Responsible for anticipating staffing needs, managing recruiting efforts, workforce planning and the overall employment process. Ensure ongoing compliance with all legal requirements and government reporting regulations. Develop, implement and maintain programs, policies and procedures that supports CMR’s core values and effectively guide management and employee behaviors.Complete problem analysis and problem resolution at both functional and strategic levels. Counsel company officers, manager and employees on employment issues. Serve as a link between management and employees by assisting in the resolution of work-related conflicts, conducting internal investigations and administering disciplinary procedures. Support managers and employees through key processes such as succession planning, performance management, compensation and benefits management and disciplinary actions.

Responsible for evaluating HR systems and procedures for effective operation of the department and services performed. Implement improvements when appropriate. Ensure compliance with all legal requirements and government reporting regulations including OSHA, EEO, ERISA, PPACA, FLSA, ADA, Harassment and Discrimination, and other applicable federal and state requirements.Perform employee relations duties, including dealing with understaffing, refereeing disputes, conducting investigations, terminating employees and administering disciplinary procedures. Set-up and maintain general controls, records and files required for effective personnel functions. Participate in salary surveys and advise management of market value of jobs. Complete problem analysis and problem resolution at both functional and strategic levels. Counsel company officers, manager and employees on employment issues. Serve as a link between management and employees by handling questions, and helping resolve work-related problems.

Responsible for evaluating HR systems and procedures for effective operation of the department and services performed form CMR and its three related entities. Implement improvements when appropriate. Ensure compliance with all legal requirements and government reporting regulations including OSHA, EEO, ERISA, PPACA, FLSA, ADA, Harassment and Discrimination, and other applicable federal and state requirements.Perform employee relations duties, including dealing with understaffing, refereeing disputes, conducting investigations, terminating employees and administering disciplinary procedures. Set-up and maintain general controls, records and files required for effective personnel functions. Participate in salary surveys and advise management of market value of jobs. Complete problem analysis and problem resolution at both functional and strategic levels. Counsel company officers, manager and employees on employment issues. Serve as a link between management and employees by handling questions, and helping resolve work-related problems.

Responsible for the development, implementation and maintenance of Human Resources compliance programs and processes within Sonic Corp. and its subsidiaries, ensuring compliance with current and emerging laws and regulations. Areas include, but not limited to, leave of absence, benefit programs, laws and regulations (ACA, HIPAA, COBRA, ERISA), FLSA, OSHA, Social Security Administration and other HR programs.

Managed a broad range of HR functions for 400+ employees including, on-boarding, new hire orientation, delivering staff and manager training, payroll administration, policy development and interpretation, exit interview processes and personnel file management; Research and recommend new programs; Maintain company compliance with applicable state/federal/local employment laws; Organize the preparation and communication to employees regarding benefits plan enrollment and administration; Provide specialized support for employee issues and/or questions regarding benefit enrollment and coverage; Maintain records and procedures for the administration of employee benefits; Ensure that employee benefits data is accurate and communicate with providers regarding employee enrollment and plan coverages; Proactively assess business needs and collaboratively develop solutions; Implement protocols that increase HR productivity; Establish trust and credibility for human resources department through daily interactions; Business partner to members of the leadership and management team; Advise other departments of current employment legislation and its possible effect on daily operations.

Managed a broad range of HR functions for 400+ employees including, on-boarding, new hire orientation, delivering staff and manager training, payroll administration, policy development and interpretation, exit interview processes and personnel file management; Research and recommend new programs; Maintain company compliance with applicable state/federal/local employment laws; Organize the preparation and communication to employees regarding benefits plan enrollment and administration; Provide specialized support for employee issues and/or questions regarding benefit enrollment and coverage; Maintain records and procedures for the administration of employee benefits; Ensure that employee benefits data is accurate and communicate with providers regarding employee enrollment and plan coverages; Proactively assess business needs and collaboratively develop solutions; Implement protocols that increase HR productivity; Establish trust and credibility for human resources department through daily interactions; Business partner to members of the leadership and management team; Advise other departments of current employment legislation and its possible effect on daily operations.

Accurately converted new customers to Paycom’s human capital management system; Trained clients on effectively using the Paycom system to facilitate their individualized needs; Processed payroll for 150+ clients on a weekly basis; Researched and resolved issues regarding compliance issues; Managed accounts and kept the lines of communication open between Paycom, clients and other government agencies; Integral in the implementation of organizational efficiency practices that increased the productivity of departmental procedures.