Interpreted and applied FMLA and ADA implications as they related to absences/ disabilitiesAssisted with the research and response of requests and paperwork related to absences, disabilities, medical, & FMLACase management via Sales Force, then ServiceOne.SME for employees who had questions about W2s, paystubs, PTO, BG checks, LOAs, WC claims, general HR policies.Used Oracle Peoplesoft, Bullhorn, MyEDD, Sales Force, US Verify, & icims.

Answer questions and provide resources to deepen client understanding and build confidenceServiced various customer needs, including balance inquiries, money movement, trading and answering account questionsDemonstrate empathy and passion for helping people and ensure an excellent customer experience through phone interactions

Maintained and updated the various systems used by the department (Vista, D.o.R., Fidelity, Plansource, LLX, Keystyles, Kantola) for hires, terminations, training, and audits. Ensured accuracy and maintenance of information in Vista for federal audits of demographics, EEO compliance, internal EAD audits and other ad hoc HRIS reporting. Helped Transition the HR department’s onboarding procedure from a decentralized manual one to a centralized (more) automated one using UKG as the main HCM instead of Vista.Ran habitual reports and audits for HR and the payroll department as needed on terminations, new hires, short term disability, jobsite demographic distributions and whatever else was needed.Organized over 500 employee records on LMS (Kantola) making sure training was sent out on time.

Processed terminations, profile deactivations, I-9 audits, New Hire On-boarding into UKG, and Workforce Management updates.Provided day-to-day maintenance, administration, and troubleshooting of UKG, CSOD, UltiPro, MSProvided access to HR Systems for all Team Members based on job requirements and credentials. Ensured the integrity of employee information entered into OCM’s multiple systems. Set up organizational table structures, ran ad hoc reports on demographics,headcount and terminations.Supported the HRIS and benefits team troubleshoot any technical issues that may arise.

Added and maintained candidate records relating to conversations, interviews, submittals, and hires. Evaluated, screened and interviewed applicants for positions within UPS. Participated in the interview and selection process for various positions. Processed documents using E Verify, Microsoft Office, web pages, online systems and various databases. Maintained employee's files, accurate records and confidentiality. Prepared multiple daily reports and schedules for the testing, hiring, and onboarding of drivers and supervisors. Served as a link between leadership, management and employees by answering questions, communicating decisions and helping to resolve work related matters Responsible for hiring nearly 100 workers ranging from warehouse workers to supervisors to drivers.

Identified IT candidates to provide a continuous flow of quality profiles into internal databases and to effectively build a pipeline of candidates with technical skill sets. Provided thorough activity tracking and candidate screening documentation in an internal database, decreasing cycle times for candidate identification and submission. Obtained and documented leads from screened candidates to assist sales personnel in business development and revenue generation. Created and learned strategies to find qualified candidates for assigned requisitions through an internal database, external job boards, and additional resources. Secured a profitable rate of pay for the company to meet or exceed their profit projections.Was able to hire nearly 3 dozen highly talented professionals across various industries (Medical Technology, FinTech, Insurance, Robotics, IT).

Gained experience in job advertisement, resume screening, phone screening, scheduling interviews, administering assessments, and drafting offer letters. Learned about onboarding efforts including processing new hire paperwork, processing background and drug screening orders, conducting orientation classes, and represented the company at regional career fairs. Researched papers and laws that created structural changes to how HR interacts with the public and with the employees, as well as helped influence the creative direction of a new office building. Developed several SOPs and a tracking workbook to follow employee performance as it relates to scores they received on pre-hire assessments. Gained proficiency in working the applicant tracking system (ADP) to perform audits on existing data and research efforts related to training opportunities, compensation, and federal and state employment laws on matters related to FMLA, worker’s compensation, and ADA.