• Investigate employee relations concerns and recommend a course of action that minimizes risk to the organization and protects employees from violation of their rights• Manage implementation of monthly performance management process through new people enablement software - Leapsome • Conduct monthly 1:1 meeting with Managers and Directors to proactively assess team morale, identify employee relations concerns, and provide tailored solutions, fostering a positive work environment and enhancing organizational communication• Developed and implemented a comprehensive competency bank to evaluate employee readiness for promotion and manage performance, aligning skillsets with organizational goals and improving career development processes• Designed and implemented a structured promotion process for all organizational levels, ensuring transparency, consistency, and alignment with company goals, while providing clear growth pathways for employees• Lead 360-degree reviews for director-level management, providing comprehensive feedback that informed personalized development plans, driving leadership growth and enhancing team performance across the organization• Manage and oversee all FMLA, leave of absence, and ADA accommodation claims across 20 states, ensuring compliance with federal and state regulations, while providing timely and accurate support to employees and managers

• Manage Drexel CO-OP and Summer Intern recruiting, program content, and retention strategies• Maintain headcount and recruiting reports in excel for executive-level managers using data from Clear Company and ADP• Manage employee pre-boarding process through Clear Company including but not limited to: inspecting I-9s, ensuring proper tax forms are completed, transferring all personal information to ADP for payroll, etc.• Initiate and manage the annual performance review cycle and recommend employee performance improvement plans where necessary • Perform yearly visits and culture check-ins at 26 Thermo Systems work locations• Assess high-potential internal talent and create training curriculum to improve internal promotability

• Serve as primary HR partner and representative for up to 4 warehouses at a time across different states, supporting 800+ team members across various leadership levels• Advise multiple levels of leadership on HR policies, compliance, talent management, workforce planning, benefits, and compensation• Partner with site directors to assess internal talent, identify High Potentials employees, and develop a plan for succession• Investigate employee relations cases and recommend a course of action that minimizes risk to AB and also protects employees from violation of their rights• Coach leadership team during year-end performance reviews to ensure processes are defined and followed for consistent rollout and allocation of resources• Create interview guides and hiring manager trainings for all US Supply Chain jobs across 26 warehouse locations• Serve as trainer and point of contact for newly onboarded HR Generalists across the network

• Collaborate with DE&I team to plan and facilitate 65 leader-led listening sessions with 700+ associates that discussed social injustice and racial inequity with the goal of building a more diverse and inclusive company culture• Partner with the HRIS and Learning teams to launch new LMS and LXP to 21,000+ employees• Manage the logistics for 15+ sessions of new Leadership Competency Model training that had 3,600+ participants from the top 20% of organizational leaders• Evaluate talent management reporting process and collaborate with the HRIS team to build custom reports that create a self-service reporting model for HR Business Partners to utilize with their clients during mid-year and talent reviews• Maintain and updated learning, change management, and talent management content on the myHR portal monthly

• Manage Drexel CO-OP Recruitment by scheduling interviews, giving office tours, and compiling candidate feedback for 50+ candidates a month• Responsible for completing payroll including entering new hire data, employment changes, and the calculation of overtime for a large nonexempt population• Design new orientation program to ensure candidates have a positive first day experience while equipping them with the tools they need for success• Initiate offer and onboarding processes in Taleo while managing and tracking the completion of all new hire onboarding paperwork• Collaborate with the Culture Committee to support employee-driven initiative that boost office morale

• Planned and facilitated a community job fair with 34 employers and approximately 150 job seekers.• Partnered in organization and the execution of 4 professional development workshops for the local community. • Evaluated and screened 300 candidate resumes collected from recruiting events.• Conducted informational interviews with all members of the HR staff in order to obtain experience in all areas of HR.

• Served as excellent first line of contact for 21,000+ US and Canada associates regarding a variety of HR issues and questions; including but not limited to payroll, benefits, associate relations, HRIS, and recruiting• Partnered with the HRIS and Marketing teams in coordinating the launch of a new Workday Time Tracking tool for 8,000+ associates• Conducted new hire orientation for 1-9 associates per week; outlining benefit enrollment and company policies • Perform payroll tax audits, monitoring our open tax accounts with ADP saving the company $10,234 dollars

• Tracked branch and area profit growths and implemented improvement plans. • Implemented area-wide personal employee incentive contests to help foster personal sales growth.• Guided customers in making informed decisions regarding our insurance protection products.• Provided excellent customer service in car rental decisions. • Ranked third out of twenty-eight interns in regards to sales results, leadership skills, and personal growth.

• Assist in coordination of interview super days for CORE Finance Interns through creating interview schedules and escorting interviewees to each new interview.• Created newsletters that communicated weekly events for all Finance Interns across the organization. • Assist with the organization and planning of onboarding and orientation of new interns by creating program books and planning professional development activities. • Organize travel arrangements for 60+ Finance Interns to interviews and orientations.