Michael Higgs Email and Phone Number

Essential Duties and Responsibilities:- Responsible for validating data for EEOC and OFCCP annual regulatory filings. Conduct related audit activity and research.- Create audits for new processes to ensure data integrity and compliance.- Analyze and distribute reports to ensure compliance with federal, state and local government regulations and Company policies and procedures.- Monitor outreach programs, analyze ROI, identify opportunity gaps, and recommend resolutions to under achievement of goals.- Perform regular scheduled audits of HR data and identifies realignment as required.- Propose new or edit existing policies to support organizational initiatives or legislative changes.- Identify and interpret trends and patterns in datasets to locate influences.- Develop and deliver training regarding compliance activities across the organization.- Create ad-hoc reports, complete EEO data for proposals and send annual vendor notifications.

Essential Duties & Responsibilities- Manages the recordkeeping of employee files. Collaborates with projects upon closure to ensurefiles are uploaded and maintained per the record keeping policy.- Analyzes and distributes reports to ensure compliance with federal, state, and local governmentregulations and company policies and procedures.- Monitors outreach programs, analyzes ROI, identifies opportunity gaps, and recommendsresolutions to under achievement of goals.- Performs regularly scheduled audits of HR data and identifies realignment as required.Identifies and interprets trends and patterns in datasets to locate influences.- Conducts HR policy reviews and makes recommendations to current policies and procedures.- Responsible for monitoring poster compliance including ordering new poster service, auditinginvoices, and communicating updates to posters or handouts to HR.- Sends out the annual vendor notifications to contractors and subcontractors.- Responds to compliance tickets or distribute to team for escalation within the SLA.- Performs other duties as assigned by management.

Client - Maximus- Assist the Senior Analyst with the transition of converting existing paper personnel records to electronic data- Scanning and converting confidential employee information- Recordkeeping. Control and maintain employee Personnel Files, confidential Medical/Benefits Files.- Help create an easier process for field employees with recordkeeping.- Weekly reports of progress with the project and process- Revised SOP and implemented to field teams.

Client - LSG Sky Chefs (Dulles Airport)• Employee Relations - Assist employees with resolution of issues and elevate to the appropriate level of management as required. Provide exemplary human resources services to internal customers. • Recordkeeping - Control and maintain employee Personnel Files, confidential Medical/Benefits Files. • Hourly Recruiting - Prescreen applicants, schedule interviews, and assist management with selection and pre-employment process - pre-hire drug screening and background checks. • New Hire Orientation - Assist with the completion of new hire paperwork, I9s, Tax Forms, and Electronic Pay Authorizations. Input new hire data in Personnel and Payroll systems and set up all applicable files. • Security - Conduct COVID temperature checks and screening questionnaires for employees and visitors. Make employee ID badges. Process SIDA application, Fingerprint paperwork and TSA Privacy Notice for new hires and renewals. • Miscellaneous - Maintain visitor’s log and badges. Assign Lockers in accordance w/ local process.

• Update current and design new recruiting procedures (job application and onboarding processes)• Supervise the recruiting team and report on its performance.• Keep track of recruiting metrics (Source vs. Hire, # of applicants vs. onboard) • Implement new sourcing methods (social recruiting and school tie-ups)• Review recruitment sources and suggest the best option for company needs (free or paid services)• Research and choose job advertising options.• Recommend ways to improve our employer brand.• Coordinate with CEO and Account Managers to forecast future hiring needs (Internal and with facilities)• Stay up to date on labor legislation and inform recruiters and managers about changes in regulations.• Provided training for new recruiters and team.• Documentation review of healthcare professionals.

- Developing and administering human resources plans and procedures that relate to company personnel- Planning, organizing, and controlling the activities and actions of the HR department- Contributing to the development of HR department goals, objectives, and systems- Implementing and revising a company’s compensation program- Creating and revising job descriptions- Conducting annual salary surveys- Developing, analyzing, and updating the company’s salary budget- Developing, analyzing and updating the company’s evaluation program- Developing, revising, and recommending personnel policies and procedures- Maintaining and revising the company’s handbook on policies and procedures- Performing benefits administration- Maintaining affirmative action programs- Overseeing recruitment efforts for all personnel, including writing and placing job ads- Conducting new employee orientations and employee relations counseling- Overseeing exit interviews- Maintaining department records and reports- Participate in administrative staff meetings- Maintaining company directory and other organizational charts- Recommending new policies, approaches, and procedures

- Accenture (June 2019 – August 2019) (Contract)(Onsite with client)o Help ProActive team on SAP requirementso Source for candidates through Jobstreet, Monster, LinkedIn Recruitero Initial HR screening for potential candidates

• Sourcing, phone screens, face to face interview set up with clients• Cleared and Non-Cleared Personnel. Public Trust to TS/SCI FS or CI Poly• Worked both in private and public sectors• Sourced IT, Administrative, Call Center, Management, Engineering, Government Contracts, Intel and Cyber.• Bullhorn ATS, TextUs.• CareerBuilder, Monster, LinkedIn, LinkedIn Recruiter, Clearance Jobs, and Indeed for job boards.• Attended Job/Career Fairs like ReStart, Recruit Military, Hire Loudoun, Northern IT/Cyber Hiring Event, etc.• Attended conference calls with clients for job requirements and concerns with open jobs• Full Cycle Recruitment• Provided training to new employees (sourcing and recruiting)• Have monthly meeting with Sourcers and talk about the numbers they had for the month• Worked with both Revenue and Non-Revenue staff to ensure that the right information was being given out for each job (Client, Customer, Sub-contractor, Background process, Start Sheets, etc..)• 1-week training with new employees on full cycle recruiting and how the work process goes• Ensure that new employees not only retain the information given to them during training, but also would also make sure they are ready to hit the ground running the following week of training.o Handled all the recruiter’s feedback for candidates or follow ups for candidate status from submittal – start.o Email the clients or answer any additional questions they had for a candidate, would also provide any additional details they may need for either a face to face or phone interview.o Would discuss with my Account Manager issues or problems the Recruiters/Sourcers would be having with the jobs.• Attend seminars and build a report to share with all Recruiting Teams during Monday meetings.• Interviewed for internal positions within the team or the company.• Handled Call Center Projects for Premier Technical Services/Department of Education and Maximus Federal Services/Medicaid-Medicare Services.

HR Functions• Sourcing through Old Navy portal for online applicants• Phone Pre-screens• Face to Face Interviews• New Hire Orientation• Employee Training (Cashier, Fitting Rooms, Sales Floor, Recovery)• Job Fairs• Executed hiring plans from General Manager• Ensured employees are effectively trained for Old Navy Standard• Planned out training programs for associatesManager Functions• Managed 60-70 employees• Part of a 3.5 million remodeling management team• Product Knowledge• Supported management team during peak business hours• Addressed concerns over team schedules• Closing and opening of store• Provided a fun and happy workplace for employees