Successfully implemented ADP electronic personnel files, new hire onboarding module, and attendance module. Optimized recruitment tools and organized the HR shared drive for efficiency. Ensure compliance and manage workers’ comp, short term disability, FMLA, paid family leave, and OSHA logs. Educate employees on process and regularly update leave status to managers. Full cycle recruitment including job posts, phone screens, schedule interviews with managers, job offer letters, background checks, eVerify, and new hire orientation. Respond to and investigate employee relation issues such as employee complaints and harassment allegations. Improve manager and employee performance by identifying and clarifying problems; evaluating potential solutions; implementing the selected solution; coaching and counseling managers and employees. Maintain electronic personal files for payroll updates, new hires, status changes, direct deposit, and termination paperwork. Provide monthly employment activity reports to the leadership team. Complete and submit to leadership recruitment status report, monthly employee headcount report, hire source report, and annual EEO-1 and OSHA to respective governmental agencies.

Promoted HR Best Practices with department supervisors and key personnel to endorse accountability, compliance, and equality. Direct reports included an HR Coordinator and Recruiter. Facilitated benefit administration for companies to include newly eligible employees and open enrollment. Managed submission, tracking, and communication of Workers’ Compensation, Paid Family Leave, short term disability, and FMLA. Provided support and consultation to managers and employees (multiple locations) regarding benefits, talent management/recruitment, problem resolution, staff development, performance management & disciplinary process. Managed complete employee life cycle from hire to termination. Ensured compliance with EEO-1 and OSHA submissions and audited I-9 forms to ensure compliance. Managed quarterly drug testing protocol maintaining Federal regulatory compliance. Protested unemployment Insurance claims and attend unemployment hearings as needed. Annually reviewed and revised employee handbook and policies & procedures. Conducted workplace investigations related to complaints and harassment allegations. Managed weekly payroll for 6 companies within the network and processed employee garnishments.

Full cycle recruitment for 65 client sites. Initiate pre-employment drug screening, background check, employment verification, new hire paperwork. Decreased turnover through selection and retention efforts. Meet with client and site supervisors to determine best fit for placement. Investigate complaints administer disciplinary procedures, and separations. Represent employer at unemployment hearings. Complete FMLA, Worker’s Compensation, Disability claims, OSHA, and quarterly EEO reports.

Provided support to fast-paced HR department: Reviewed applications and resumes, phone screened, interviewed, employment verification, reference checks, background checks. Utilized Peopledirect (UltiPro) HRIS for application management.

Recruitment & Retention SpecialistMet with hiring managers regarding vacant position; attended job fairs, internet sourcing, application screening, phone interviews, reference checks, and hire letters. Initiated retention meetings with new employees at 30 and 90 days that decreased turnover 25% within the first 12 months. Developed behavioral interview questions and trained hiring managers, tracked and analyzed turnover and recommended retention strategies, collaborated with hiring managers to improve onboarding. Revised hiring policy and new hire checklist to improve communication between hiring manager, HR, and new employee. Collaborated with HR Director to update employee handbook. Trainer for organization’s standards of behavior and customer service training sessions. Provided guidance and problem solving to department mangers regarding progressive discipline, coaching, team building, and employee engagement. Conducted exit interviews and communicated results/trends with HR Director. Maintained applicant tracking, HRIS database, and confidential employee files.BUSINESS MANAGERAnalytical approach to process improvement. Engaged frontline staff to stabilize and improve performance of the 28-bed medical/surgical unit of 40 employees. Interviewed candidates and checked references. Monitored weekly time and attendance for payroll. Developed annual competency plan for non-clinical employees.PROGRAM DIRECTORManaged profitable medical stabilization service treating people in acute substance withdrawal.