- Account Manager for approximately 8 accounts where I serve as the main point of contact for recruiting, HR, and all other inquiries.- Oversaw an account with a gross profit of over $2.5M for 2022.- Serve as a key client contact for matters specific to any assigned projects.- Serve as a key point of contact for our employees (approx. 600)- Serve as a point of contact for HR related issues (employee investigations, ethics investigations, ADA accommodations, worker's compensation, COVID sick leave, etc.)- Identify opportunities for growth or improvement within accounts, collaborate with the client to explore and execute on said opportunities.- Introduced new tools to streamline processes and increase team efficiency.- Build and strengthen relationships with clients, developing trust and loyalty through consistent delivery of measured, quality results.- Assist with high priority or escalated issues or requests as needed.- Attend weekly supplier calls to forecast, track and report account/project performance.- Maintain a 90% or higher compliance score with all accounts including involvement with any audit remediation.

- Successfully transitioned from Impellam Group to SwipeJobs, onboarding over 600 agents over the course of 10 days.- Successfully execute Payroll. Paying over 500 agents weekly. Less than a dollar in discrepancies while running payroll.- 1 of 2 Client Operations managers responsible for managing an account that generated $1.8million in profit for 2021.- Attend multiple weekly supplier meetings to ensure that our client's goals and needs are being met.- Accountable for 3 direct reports (Compliance Coordinator, Client Coordinator, Account Specialist).- Serve as a main point of contact for 150+ employees that I've directly onboarded.- Act as a liaison between our clients and our company. (1000+ employees, 8 talent consultants, 2 clients)- Host weekly orientation sessions (1-2).- Ensuring compliance is met on all forms, documents, policies, procedures, etc per expectations set by the client. (95% compliance rate or higher).- Workforce retention through employee reassignment to minimize headcount decrease.- Devote my time and attention to deliver personalized service clients need to flourish.- Strategically focused and responsible for client satisfaction, maintaining client communication, overall management of client relationship and delivery of our services.- Onboard and guide new hires throughout the new hire process.- Manage small-scale projects (3-6 months duration, Less than 100 people)- Project Management & Delivery of continuous New Hire classes for our client. (Includes verifying candidate details, background check completion, device verification, attendance adherence).- Identify challenges, proactively seek and recommend creative solutions.- Self-motivated, set priorities, meet deadlines and handle multiple tasks simultaneously.- Proficient at anticipating needs & providing solutions.- Deliver/Administer disciplinary action as needed.- Process Improvement & Implementation.- Responsible for training new staff on our systems and platforms.

• Participated in a Front Desk Role revamp which included multiple job analyses, job description matching, market compensation research and other duties which resulted in a compensation increase for the role for the state of Florida.• Responsible for implementing Calendly for our organization. This included initial setup call, joining demonstrations, presenting the company with the benefits of the software, ensuring necessary agreements were signed and serving as a point of contact during implementation.• Assisted with company-wide system migration to ADP Workforce Now and serve as point of contact to troubleshoot issues.• Turnover rate from 10.9% to 3.7% from Q3 2019 to Q3 2020 since joining the company and implementing recruitment changes.• Collaborate weekly with our recruitment marketing team to maximize exposure and increase the amount of site visits and applicants we receive. • Act as the liaison between employees, candidates, hiring managers and regional HR managers. • Assist with and ADP Workforce Now inquiries, questions or concerns.• Manage and maintain over 230 requisitions.• Collaborated with team members to update over 100 job descriptions.• Responsible for tying compensation rates to each requisitions based off of market research using CompAnalyst software.• Coordinate interviews for hiring managers.• Responsible for maintaining employer brand on social media outlets (Facebook, Indeed, LinkedIn and LinkedIn Recruiter).• Attend Job Fairs, Corporate Events, and Veteran outreach events.• Assisted with research and completion of H1-B visa requests.• Created job aids for the company pertaining to different functions/features in ADP.• Responsible for negotiation new agreements with staffing firms.• Collaborate with team to increase retention and decrease turnover.• Weekly conference call with our recruitment marketing team to review stats and budget for Pay Per Click, Click Through Ratios, Impressions, etc.

• Assisted with company-wide system migration to ADP Workforce Now and serve as point of contact to troubleshoot issues.• Have• Turnover rate from 10.9% to 3.7% from Q3 2019 to Q3 2020 since joining the company and implementing recruitment changes.• Collaborate weekly with our recruitment marketing team to maximize exposure and increase the amount of site visits and applicants we receive. • Act as the liaison between employees, candidates, hiring managers and regional HR managers. • Assist with and ADP Workforce Now inquiries, questions or concerns.• Manage and maintain over 230 requisitions.• Collaborated with team members to update over 100 job descriptions.• Responsible for tying compensation rates to each requisitions based off of market research using CompAnalyst software.• Coordinate interviews for hiring managers.• Responsible for maintaining employer brand on social media outlets (Facebook, Indeed, LinkedIn and LinkedIn Recruiter).• Attend Job Fairs, Corporate Events, and Veteran outreach events.• Assisted with research and completion of H1-B visa requests.• Created job aids for the company pertaining to different functions/features in ADP.• Responsible for negotiation new agreements with staffing firms.• Collaborate with team to increase retention and decrease turnover.• Weekly conference call with our recruitment marketing team to review stats and budget for Pay Per Click, Click Through Ratios, Impressions, etc.

Freelance recruiting for audio/visual, construction, electrician roles.

• Involved in Full-Cycle Recruiting.• Responsible for the staffing and selection of all positions which will be referred to Hiring Manager for final approval.• The selection process includes but is not limited to sourcing candidates, managing applicant tracking system, attending career events.• Interview candidates via phone, FaceTime, Google Duo, in person or in group settings.• Responsible for complete and accurate on-boarding of new hires in conjunction with the rest of the HR team.• Ensure completion of all necessary documentation and forms of new hires.• Builds applicant sources by researching and contacting community services, colleges, employment agencies, outside recruiters, media and internet sites; providing organization information, opportunities and benefits; making presentations, and maintaining rapport.• Determines applicant requirements by studying job descriptions and job qualifications.• Attracts applicants by using newsgroups, job sites and social media.• Determines applicant qualifications by interviewing applicants, analyzing responses, verifying references and comparing qualifications to job requirements.• Improves the attractiveness of the organization by recommending new policies and practices, and emphasizing benefits and perks.• Research and analyze data pertaining to human resources.• Required travel to retail stores, job fairs, etc. as necessary

• Source and screen applicants for various construction projects located in 7 surrounding states.• Interview candidates whose skill sets were a match via FaceTime, Google Duo, Skype, or face to face.• Send personality and competency assessments to potential employees.• Coordinate drug screens, background checks, and physical fitness tests for candidates who accepted a position contingent on clearance of said tests.• Sent offer letters to candidates who were the best fit.• Assisted with new hire orientation which took place every Thursday and Friday.• Checked in on every candidate at the 2 week and 4 week mark to ensure employee engagement as well as listening for feedback.• Conducted exit interviews on every candidate that was willing to provide information after they separated employment with the company.

• Work alongside Human Resource generalist and supervisors with new hire employees. (16-24 per class) to explain as well as answer questions regarding benefits, processes, policies, Holiday time, Paid Time off, etc. Prepared new employee files, log-ins, e-mail addresses, and assisted with benefit enrollment (employee stock options, 401k, Health and Dental insurance). • Conduct three to five interviews weekly for open positions within the company. • Assisted in completing exit interviews and processing termination paperwork. • Recorded and reviewed any absences that occurred during the initial 90-day introductory period.• Administered corrective action to new hires based off classroom behavior and/or not adhering to policies or procedures. • Performed weekly competency and performance reviews.• Monitor employee morale and act as a liaison for employee engagement.• Act as mediator for employee conflicts.• Act as a liaison for the company to ensure Open Door Policy is always in effect.• Participate in manager meetings and present all feedback given in exit interviews and Open-Door meetings while maintaining all parties’ confidentiality.• Conduct exit interviews for all employees separating employment.• Monitor and rectify any payroll discrepancies.• Ensure all payroll is accurate to the minute.