Language services company providing onsite and telephonic interpretation and document translation.Solely supported up to 75 employees in 12 states (Arizona, Arkansas, California, Connecticut, Florida, Iowa, Indiana, Maryland, New Jersey, Oregon, Texas, and Washington) concerning HR matters. In addition, due to my performance was asked to manage the organization's overall insurance programs while leading the DEI committee to support diversity initiatives within the company. As of October '23, responsible for processing bi-weekly payroll and now all things payroll/ADP related.Hired to manage & build the Human Resources department. First official in-house HR person.ACCOMPLISHMENTS:· Created/implemented centralized storage of the Company’s policy with easy lookup links.· Conducted benefit audit & discovered employees termed but still had coverage and employees that didn’t elect coverage but had coverage, missing notices to staff resulting in a change in benefit brokers.· Put together a Benefits Information Guide with all the required notices.· Implemented a “Helping Hands Fund” & "PTO Donation" program for employees to help other employees.· Design training materials and deliver comprehensive training sessions covering topics such as Leave laws/policies, Workplace Accommodation, Performance Reviews, and more.· Wrote/Rolled out 60 plus policies, HR forms, and/or templates - Ex: Volunteer Time Off, Vaccination, Separation of Employment, Harassment Reporting & Complaint Procedure, Status Change Form, Offer Letters, Self Care Time Off, etc.· Revamped the new hire onboarding process – Ex: templates, tracking, welcome package, orientation, etc.· Restarted a monthly digital employees’ newsletter to keep the team connected as everyone is working remotely.· Recruitment: Implemented an Applicant Tracking System vs email.· Successfully change the waiting period of the Company’s 401k plan.· Streamline annual/open enrollment to an online process vs paper enrollment.

Approximately 1200 employees in six states (Arizona, Colorado, Idaho, Oregon, Texas, and Washington) Hired to build & manage the HR department but ended up managing payroll for 1200 employees in six states. HR duties became secondary.ACCOMPLISHMENTS:● Conducted benefit audit & discovered active employees missing coverage or were terminated employees still had active coverage.● Restructured the setup of employees in the HRIS system resulting in employees with one profile versus multiple profiles.o Advantages:▪ One W2 going forward instead of multiple W2 each year.▪ Simplify bi-weekly payroll processing: Instead of processing 79 business units, only processing 3 each payroll cycle.▪ Accurate reports/data: Instead of showing 5,548 employees, the accurate headcount of 1,254 is appearing.● Revamped payroll processing company wide, resulting in fewer payroll errors and reduction in manual checks.● Streamline the time off requests from email requests to enabling employees to submit in the HRIS system.● Workers’ Compensation – Worked with states reps/carriers in cleaning up coverages. There were locations that were listed that haven’t been active in years and past premiums that were due.

One of Oregon's largest appliance, electronics and mattress retailer.As a team, support approximately 300 employees in four stores and one warehouse.Accomplished in rebuilding the HR & Payroll department.Managed the day-to-day Human Resources/Payroll dept. with two direct reports. Was the Company's COVID-19 expert.ACCOMPLISHMENTS:• Managed the HR/Payroll transition from one ownership to another in less than 3-week.• Lead the rebuilding of the HR & Payroll dept w/ great measurable success since starting.• Rewrote the company handbook.• Successfully migrated from version 2 to version 15 of ADP Workforce Now.• Streamline annual/open enrollment to an online process vs paper enrollment.• Built a new performance review form for management and non-management. • Created ATS templates for hiring managers to utilized, along with training on how to use the system to its full potential.• Revamped and restarted new hire orientation that was not conducted in years.• In an intensive HR/Payroll audit, found $36,899 in over-payment to HR vendors, $68,266 refund required to employees and $7,920 in potential loss, which led to the hiring of a forensic accountant to review the company’s financial statements.Skills:• Assuring compliance with all 401k requirements, including Form 5500.• Developing and implementing policies and programs to align with the goals. • Consulting and providing ongoing support to dept. managers in the areas of benefit, safety, payroll, training, performance management, recruitment, compensation, etc. • Establishing a recruiting & interviewing program and advising department managers on how candidate selection process works.• Counseling and training dept managers to effectively coach, mentor and discipline employees.• Creating and training employees concerning sexual harassment, orientation, etc.• Handling formal investigations and resolving employee grievances.

A hospitality management company that specialized in award –winning urban boutique hotels.Solely supported approximately 170 employees in three hotels and one restaurant.Responsible for handling all human resources activities in Portland. Oversee the day-to-day tasks of the Human Resources department, including tasks relating to recruitment and hiring, employee relations, training and development, compensation and benefits, compliance with all applicable employment Federal, State and Local laws and regulations regarding employment practices.

A high-end landmark hotel in downtown Portland that was family owned and self-managed.Solely supported approximately 80 employees.First in-house HR person. Accomplished in building a Human Resources department from the ground up.One person department that was responsible for all Human Resources and Risk Management initiatives within the organization. Successfully handled the departure from a management company within a short time span to a self-managed company that required all employees to be termed then hired.

The largest school district in the state of Oregon with an enrollment of approximately 48,500 students.Solely supported 11 schools and English as Second Language Department.Responsible for working with HR Employment Service Director and Managers, Building Administrators and other District Administrators to develop and implement HR policies, timelines, and procedures for efficient and effective recruitment, screening, selection, hiring, assignment and retention of District staff. Serve as a primary contact for School/District management regarding employment relation, assuring high quality standards of customers service on behalf of the Human Resources Department. Responsible for designated District processes, projects and/or programs.Skills:· Determine appropriate salary placement for assigned employees· Extensive knowledge of unions (PAT, PFTCE, etc.)· Facilitate orientation for new hires· Manage the recruitment, hiring, transfer, and assignment processes· Provide consultation and assistance on HR policies, procedures and issues

A Fortune 500 financial services company and is a leading provider of title insurance and settlement services to the real estate and mortgage industries. As a team, supported approximately 2,000 employees in 12 states.Responsible for particular employees & managers within certain areas and act as backup HR Ops to other employees in other areas. Provide day-to-day HR services to these individuals, which includes but not limited to recruiting, hiring, employee relations, classification, compensation, benefits, etc.

A predominantly all-suite hotel built in 1912 and is the only Embassy Suites by Hilton that is a member of Historic Hotels of America.Supported approximately 200 employees, including a full service banquet department.Worked in a two person Human Resources Department and was responsible for hiring, employee relations, recruiting, training, payroll, counseling, and etc.