Mildred Colon Email and Phone Number

• Collaborate with Senior Management:➢ Actively engaged with senior leadership to understand the company’s strategic vision and business goals.➢ Facilitated discussions on how HR practices could support objectives.➢ Aligning talent acquisition strategies with expansion plans or ensuring workforce diversity• Provide Strategic HR Guidance:➢ Strategic insights by analyzing market trends, industry benchmarks, and internal data.• Manage Complex Employee Relations Issues:➢ Navigate conflicts, addressed grievances, and facilitated open communication.➢ Mediate disputes, handle disciplinary actions, or ensure fair treatment• Support Organizational Change Initiatives:➢ Actively participated in change management initiatives.➢ Ensure smooth transitions while minimizing disruption.➢ Restructure teams during growth phases to implement new performance appraisal systems• Analyze and Evaluate HR Metrics:➢ Track key performance indicators (KPIs) related to employee engagement, turnover rates, and productivity.➢ Recommendations of adjustments to policies or programs to enhance organizational effectiveness.• Suggest New HR Strategies:➢ Propose creative solutions to enhance employee experience, aiming at fostering a positive workplace culture.• Monitor and Report on Workforce and Succession Planning:➢ Keep a watchful eye on workforce demographics, skill gaps, and succession pipelines. When a critical role needed succession planning, collaborate with managers to identify high-potential employees and develop tailored career paths.• Identifying Training Needs and Evaluating Development Programs:➢ Conduct training needs assessments, design relevantprograms, and evaluate their impact.

Employee On-boarding/off-boarding– Organize and manage on-boarding, new employee orientation and training programsHRIS System & Reporting – Assists with data maintenance and integrity of system. Runs reports routinely or as necessary to analyze data for ongoing issues, projects or functions. Assists with implementation or upgrading of new HR system modules as needed (i.e. performance management, recruiting, on- boarding, LMS).HR Compliance – maintain/review/update completed job descriptions, maintain affirmative action program. Stay up-to- date and comply with changes in HR legislation.Develop and implement new processes and systems for efficient HR managementImplemented HR initiatives resulting in meeting annual goals and aligning policies and procedures to company objectives and goals.Developed relationships with managers and staff and served as an advisor across a multitude of HR topics resulting in increased employee engagementEnsure the efficient recording and secure storage of HR metrics, including attendance and employee performance dataPerform audits on HR - hiring, termination of service, payroll administrationConduct investigations, provide final report and recommendations for a variety of allegations including: workplace violence, code of conduct violations, discrimination, theft, and harassment for 4 locationsManage exit interview program, discusses findings with HR leadership and provided recommendationsattend unemployment hearingsServe as a member of interviewing panel to ensure candidate alignment with cultureManage onboarding, termination, background & drug screens, HRIS managementPOC for employees and managers regarding questions on policies, benefits, procedures, personnel actions, and other technical inquiriesSpearheaded annual performance review/ process and coordinate calibrations with management team to ensure fair and equitable performance ratings.

Full lifecycle recruiting for (Sales, Customer Service and Manufacturing positions)for all locationsImplemented onboarding process, facilitated new hire orientation, and served as face of the organization by attending college and career fairsPOC for employees and management for employee relations. Investigations, ethics complaints, performance management calibration, coaching, administering PIPs, development, attendance, and other issues.Served as consultant for management and employees regarding interpretation of talent acquisition procedures, personnel issues, legal compliance, positive associate relations, administering disciplinary actions and investigations (investigations, coaching, PIPs, separations, and unemployment claims)

Provided support and guidance to management, staff, and production employees in regards to work related issues, as well as complex, specialized, and sensitive issuesMaintained compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.Advised managers on organizational policy matters such as equal employment opportunity and harassment, and recommends changes as needed.Streamlined the talent acquisition process (recruitment, interviewing, and hiring of qualified job applicants) Collaborated with departmental managers to understand skills and competencies required for openings.Implemented off boarding process including exit interviews and preparation of benefit related documents.Managed to inquiries regarding policies, procedures, and programs.