Nathan Weigel Email & Phone Number

Seattle, WA, US

Seattle, Washington, US

Seattle, WA, US

• Progressive promotions with increasing responsibility and scope; titles include Director of HR, HR Business Partner, HR Generalist
• Strategic Business Support. Collaborates with senior leadership on executing strategic business decisions, including establishing COVID-19 policies to protect essential workers and the business
• Legal & Policy Compliance. Ensures compliance with Federal and Washington state law; Guide management through complex COVID-19 environment (contact tracing, vaccine mandate, remote & hybrid work, compensation and.
• DEI. Helped CPO implement Diversity, Equity, Inclusion & Belonging program and staffing.
• Employee Relations. Coaches managers on employee relation issues, including risk mitigation, problem solving, talent retention, and creating and maintaining positive employee relationships
• HR Policies. Creates and administers HR plans and policies for staff; owns employee communication concerning HR activities and organizational changes

US

Took several human resource consulting projects while getting acclimated to Seattle.

Carlsbad, CA, US

• Work Comp & Leave Administration. Manage workers’ compensation claims: coordinate with employees, medical professionals and work comp administrator, track leaves, communicate with management, and prepare reporting..
• Benefit Administration. Onboard new hires, handle employee and vendor inquiries, update documentation, and reconcile billing, invoices, and wages. Assist employees with life events and resultant changes in benefits.
• Data Processing. Review Personal Action Forms (PAFs) for accuracy and enter data into Lawson database. Troubleshoot data errors.

Abbott Park, Illinois, US

Same responsibilities as at St. Jude; St. Jude Medical (SJM) was purchased by Abbott.

St. Paul, Minnesota, US

• Project Management. Coordinate cross-functional HR projects by developing timelines, deliverables, identifying resources and risks, and assessing potential impacts to existing processes.
• Systems Management & Data Analysis. Point person for systems issues within Shared Services group, and coordinate systems escalation with HRIS as needed. Coordinate with HR Reporting Analyst to create ad-hoc reporting.
• Training & Documentation. Develop and maintain Shared Service documentation, including internal processes, such as SAP HCM data entry, and rep knowledgebase. Provide onboarding training for new hires in Shared Services.
• Process Improvement. Identify system and data requirements, recommend data collection tools and monitor changes to ensure accurate and efficient processes. Assess impacts to processes and recommend enhancements to.
• Escalation Management. Handle escalations from HR Shared Service Center, and support executive compensation and expatriate/international transfers.

St. Paul, Minnesota, US

• Training & Development. Directly supervise day-to-day operations of the HR Shared Service Representatives. Provide SAP training to global HR Business Partners and other training as needed to new shared service.
• Project Management. Oversee programs and projects within HR Operations Team, relating to immigration administration, global data quality and leave of absence administration. Develop and implement project plans.
• Vendor & Partner Management. Liaison to contractors, vendors and other external services utilized as part of human resources operations.
• Reporting. In addition to regular status reporting on programs and projects, assign with generating supporting reports and metrics.
• Cross-Collaboration. Work closely with human resources information systems (HRIS), benefits and payroll departments.

St. Paul, Minnesota, US

• Training & Development. Directly supervise day-to-day operations of five HR Shared Service Representatives. Provide SAP training to global HR Business Partners and other training as needed to new shared service.
• Project Management. Oversee programs and projects within HR Operations Team, relating to immigration administration, global data quality and leave of absence administration. Develop and implement project plans.
• Vendor & Partner Management. Liaison to contractors, vendors and other external services utilized as part of human resources operations.
• Reporting. In addition to regular status reporting on programs and projects, assign with generating supporting reports and metrics.
• Cross-Collaboration. Work closely with human resources information systems (HRIS), benefits and payroll departments.

St. Paul, Minnesota, US

• Data Processing & Quality Management. Enter data into HR systems, including new hire paperwork, file creation and organizational management. Identify errors and correct data forms, educating others on how to.
• Employee Relations & Communication. Respond to inbound calls and emails from employees as a resource for human resource related questions. Document incoming calls in case management tool (EIC) to help track trends and.
• HR Systems Management. Complete human resources, benefits and payroll transitions using the following systems: SAP, Kronos, Access Management and other vendor systems. Assist with testing enterprise-wide projects.

• Data Processing. Enter data into resume and search database (Encore).
• Communication. Communicate with prospective clients and candidates. Answer phones and assist with scheduling for appointments and other calendaring using Outlook and Encore.
• Candidate & Pitch Prep. Compile candidate information packets for interviewing committees. Proofread resumes and other hiring documents. Help recruiters prepare pitches using internal templates.
• Background Checks & Vetting. Complete request paperwork for employment background checks. Initial vetting of candidates using Google and social media, including LinkedIn.

Bs, Business Management, Human Resources

Associates Of Arts, General