Laurel M Toussaint Email & Phone Number

Sandy Springs, Georgia, United States

Forest Park, Georgia, United States

Provide HR support for 1,000 employees (temporary staff and permanent) in a warehouse environment Employee Relations and Resolutions: Recommended progressive disciplinary actions with Policy Violation verbal and written warnings, suspensions and terminations. Conduct thorough investigations of fraud (theft of time, falsification of documents), allegations of sexual harassment including quid pro quo and racial and gender discrimination. Recruitment, Onboarding, and Retention: Conducted phone screens and set up interviews for entry level warehouse positions. Conducted drug screen pre-employment and initiated background check with third-party service. Conducted new hire onboarding including data entry of new hires into PeopleSoft and new hire orientation with company overview and policies as well as health benefits, vision, dental, short term disability, life, etc. Developed and implemented 30, 60, and 90 day new employees check-in as part of retention initiatives. Developed exit interview questions and termination process

Norcross, Ga

HR Generalist responsible for full cycle recruitment in the Atlanta office and employee relations, including progressive discipline, performance improvement plans, and terminations for over 7 cities nationwide.

Atlanta, Georgia, United States

Business Partner: Worked closely with directors as an HR business partner to produce the most effective methods for retention. Spearheaded efforts to instate a leadership academy that ensures the proper transition to a leadership role, including effective communication skills as well as knowing how to properly coach your subordinates for success. Full cycle recruitment: Reviewed resumes, interviewing applicants or employees to fill vacancies for promotional positions. Determined compensation for new employees or promotional opportunities determined by experience or classification. Composed offer letters and coordinated pre-employment process. Conducted new hire orientation, which included an overview of company's overall policies as well as benefits. Employee relations: performed investigations based on allegations of unfair pay, sexual harassment, age and gender discrimination and composed summary reports of investigations when completed. Recommended progressive disciplinary actions from Performance Improvement Plans (PIP) to Termination. Discussed potential grievance claims with employees and advise of proper grievance procedures, if need be. Leave Administration: processed Family Medical Leave requests, according to Federal guidelines, including short term disability claims and ADA.. Compensation: salary changes with wage assessment for promotional opportunities.