• Responsible for managing the processes for internal allegations, claims, and employee relations (ER) investigations by improving framework tools and guides. This includes partnering with Compliance, Legal and other areas to lead investigations and oversee adherence to organizational policies• Collaborate with HR Business Leaders and employment counsel on crucial employee relations matters• Investigate concerns raised about unfair or unlawful treatment and/or inappropriate behavior, as well as discrimination, retaliation, or harassment.• Interpret and apply understanding of corporate policies and practices, employment laws, and other regulations to provide advice, guidance, or clarification for ER inquiries• Review employment practices and procedures for effectiveness; may provide input and recommendations for process, practice and/or policy changes• Partner with business leaders and Human Resource Business Partners in improving manager and team capability and effectiveness by identifying root causes to issues• Handle the ADA/ADAAA/PWFA process throughout the entire conversation

• Conducts Employee Relations investigations, gathering and analyzing facts, applying relevant laws, policies and past practice to reach conclusions and present findings for further action and proposed remediation. May handle both routine and sensitive employee relations cases. • Partner with Human Resource Partners, Employment Attorneys, and other internal investigative bodies, as necessary.• Provides expertise of investigations and ER issues, including performance management and case specific handling from initial intake to resolution. May prepare regular and ad hoc reports, analyze, interpret and report on trends.• Provides general expertise, consultation, guidance and coaching to managers, HR teams, and other internal stakeholders to address employee behavior and performance concerns. • Interpret and apply understanding of corporate policies and practices, employment laws, and other regulations to provide advice, guidance, or clarification for ER inquiries. • Review employment practices and procedures for effectiveness; may provide input and recommendations for process, practice and/or policy changes. • Partner with business leaders and Human Resource Business Partners in improving manager and team capability and effectiveness by identifying root causes to issues.• Handle the ADA/ADAAA process throughout the entire process.

HR Consultant for the National Board of Medical Examiners (NBME) specializing in Human Resource Information Systems (HRIS)• Develop various dashboards/scorecards in Excel from raw data with the use of through the use of pivot tables, power queries, v-lookup and other various functions.• Analyze the numbers, trends and data and come to conclusions based on the findings provide storytelling.• Provide support, including researching and troubleshooting HRIS problems, unexpected results or process flaws, performing scheduled activities; recommending solutions or alternate methods to meet requirements.• Demonstrate project management skills with the ability to coordinate multiple projects analyze data and develop recommendations.• Write, maintain and support a variety of reports or queries using appropriate reporting tools.• Develop, with assistance of staff, standard reports for ongoing customer needs.• Assist to maintain data integrity in systems by running queries and analyzing data.• Process various types of HR data transactions (e.g. new hires, rehires, terminations, salary changes)• Back up support for payroll extracts.

• Partnered with all areas of the business in the design and implementation of HR best practices in compensation, organizational development, talent acquisition, retention, and wage/payroll practices and benefits/wellness initiatives.• Worked with Excel on a daily an consist basis for data gathering, analysis and reporting with through the use of pivot tables and graphs, as well as to create dashboards, scorecards, and pivot tables to review the company performance and identify areas of strength and opportunity on a monthly and quarterly basis.• Recommended, developed and implemented personnel policies and procedures to emphasize and grow a culture and comply with applicable employment laws. Sought out industry best practices and incorporated where valuable.• Worked closely with managers to prepare employee performance documents to include performance reviews, performance improvement plans, disciplinary actions and compensation reviews.• Processed, responded, and appeared at all hearings regarding unemployment claims. • Serves as first point of contact and assist site teams in processing and communicating work place injury claims. Processes Workers Compensation claims with insurance carrier.• Utilized the talent management technology, Halogen, to manage the annual performance evaluation and compensation process end to end. Conducts mid-year and year-end performance calibration sessions. • Designed tools, resources, and training to enable the successful execution of the talent process as well as create mechanisms that ensure accurate and timely roll-up of talent related data. • Maintained a positive employee relation’s environment by responding to employee relations issues and brings them to resolution. Conducted thorough and prompt investigations, interpreted and explained Company policy, coached employees and managers, and determined and executed disciplinary action that was administered fairly and consistently.

• Acted as an advisor for assigned client groups, recommending new approaches, practices and procedures for continual process improvement. • Independently conducted and closed effective, thorough, and objective investigations as needed and when appropriate.• Responsible for employee relations at the site, under the direction of the Associate Director.• Worked closely with management and employees to improve relationships, build morale, increase productivity and increase retention, in addition to providing guidance for performance management to managers and supervisors.• Participated, enhanced, and revised new hire orientation, in addition to conducting employee training and coaching either in a one to one setting or in a classroom environment.• Participated in day-to-day administration, communication and implementation of HR policies, procedures and programs. • Assisted in reporting and tracking of HR data, including promotions, transfer, hiring, and safety related information.• Utilized HR metrics, by running various HRIS reports, to monitor, analyze, predict and audit trends. In addition to identifying performance and identify actionable trends.• Worked with the HR team to assist with the planning communicating and tracking of company – wide initiatives throughout the year.

• Implemented human resources programs by providing human resources services, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, employee relations and retention, AA/EEO compliance, and labor relations; completing personnel transactions.• Utilized the HRIS system to enter in all employee transactions, such as new hires, payroll changes, promotions, terminations, as well as processed the bi-weekly payroll for over 500 employees.• Improved manager and employee performance by identifying and clarifying problems; evaluating potential solutions; implementing selected solution; coaching and counseling managers and employees.• Researched, implemented and rolled out an HRIS system, Paycom, and numerous modules within. • Reviewed and tested the HRIS upgrades and patches, as well as provided support to all users, including researching and resolving an issues, errors or unexpected flaws.• Wrote and maintained a variety of reports and queries using available reporting functionalities to maintain data integrity.• Developed and implemented employee training, in addition to policy development.• Pipelined candidates against job requirements.• Leveraged social media platforms and tools in driving candidate/employment brand awareness.• Sourced and conducted phone screens for potential candidates.

• Maintained a working knowledge of all HR functions, laws, and practices, particularly employee relations; familiarity with organizational development and effectiveness and talent management, in addition to understanding and apply collective bargaining agreements for unionized staff• Provided advice and counsel to managers and employees in the resolution of employee-related questions, problems, and disciplinary issues including misconduct, policy violations, corrective actions, and terminations.• Reviewed involuntary terminations and disciplinary decisions for fairness, consistency, and potential legal liability. Investigate, assess, and recommend resolutions to employee relations issues raised through various means, including company action lines and direct contact from field management and employees.• Enforced and executed disciplinary steps in accordance with company policies and appropriate regulatory guidelines.• Responsible for the Companies’ compliance with applicable labor laws and Collective Bargaining Agreements by advising and counseling managers of their responsibilities in these areas. • Conducted objective investigations related to informal and formal complaints related to the Discrimination and Harassment policy, Title IX, Title VII, and other complaints that require investigation and follow through. • Completed all investigations promptly.

• Maintained familiarity with employee benefit/compensation programs and events, such as open enrollment. • Effectively communicated benefit plans to employees ensuring they have a clear understanding of their benefits.• Understood and effectively administered the benefit enrollment process and entitlements for Health Insurance, Life Insurance, Premiums, and Retirement.• Maintained a working knowledge of regulatory and legal standards. • Understood and administered FML, ADA, worker’s compensation, disability guidelines, HIPAA security compliance, exit interviews and out-processing.

• Pre-screened candidates through phone interviews, performing a variety of pre-employment checks, and conducting new hire orientations. • Administered various human resources plans and procedures for all company personnel; assisted in development and implementation of personnel policies and procedures; prepared and maintained employee handbook and policies and procedures manual.• Performed benefits administration to include claims resolution, change reporting, and communicating benefit information to employees, in addition to the preparation of quarterly filing of New York State disability.• Assisted in evaluation of reports, decisions, and results of department in relation to established goals. Recommended new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.• Maintained HRIS data and database, in addition to time and attendance records assist in the submission of payroll.

• Provided guidance and support to management regarding employee conduct and termination.• Posted vacant positions, review and contact candidates for interviews• Developed and maintained employee handbook, as well as various other HR related forms.• Processed employee warnings, terminations, in addition to handling all Unemployment Claims