and advance reporting• Develop and share custom reports and calculated fields for users, maximizing efficiency by reusing existing reports and training users on modifying reports as needed• Function as a subject matter expert for all HR transactions and business processes, including advising the HR team, managers and employees in proper use of the system• Understand system technical strategy and new functionality and map to opportunities to extend and optimize HR technology• Partner with IT to assist in their support of integrations from HCM system (Workday) to other internal/external systems and vendors (Active Directory, Benefit files, etc)• Make recommendations to improve the functionality and effectiveness• Ensure systems quality and data accuracy via regular audits of data adhere to all policies for proper process and protocols• Assist users within HR as needed to enable them to effectively/efficiently utilize all HR systems & modules• Troubleshoot and resolve complex production systems issues and maintain the internal HRIS issues log/ticketing system• Support HRIS and department project managers in implementation of Global HRIS roadmap initiatives by executing on necessary project tasks and adhering to timelines and quality expectations• Manage small to medium size projects, including development of project plans, facilitating team meetings, and driving to successful completion of projects• Must be comfortable and have demonstrated success performing multifaceted projects in conjunction with day-to-day activities in a high-energy environment

Brighton, Gb

• Evaluate, design and recommend benefit programs based on market assessment• Oversee and direct the administration and operational elements of the company benefit plans• Oversee the administration of the 401(k) plan, including completing the regulatory IRS filing 5500• Oversee the wellness program and initiatives and work with the HR Coordinator• Ensure compliance with all required government reporting, regulatory changes• Implement new plans and plan changes by preparing announcement materials to communicate information to employees. Conduct employee meetings and enrollment• Prepare benefit documentation such as plan texts, benefit agreements and insurance policies• Responsible for some employee relations escalations• Maintain contact with benefit vendors, employees and management• Configure and manage Workday business processes for Core HCM and other HR modules which includes but not limited to Timekeeping, Payroll, Custom Reports, Security rights• Work with functional users to provide technical support, research, troubleshoot, and resolve issues • Coordinate and lead teams in order to ensure goals are met including working with certain senior management for that positive change management• Assist with systems development, upgrades, and project enhancements• Propose, develop, test, implement and evaluate modifications and/or additions to HR systems• Oversee functional testing for all HR system fixes, upgrades, patches• Responsible for day-to-day, ongoing maintenance and process tasks within the system including import loads, accrual adjustments, creating new locations• Serve as a liaison between Senior Management, HR team, payroll, IT, Accounting, and others with regards to HR systems and enhancements• Develop cost control procedures to ensure benefits have maximum coverage at the least possible cost to company and employees• Open enrollment configuration in Workday (HRIS)

Oberkochen, De

• Provide end-user support in answering questions on how to best leverage system capabilities.• Responsible for master data entry. Troubleshoot systems data issues and maintain data integrity. • Responsible for completing all HRIS transactions as HR Administrator. • Talent Management which includes Applicant Tracking System coordination • Identify and resolve system functionality issues. Continually research, test and stay up-to-date on all system updates and fixes. Partner with HR and Payroll on the system upgrades. In partnership with the HR team, explore ways to optimize HRIS.• Administer HRIS security related information including creating and maintaining user accounts, establishing password rules, managing feature permissions, viewing security reports, and viewing role reports. • Maintain up-to-date user system documentation and assists with training materials by partnering with Trainer and HR Systems Project Manager. • Produce and deliver standard and customized reports, dashboards and ad-hoc requests based on business needs. • Perform regular audits to ensure data security and system integrity.• Assist with continual process improvements and streamline processes resulting in a more efficient manner. • Assist with Payroll activities• Project manage Workday integrations for benefit vendor integrations• Workday updates and upgrade project management and testing (created testing scenarios) of new functionality (Workday)• Mass document distribution, e-Signatures (etc.) and tracking (ie. employee handbook) • HRIS Administration for Staffing, Compensation, Benefits, Timekeeping, Leaves & Time Off and Talent• Maintain and analyze system configuration (Workday)• Support inbound and outbound 3rd party system integrations (Workday)• North America (Canada & U.S.) monthly headcount reporting and analysis• EEO reporting and submit filing to the Federal government through their online portal (multiple companies and locations)

San Diego - Us | Tokyo - Jp, Us

• Responsible for creating and/or maintaining all of Sony’s compliance policies across the and company policies all over the U.S., all business units for: Sony Electronics, Sony Network Entertainment International, Sony Corporation of America, Sony Music Publishing, Sony Music Holdings, Sony Digital Audio Disc Corporation• Support store managers with proper HR policies and procedures, employee relations, worked closely with managers and ASM’s to follow guidelines, including city, state and federal level laws• Support retail locations and corporate office with the recruitment of Retail Sales Supervisors for regional sales staff• Answer HR and payroll related questions for corporate and retails employees, including employee relations issues• HRconnect portal (Sony’s HR portal) administrator. Responsible for all content, links and policies on the HR portal for all of the above named companies• Responsible for all supervisory (and superior) organization creation in Workday, working closely with the HR Business Partners in keeping the organization in line with business needs for all the above named companies• Process all HRIS corrections and rescind transactions to keep data accurate and clean• Enter in job changes, create affiliate workers accounts in HRIS• Process all new hires in Workday, initiate onboarding (background check, drug screen and e-Verify), send welcome emails to the new hires, conduct new hire orientation• Help re-design new hire orientation to incorporate Sony’s new branding and new HRIS platform• Organize and conduct the new hire orientation bi-weekly for all employees• Manage, track and troubleshoot all I9’s through e-Verify• Help support in the RIF process• Tracking, reporting and data entry for EEO information such as gender, ethnicity and military status. Reports run weekly if the new hire has chosen not to identify and follow-up with the managers to get a visual identification if necessary. Submit various EEO annual reports