Ensure a consistent and exceptional onboarding experience for new staff joining the organizationEnsuring all programs, policies, and procedures managed to comply with current legislationResolve benefit-related issues.I keep track of prevailing pay rates and make sure we offer competitive compensation plansI oversee the successful operations of internal HR systems, services, and applicationsSpearheaded new HRIS implementation from Paycom to ADP Collaborates with executive leadership and HR staff to identify needed improvements and enhancements to existing information services and databasesServes as lead representative and liaison between HR, Information Services, external vendors, and other stakeholders for HR database design and implementation projects.Assist with internal and third-party audits of HR processes as requested. Inform VP, People & Culture of ongoing issues associated with onboarding compliance.Oversee benefits administration. Manage the leave administration process from staff’s initial notice of the need for leave to the employee’s return to work. Advise employees on the interaction of leave laws with paid time off, worker’s compensation, and short-term and long-term disability benefits.Ensure complete and accurate records of leaves and related information. Work with VP, People & Culture to select, hire, and train staff.Meet regularly with direct reports to promote SCA’s core values, mission, and vision. Monitor and evaluate team functions to ensure accuracy and timeliness and regulatory compliance processing. Act as a technical resource to the team by communicating internal and external updates related to processes, policies, workflows, and regulatory compliance.Monitor and evaluate employee performance through goal setting, effective feedback, and annual performance evaluations. Address employee performance issues and work with VP, People & Culture to implement performance improvement recommendations.

• Responsible for ensuring legal compliance by monitoring and implementing applicable human resource federal and state requirements, conducting investigations, maintaining records, and serving as point of contact for other HR team members to reduce litigation• Actively mediate employee relations issues including drug & alcohol abuse, discrimination, workplace violence, safety violations, workplace harassment and policy discrepancies• I guide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines • I conduct research and analysis of organizational trends including the review of reports and metrics; Creates presentations and communicates trends to present to senior leadership• I collaborate consistently with senior leadership to create and implement organizational goals and strategies that improve retention and engagement• Over a twelve-month period, I was able to increase retention from 23% to 67% for the Exterior Services Team• Responsible for the development, management and implementation of HR projects that include: On-line learning platform revision; EEO-1 reporting; state specific onboarding compliance; E-Verify and I-9 adherence and training; Employee engagement surveys and focus groups; Employee assistance foundation; Diversity and Inclusion training; and leadership training• I’m responsible for developing and sustaining employee performance through consistent practices and partnerships with managers and communicates best practices to other HR Managers • Directly responsible for HR functions for over 500 employees but provide support for over 2000 Team Members throughout the organization• Project Lead for multiple high visibility projects

Coach Leaders and employees on HR policies and processesServe as first point of contact for multiple career centers and departments within the agencyProcess HRIS transactions such as new hires, terminations, promotions, transfer(s) in/outHandle payroll inquiries, pay docks, pay increases/decreases, salary supplements, and general deductionsCreate and maintain employee files electronically and paper Provide support to employees and management in various HR-related topics such as leaves, compensation and resolve any other issues that may ariseProcess employment verification via E-Verify; Trained by GBI (Georgia Bureau of Investigations) for fingerprint verification process Manage & process FMLA requests/determinations, FFRCA lead for department LOA administration, determinations, consulting Responsible for HR Reporting/Queries using PeopleSoft– Monthly Terminations, FMLA Hour Usage, Hourly Reporting Lead, manage & process ADA needs (approving of equipment, software, workspace adjustment needs, alternate schedules etc.), along with perform Ergonomic Evaluations Sexual Harassment Designee Investigator Employee Relation Designee Investigator – Resolving complex employee relations issues and address grievancesWork with management on recruitment strategies. Partnering with management through the hiring stage and provide full cycle recruitment support including: posting, sourcing, assessing high-quality pool of candidates, and onboarding

Ensure compliance with labor regulations, both Federal and State Process HRIS transactions such as new hires, terminations, promotions, transfer in/outHandle payroll inquiries, pay docks, pay increases/decreases, salary supplementsCreate and maintain employee files electronically and paper formProvide support to employees in various HR-related topics such as leaves, compensation and resolve any other issues that may ariseProcess employment verification via E-Verify; Trained by GBI for fingerprint verification processManage & process FMLA requests and make determinations Responsible for HR Reporting/Queries using PeopleSoft– Monthly Terminations, FMLA Hour Usage, Hourly Reporting Lead, manage & process ADA needs (approving of equipment, software, workspace adjustment needs, alternate schedules etc.), along with perform Ergonomic Evaluations Sexual Harassment Designee Investigator Employee Relation Designee Investigator Leading implementation of New Hire Surveys, Tenured surveys for all departments Assist with talent acquisition and recruitment processes Promote HR programs to create an efficient and conflict-free workplace

 Advises managers and employees on employee relations policies and practices Coaches and consults with management to advise and help resolve employee relations issues, including performance issues, disciplinary actions and terminations, employee conflicts, policy violations, etc. Investigates employee issues and complaints and makes recommendations to management to resolve issues to ensure timely and appropriate actions are taken Interprets and applies programs, policies, and procedures and ensures compliance with state and federal statutes and regulations Conducts new hire orientation to include coordinating first day logistics with hiring managers, overseeing completion of new hire paperwork Supports with onboarding/integrating new employees and leaders, as needed Assists with communicating policy and procedures changes to managers and employees Maintains highly confidential employee information and documents Assists with the other employee-related work, projects, and events as needed, i.e. wellness initiatives, diversity, open enrollment, talent review and succession planning, etc.

 Sourced South area market for top talent via indeed, Monster.com, LinkedIn, Career Fairs and internal job boards for customer service and retail sales positions within the organization by ensuring quality candidates experience and that top candidates progress through the full-cycle recruiting process Developed strategic relationships with recruiting partners such as colleges and universities along with community agencies  Managed the recruiting process full-cycle to include: sourcing and screening of resumes, conducting phone interviews, providing feedback on candidates’ qualifications to hiring managers, meeting recruiting targets including time to fill, diversity of candidate pool, college hires and new hire turnover.

• Communicated recommendations for process improvements and operating procedures• Calibrated performance standards with peers and documented procedures in accordance with established policies• Produced high quality accurate reports. Performed audit requests for internal and external audits• Trained new employees on current quality management systems and keep employees informed of changes to the quality management system• Reviewed all customer account information while on calls to identify and match customer's need with the appropriate product and / or service (e.g., upgrades, adding a line)• Originated training material for call center that led to excellent customer experience• Coached agents based on individual audits that contributed to staff development• Offered and educated on the benefits of products and services and explains how the recommendations will add value to the customer’s wireless experience

• Managed and maintained customer accounts and resolved customers’ issues/concerns, to ensure continued satisfaction with Verizon Wireless• Handled customer inquiries, complains, billing questions and payment extension/service request• Effectively scheduled service appointments for current customers in a proficient and courteous manner• Facilitated and participated in problem solving initiatives to develop and implement process improvement recommendations using quality tools• Developed and implemented various strategies to increase productivity in a timely manner• Helped develop, mentor, and train newer associates by organizing discussion groups, participating in team building sessions, and offering technical support• Contributed to continuous superior customer satisfaction rating by exceeding client expectations for service, product knowledge, efficiency, and professionalism• Maintained daily correspondence with customers with professional communication and rapport building