• Manage a diverse portfolio of 500+ small to medium-sized in multistate and advised on all HR-related functions to ensure businesses were able to mitigate risk. • Developed and ensured implementation of customized HR policies, standard operating procedures, and department structure development to sustain compliance and company risk.• Provide expert guidance to diverse executive teams on employee engagement strategies, benefits administration, payroll support, and employee relations, resulting in improved workforce satisfaction.• Conduct regular audits and assessments to ensure businesses across multiple states are updated on state and federal laws to comply with regulations. • Maintain monthly client satisfaction score of 94%n or higher, reflecting a high level of client service and satisfaction.• Establish and build rapport with executive teams and human resource departments by engaging in scheduled meetings and proactive outreach efforts to enhance client retention and loyalty.

• Maintain management guidelines by preparing, updating, and recommending human resource policies and procedures.• Maintain professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.• Ensure Temple and the School policies and Federal/California Labor Laws are followed to mitigate risk.• Manage, develop, and implement policy in the areas of staff development, conflict resolution, staff mentoring, staff education, hiring and termination practices and performance evaluations.• Assist recruiting department with in developing and implement centralized recruitment, employee qualifying and hiring process. Including developing job descriptions and job advertisements, screening, and interviewing candidates. • Oversee development of centralized Human Resources Records storage system. HRIS changes and or upgrades.• Prepare and maintain accurate records, files, and reports, including responsibility for maintaining personnel records.• Organize and work independently on multiple assigned tasks/projects and complete assignments within specified deadlines.• Maintain the work structure by updating job requirements and job descriptions for all positions.• Conduct research regarding employment issues, benefits, workers compensation and personnel procedures and, working with General Counsel, apply the conclusions to personnel policies and practices. • Manage, third party vendors related to HR needs.• Process and maintain Workers Compensation documentation

I work with assigned business units as a partner in decisions impacting employees, including hiring, compensation, employee development, employee relations, employee engagement, and performance management, while managing service delivery for subordinate HR personnel. As an integral business partner, the incumbent will work closely with the management team to assess, build, coach, advocate for, and influence change in the interest of achieving business goals and objectives. Ontrak is an amazing company, our mission is to help improve the health and save the lives of as many people as possible.

The Senior Human Resources Business Partner III is a hands-on human resources expert and formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization.Working closely with the Senior Human Resource Director and Human Resources Business Support Services, this position provides human resources support and communication to both management and employees in the areas of employee advocacy, policies and procedures, retention and internal investigations. The Senior Human Resources Business Partner III educates and advises management and employees with regard to employment laws, HR policies and procedures and state and federal laws. Delivers high quality decisions and counsel consistently and appropriately to management and staff to maintain a productive and positive work environment and achieve optimal performance. In addition, the position will provide conflict resolution as needed, and conduct employee exit interviews. Provides analysis on specific trends related to areas of responsibility. Ensures that all Human Resources policies and procedures, as well as the Employee Handbook, are regularly reviewed and updated, and continue to reflect both up-to-date employment law and best practice. Conducts regular workshops and training to provide management with information on latest employment law changes. Designs and implements a staff rewards system. Responsible for large complex departments or organizations, may be responsible for several complex organizations. May coach and mentor other Human Resources Business Partners or department heads. Acts as liaison between other Human Resources Business Partners /departments, and/or other department heads.

•Direct the day-to-day office operations including, working directly with all vendors, reporting to COO, CEO, CFO and GM. Supporting several locations; Southern California, Seattle and Phoenix.•Maintains the work structure by updating job requirements and job descriptions for all positions.•Maintains organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes.•Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.•Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors.•Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; designing and conducting educational programs on benefit programs. Vendor Management.•Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records. Safety team leader and other duties as needed.

PAYCHEX FORTUNE 500 AND TOP 125 TRAINING ORGANIZATION. PREMIER ASO/PEO DIVISION I am accountable for 65 plus clients (comprising approximately 1000+ employees) within an assigned client territory. The majority of my clients are in the introductory and growth stages, and I work as their Human Resources Business Partner to build their HR infrastructure and develop human capital initiatives to contribute to their overall business plans and impact their bottom line. High retention rate in a very competitive, work well with Salesforce. ACCOMPLISHMENTSParticipate as a contributing partner in the client’s strategic planning process by compiling and interpreting information related to the client’s operations from internal sources, including business development, marketing, sales, operations, and information technology. Examples include training on the development of a strategic plan.Design workforce planning and recruitment strategies tailored to the client’s business needs and strategic goals. Present management and employee training programs to increase individual and organizational effectiveness. Topics include: Non-Harassment Training, Investigations, Performance Evaluations, Preventing Violence in The Workplace, Effective Discipline and Termination, Conflict Resolution, and Managing Effective Teams.Create programs to address client’s workplace culture and employee relations initiatives. Partner with clients to establish protocol and consistency in handling employee relations issues which include grievance/dispute resolution and a progressive discipline policy.Develop and execute strategies for managing organizational change for clients affected by the economic downturn (Advertising and Media industries) with goal of balancing the expectations and needs of the client’s business, employees, and all other stakeholders. This includes an RIF (Reduction in Force) communication strategy, creating an outplacement assistance program, and providing guidance.

Managed all human resources functions, full-cycle recruiting and office administration. Working directly with all vendors, some business development and sales calls as needed, reporting to the owner.

A third party Merchant Cash Advance processing company.Office Manager• Managed all human resources functions including, benefits administration, full-cycle recruiting, worker’s comp, payroll processing, and employee relations. • Individually responsible for researching, negotiating, and implementing the supplemental insurance and dental programs, providing additional benefits to employees.• Manage office, vendors, coordinate staffing and management needs.

Human Resources Manager• Managed all human resources functions including, benefits administration, full-cycle recruiting, worker’s comp, payroll processing, and employee relations. • Individually responsible for researching, negotiating, and implementing the supplemental insurance and dental programs, providing additional benefits to employees.• Assisted in the research, writing, and implementation of the employee handbook and company ‘best practices’.• Governed all OSHA and safety standards to ensure company compliance.• Directed the day-to-day office operations including, working directly with vendors, managing supply inventory, and processing of all daily DHL and FedEx shipments.

Human Resources Manager• Manage all human resources functions including, benefits administration, full-cycle recruiting, worker’s comp, payroll processing, and employee relations. • Responsible for meeting the hiring needs of the firm, placing ads, sourcing, interviewing and on-boarding. • Direct daily workflow and loan officers, ensuring all loans are moving forward in a timely manner.• Liaison between client and loan officer to resolve any client complaints, providing an optimal client experience.• Responsible for all office operations including, I-9 compliance, vendor relations, and proper processing of loan documents.

TRANSPORTATION SECURITY ADMINISTRATION, Los Angeles, CA (NCS Pearson) U.S. Department of Homeland Security.Staffing Supervisor• Hired to staff nine U.S. Airports, according to guidelines set by the Transportation Security Administration after 9/11 and managed over 25 human resources personnel.• Responsible for the set up of all assessment centers in the nine locations including, logistic implementation, auditing, and ensuring proper compliance to set government standards.• Directed processing of over 200 candidates per day, ensuring the candidate when through the entire screening process in a timely manner.• Conducted full-cycle recruiting, embodying direct and Internet sourcing, interviewing, negotiations, extending the offer, and on-boarding.• Responsible for the performance and training of “checked baggage screeners”. Conducted observations, evaluations and examinations.

Staffing company specializing in Administrative services.Branch Manager (10/2000 - 4/2002)• Selling branch manager responsible for blitzing and maintaining a target list of 100 prospects.• Conducted all aspects of the search process, including sales and marketing efforts to retain new business via cold calling, candidate screening and selection, and daily client relationship management.• Individually responsible for the recruiting, hiring, training and development of all office staff.• Prepared sales budgets and performed at or above specified targets.Customer Service Supervisor (6/2000 - 10/2000)• Partnered with all levels of management to conduct interviews, assisted managers with candidate selection, and sourcing of candidates.

Staffing company specializing in Administrative, Accounting, Light Industrial and IT recruiting.Account Manager• Selling branch manager responsible for blitzing and maintaining a target list of 100 prospects.• Solely responsible for the staffing, scheduling, monthly reporting and training of the ‘onsite’ staff and branch staff.• As Senior Quality Assurance Auditor, conducted ISO 9002 audits at nine offices within the Southwest region.Onsite Manager, Avon Products Inc. (5/1996 – 9/1999)• Solely responsible for the recruiting, hiring, and orientation of 300 temporary employees during the peak season of the fourth quarter.• Managed and assessed the needs of 35 hiring managers, while maintaining constant communication with the Director of Human Resources.