Identified HR training needs and conducted training for employees and leadership while recommending approaches to effect continual improvements in business objectives, productivity and within company to reach business goals.Liaised between multiple business divisions to improve communications.Engaged employees and conducted exit interviews to gain complete sense of satisfaction and areas in need of improvement.Oversee workers' compensation program for all Nevada employees injured on job.Addressed employee conflicts with appropriate urgency, following all corporate procedures.Manages and resolves employee relations issues. Conducts effective, thorough and objective investigationsAdvises management on the administration of human resources policies and proceduresAnalyze trends and metrics in partnership with the HRBP group to develop solutions, programs and policies.Prepares and maintains reports related to specific HR projects.Provides day-to-day performance management guidance to clients (coaching, counseling, disciplinary actions)Presents training sessions related to specific HR programsInvestigated and liaised with legal department to respond to complaints of harassment, discrimination, employee grievances and other sensitive issues and prepared position statements for EEOC.Develops, reviews, and applies HR policies and procedures where necessary

Responsible for anticipating talent needs and addressing them through proactive and effective recruiting, staffing and training.Motivate and retain existing talent by anticipating human resource issues in the store through consistent and effective application of Lowe's policies, management practices, and legal requirementsSolely responsible for proper compliance of Delivery Drivers and DOT Regulations. Maintaining and securing all employee and training files. Facilitating orientations and onboarding of new hires and ensuring a solid foundation of knowledge is obtained. Solely responsible for benefits, payroll and insurance. Knowledgeable in FMLA, ADA and workplace accommodations as well as general liabilityCoordinating meetings of staff, district or other functionsStrategize with Store Manger to work as a business partner to ensure human capital is utilized to maximum capabilities and leverage payroll expense Coach Assistant Store Managers and Dept. Mgrs. providing constructive feedback mentoring and assisting in conflict management and accountabilitySession planningCompliance of Federal hiring practice are maintained and documented. Design effective and efficient models for workflow processes

General 1. Responsible for solidifying Accountemps presence in the local marketplace through consistent participation in networking organizations and events. 2. Strategizing with teammates and manager to accomplish weekly business growth goals. Client Development 1. Develop and grow client base by marketing services for temporary, project and/or full-time staffing solutions. 2. Marketing to clients via telephone as well as conduct in-person meetings with key managers to senior-level executives, for the purpose of marketing our services to prospective clients and building on existing client relationships. 3. Negotiate bill rates and conversion fees with clients. Candidate development 1. Recruitment of top level financial professionals including interview and identify highly qualified available work force for projects as well as temporary to hire opportunities. 2. Provide ongoing and consistent contact with candidates while offering professional and value-added career guidance. Placement activities 1. Selecting well-matched candidates to fulfill client staffing needs and maintain ongoing contact with clients and candidates currently on assignment to ensure both received exceptional customer service. 2. Resolution of any customer service issues quickly and efficiently to maintain the highest level of customer satisfaction. 3. Uncover additional opportunities through contact with candidates on assignment and clients to grow book of business and identify any job opportunities.