♦Process weekly payroll ♦ Configure and pay union employees accurately♦ Submit weekly third-party payroll deposits: HSA, garnishments, union dues, benefit premiums♦ Input and pay all accounts payable invoices♦ Create, execute, and organize Lien Waivers♦ Create monthly progress billings♦ Deposit and record all payments received♦ Record & reconcile credit card transactions

♦ Process biweekly payroll for all employees♦ Responsible for all aspects of bookkeeping, AP, & AR♦ Ensure all taxes, incl. payroll taxes, are completed in a timely & accurate manner♦ Manage employee life cycle from hire to fire♦ Create all studio communications♦ Ensure office is equipped with all necessary supplies/equipment

By the end of 2015, the merger and acquisition between Dow Corning and The Dow Chemical Company was announced. As GSLL at Dow Corning, I served as the primary HR Shared Services contact for the Global Mobility transition to Dow Chemical. The merger project required a lot of data gathering and verification, as well as solution implementation once a strategy forward was determined. During this time, I also assisted global payroll with data gathering and vendor analysis to be utilized by Dow Chemical when determining a strategy path forward.After the merger/acquisition with Dow Chemical was complete, I remained in the global mobility discipline by acting as Subject Matter Expert for the Dow’s international relocations in the U.S. South and remote sites. With this role came a domestic relocation to Freeport, Texas. This relocation allowed me to better understand the clients I was serving, better understand the business strategy for Dow gulf coast, and to better collaborate with HR Partners in the south. A large portion of the Global Mobility Partner role is providing guidance to Leaders and HR Partners regarding immigration and tax implications, compensation, and talent management implications for assignees. Day-to-day activities also included exception management, with the goal of trying to be flexible-enough to facilitate a positive employee experience while still remaining within mobility program guidelines and budget.During this time, Dow Chemical announced it’s merger with DuPont, followed by the subsequent separation (“spin”) into three separate companies (Dow, DuPont, and Corteva). As Mobility Partner, I assisted with data gathering for spin, as well as working with various disciplines to ensure a successful spin and seamless transition for impacted assignees.

As Global Service Line Leader (GSLL), I spent a lot of time focusing on data, operational strategy, global process management/standardization to achieve operational excellence, and vendor management. I created a monthly scorecard of global payroll and relocation metrics to gage both regional and global performance. I helped to develop and maintain a global payroll strategy. I was involved in and/or lead many cross-functional process improvement/standardization projects. I implemented an annual global virtual Relocation Process Workshop, where multiple processes were improved, automated, and globally standardized. Vendor management responsibilities expanded even further to include all payroll and relocation vendors globally, including taking the lead to resolve multiple extensive vendor service level issues. I was involved in vendor RFPs and vendor transitions; I was the operational lead for the transition of international tax services to a new vendor. Communication across different cultures was key in this role; I learned how to effectively communicate globally to help ensure that all concerns/questions have been properly addressed and that everyone is of the same understanding. What I enjoyed most about my role as GSLL was being able to collaborate cross-functionally and globally, participating on and leading projects, and leading process improvement/standardization efforts.Something to note - I began the GSLL role while still holding the title of Relocation Supervisor, and still performing the expatriate tax operational duties. This was a lot to manage all at one time, but the end-goal was for me to be able to train my direct reports to take over both former roles so that I could solely focus on GSLL. I was able to successfully train, motivate, and empower two of my direct reports to receive promotions into the expatriate tax specialist role and the Relocation Supervisor role by January 2015.

As Relocation Supervisor, I gained some experience in several aspects of being a manager: interview and hiring process, promotion process, high quality and meaningful goal setting, employee coaching, constructive feedback and detailed plan setting to help employees stay engaged and reach their full potential, performance appraisals, delegation of work, etc. I became the subject matter expert for the Domestic and International Relocation policies, helping to provide review and approval of Exception Requests and policy/process improvement suggestions. My vendor management responsibility expanded to include all vendors utilized for Domestic Relocation, for which I was responsible for determining and monitoring Key Performance Indicators, assisting with contract negotiations, conflict resolution, performance issue resolution, and periodic performance reviews. During this time I was also still very “operational”, meaning I was still performing the expatriate tax specialist role. Having a very detail-oriented and perfectionist persona, the hardest part of transitioning to a Supervisor was learning how/when/what to delegate and how to empower my direct reports. This was rocky at first, but I was able to successfully flex workload around enough to eventually train one of my direct reports to take over the expatriate tax specialist responsibilities. During my time as Relocation Supervisor, I learned that I thoroughly enjoy sharing my knowledge with others – I enjoyed assisting direct reports with problems, training the new expatriate tax specialist, and helping to coach others how to problem solve on their own.

My experience and knowledge of the payroll process (from data management and time entry through net payroll calculation and tax reporting) made me a good fit for the Relocation Specialist focusing on expatriation tax. I quickly became the subject matter expert in expatriate tax by assisting assignees with their understanding of our Tax Equalization Policy, serving as the key contact for our international tax vendor, and implementing and developing a change in process from year-end tax rollover to current year gross-up. I also administered the Dow Corning Domestic and International Relocation policies, serving as the direct relocation coordinator and contact for relocating employees. Communicating with employees at all levels of the company (from college interns and entry-level to Directors and Executives) allowed me to broaden my written and verbal communication skills and hone in on my business acumen. My payroll experience played a key part in my first global process management project: to create, configure, document, and implement a global expat compensation process utilizing AssignmentPro (Equus). I also participated in a cross-functional project with HR and Finance colleagues in China to develop intercompany recharge guidelines and workflows (taking into consideration local legal and taxation legislation requirements). The Relocation Specialist role is where I learned that I really enjoy collaborating with and learning from a diverse group of colleagues – whether it be other relocation specialists across the globe, various relocating assignees, or other functions within the organization.

The U.S. Non-Exempt Payroll Associate position allowed me to further learn SAP HR, specific to payroll processing. This is when I also learned that I not only have a skill for, but also enjoy, problem solving, process improvement, and process documentation (yes – I enjoy the documentation aspect as well!). I was able to continue the journey to a paperless payroll, heavily utilizing SAP reporting capabilities and Excel reports stored on a secured electronic location. I had to practice attention to detail and patience while working through testing of time management configuration issues. I also had the opportunity to play a key role in SAP payroll implementation of one of our U.S. sites, including requirements gathering, long hours of SAP time management configuration testing, developing training materials, and providing in-person training to managers and employees at the site. During this time, I also received my Certified Payroll Professional (CPP) certificate.