Responsible for daily Integration logs, which includes researching, coordinating with Supervisors, Recruiters and local Human Resources team members in order to correct errors as needed.• Support and enhance current integrations between Workday, iCIMS, Costpoint, and People Services Portal• Monitor integration error logs to ensure that they are working properly. • Responsible for converting complex data into visually appealing presentation formats to be delivered to audiences at all levels.• Create, maintain, and analyze metrics for reporting error logs on weekly, monthly, quarterly, and annual basis.• Partner with Project, divisional and corporate Recruiters, Recruiting and Human Resources Leaders to understand long term and short-term staffing goals and assist in implementation of sourcing strategies in support of business need.• Utilize metrics and available audit reports to review and resolve errors within each HR system.• Develops solutions to a variety of complex problems.• Create and maintain any additional ad hoc analytics requests.

Received assignments electronically and reviewed for inspection requirements.Scheduled the inspection appointment with the Insured by phone, email, or text.Inspected the property for potential issues or hazards pertaining to utilities/building systems (heating, wiring, plumbing), common areas, maintenance, protections, and life safety, etc. Take 20-35 exterior/interior photos. Took measurements with a measuring wheel or with online tools as needed. Interviewed the Insured for operations information, ages of the building systems, etc.Communicated inspection status through online application.Completed the inspection report and returned the completed report electronically (the reports consist of check-off questions, narrative, and digital photos).

★Directed all employee relations activities including training, investigations, decision making and follow through; Investigated, with all attempts aimed at conciliated, grievances and/or complaints from employees; Responsibilities included, but were not limited to: preparing investigative plans, interviewing complainants and witnesses, and preparing interrogatories to obtain information and documentation from respondents, and reviewing all disciplinary actions for consistency, appropriateness, liability and training purposes.★Coached and developed supervisors on HR related documentation to ensure timely completion as well as accuracy and with a compliance risk reduction focus.★Provided guidance, service, solutions and training to HR department on all HR functions with a focus on training and developing Generalists and direct reports to ensure consistency as well as Federal and State legal compliance.★Implemented innovative programs to increase employee loyalty and reduce turnover and drive retention initiatives.

★Supported the design and implementation of career development and performance management programs strategies, processes, and tools. Supported and maintained high potential (non-executive) career development program policies, processes, procedures, tools, and guidelines. Maintained and communicated the annual calendar for the performance management process in conjunction with developing work plans for specific performance management initiatives and ensuring adherence to performance management process by all levels of the organization.★Executed the implementation and communication of Company's compensation/benefit philosophy, performance management, compensation administration, merit increase, salary planning, and on-going benefit administration.★Governed the implementation and ongoing structure of the Peer Review Board to provide employees, in cases of discipline, suspension and termination, with the opportunity to have these actions reviewed by a panel of their peers. This included writing documentation associated with the program to include: Standard Operating Procedures, policies and procedures, forms, and training materials. Training all associates involved with the Peer Review on the process and assisting the go live of the first Peer Review Panel.★Developed training and communications supporting the companies’ union avoidance strategy. Worked closely with all levels of the organization to execute these strategies through guidance, training, and open communications in regards to labor relations. Closely monitor any and all potential union activity in order to respond in accordance with the companies’ union standpoint.

★Acted as the primary HR contact for administrative HR processes in all matters and activities relating to development, new employee orientation, benefits, HRIS, and special events. This included initiating and follow-up of all HRIS entries and electronic and hard copy employee files.★Assisted HR Manager in disciplinary investigations in terms of learning how to properly initiate, conduct, document, and conclude such investigations.★Orchestrated new hire orientation to ensure all new employees provide information to comply with laws concerning employment records as well as ensuring they receive accurate and consistent information to comply with company policy.★Served as primary contact for all associates regarding benefits assistance by conducting benefits orientation, managing the open enrollment process, and handling all day-to-day employee benefits issues.

★Responsible for supporting Human Resource Management in daily activities, promoting the overall department's service to the entire center as it relates to Human Resource matters, and accepted daily duties as assigned by the Human Resources management team which included, but was not limited to:.★Processed, maintained, and respected highly confidential information including personnel files, maintaining discipline and attendance tracking, as well as all HRIS information during data entry.★Maintain compliance with all state and federal applicable laws.★Assist with staffing duties including, but not limited to, performing reference checks, scheduling interviews, and conducting new hire orientation.