● Manage a team of up to 80 mechanics, supervising and coaching them to meet and exceed metrics over 90% of the time● Lead and mentor the team, fostering a culture of accountability, transparency, and continuous improvement● Drive performance, set goals, and take follow-up action with mechanics, where appropriate, including performance support plans, performance improvement, and Corrective Actions● Plan, direct, and schedule mechanics for their shifts and tasks on a daily and weekly basis, validating the completion of all tasks promptly. Adjusting schedules as needed based on operational needs and objectives.● Maintain the full employee life-cycle of the hourly union workforce, utilizing people management skills to ensure adequate support● Promote safe work practices by conducting safety audits, weekly safety briefings, and coaching individual staff members● Oversee routing of the field teams to complete field-based bike repairs and inspections● Ensure that safety-related and quality control processes are in place and followed● Conduct metrics tracking, analyze results, and generate output reports

Provided Full-Cycle Recruitment for 25+ requisitions, both technical and non-tech roles, Entry level to Senior VP, in a fast-paced, high-growth startupCollaborated with leadership on recruitment strategies, development plans, performance management, and employee engagement to improve retention rates by 12% Led forecasting for full-time and contractor recruitment needs for 2022 by coordinating with 11 executives across all departmentsIdentified gaps in the interview funnel and recommended proactive changes that improved average time-to-hire by 18%Introduced and implemented talent management systems that reduced Cycle time to fill (CTF) from 55 days to 25 daysNegotiated new contracts with existing technology suppliers, resulting in annual savings of over $37,000Assist with inquiry, enrollment, and termination in all benefit-related programsAssist with the onboarding program, including mentorship elements and 30-day review quality of hire programProcess various forms related to documenting human resources activities such as new-hire, change-of-status, performance evaluations, benefits, terminations, etc.

● Provided full desk recruitment for technical, non-technical, and medical roles in a healthcare SaaS company. Focusing on clinicians, nurses, nutritionists, sales, engineering, and product roles.● Conducted a comprehensive analysis of recruitment metrics and identified areas for improvement, resulting in a 20% increase in candidate quality and a 10% decrease in cost-per-hire.● Implemented a new employee referral program, resulting in a 15% increase in employee referrals and a 10% increase in successful hires.● Developed and implemented a new recruitment strategy that resulted in a 25% increase in the number of qualified candidates and a 15% decrease in time-to-hire.● Manage the company’s benefits programs, including strategy, administration, and partnering with benefits brokers and vendors.● Provide support and guidance to colleagues when complex, specialized, and sensitive questions and issues arise; Administration and execution of routine tasks in delicate circumstances.● Manage HR Benefits and Payroll portals in ADP, updating when necessary● Utilize HRIS systems to maintain accurate employee data and generate reports for analysis and decision-making.● Create learning and development programs and initiatives that provide internal development opportunities for employees.● Maintain compliance with federal, state, and local employment laws and regulations, and recommend best practices;reviews policies and practices to maintain compliance.● Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talentmanagement, and employment law.● Help shape the office's culture, including DEIB programming, internship development, and other initiatives.

Develop strong relationships and collaborate with employees to understand their objectives and provide HR guidance and support.Serve as a trusted advisor to the HR Director on HR-related matters, providing recommendations and solutions that align with the organization’s goals.Act as a strategic partner in driving organizational change initiatives, ensuring effective communication and implementation.Collaborate with hiring managers to identify talent needs and participate in the recruitment and selection process using our ATS.Support employee onboarding and orientation programs to ensure a smooth transition for new hires.Provide guidance and support to managers and employees on employee relations issues, ensuring compliance with employment laws and company policies.Assist in investigations into employee complaints and recommend appropriate actions to resolve issues.Partner with HR Director to develop and implement effective performance management programs, including goal setting, performance evaluations, and development plans.Assess organizational needs and recommend HR strategies and programs to enhance employee engagement, productivity, and retention.Use HRIS, Workday, data to proactively assess staffing, employment activity, turnover, and other HR metrics to improve the health of the organizationSupport organizational restructuring and change management initiatives, including communication plans, training programs, and performance metrics.Collaborate with cross-functional teams to support organizational development and change management initiatives.Facilitate team building and employee development activities.Stay updated on relevant employment laws and regulations to ensure HR policies and practices comply with legal requirements.Assist in the development and implementation of HR policies, procedures, and systems.Conduct audits and assessments to ensure compliance with HR policies and practices.

-Handle the clerical/administrative function within the Human Resources department-Update and maintain the HRIS to include personnel files, profiles, new hire paperwork, and personnel change status-Respond to in-person, over the phone, and emailed associate inquiries regarding HR related concerns in a timely manner, provide clarification of information to associates and follow-up on request documentation-Assist with recruitment and onboarding efforts for the stores by supporting/facilitating Sales Associate large-scale interview sessions, extending job offers, and/or supporting/facilitating orientation sessions for new hires-Create new hire personnel files, audit current personnel files, and general filing in filing cabinets-Counsels associates on benefit plans and provisions and assists in completing claims and open enrollment forms-Prepare termination paperwork, process terminations systemically, complete and mail out separation notices for terminated associates, audit associate timecards for excessive absenteeism or failure to report-Support payroll processes through the pulling and processing of reports and auditing of associate timecards, transmit payroll in conjunction with Home Office-Support the Leave Coordinator in the Leave of Absence (LOA) process by identifying associate eligibility, creating the necessary paperwork, and communicating any applicable deadlines to associates-Participates in special projects as assigned