Leads the HRIS, Payroll, and Shared Services teams and grows talent to support future roles in the organization; develops and coaches teams with a focus on performance, prioritization, and optimization of systems and processesPartners cross-functionally with internal departments to support the HR department and the Company’s strategic goals; plans and executes the strategic vision for the HRIS, Payroll, and Shared Services teams while promoting a compliant, efficient, and professional team in accordance with Krystal Core Values and leadership qualitiesLead the design and implementation of employee engagement programs, connection and collaboration tools, Employee Recognition Programs, and employee events Collaborate closely with leadership to cultivate a positive and inclusive workplace environment that supports employee growth, well-being, and satisfactionBuilds a culture of continuous improvement ensuring efficient and consistent employee experience and delivering operational excellence and simplificationBuilds and executes an operational strategy to deliver a superior client experience while creating capacity for business and people growth, development, and continuous improvementSet strategy for HR technology, including the systems, integrations, and data integrity for HCM, Recruiting, Onboarding, Compensation, Benefits, Learning Management, Performance Management, Talent Management and Reporting. This includes the maintenance and improvements of current systems, as well as recommendations for new technologyCollaborate closely with leadership to cultivate a positive and inclusive workplace environment that supports employee growth, well-being, and satisfactionWorks collaboratively with IT counterparts on understanding security roles, integrations, and other shared systems while leading the design and implementation of employee engagement programs, connection and collaboration tools, Employee Recognition Programs, and employee events

Directs and develops the strategic analysis and design of benefits and compensation programs to ensure programs are competitive and cost-effective. Duties include, but not limited to the following:Conducts/leads annual benchmarking and market analysis of rewards programs and presents recommendations for senior management approvals.Monitors external (e.g., market trends, government regulations such as Health Care Reform, etc.) and internal practices to determine the impact on existing programs and identifies “best practices” to help contain related costs and maximize the Return on Investment (ROI).Leads the development and execution of comprehensive communication strategies to help employees understand the philosophical and monetary value of programs provided.Develops, implements, and manages companywide programs (e.g., wellness, performance management, etc.) internally and/or via vendors to ensure high-quality programs are delivered.Leads the establishment of new compensation philosophies, strategies, programs, and systems to ensure legal compliance and the ability to attract, retain and motivate employees: Identifies sources and negotiates with vendors to obtain access to reliable market data.Ensures job evaluation methodologies are implemented and administered promptly and accurately; and partners with key stakeholders to develop a new job code system.Directs the design, approval, and implementation of competitive and cost-effective benefits strategies Benchmarks existing benefits and leads design change recommendations for approval.Oversees strategic planning, design, management, and administration of benefit programs (e.g., medical, dental, health and welfare; 401K, pensions, etc.) to ensure all benefit programs are administered within full compliance with applicable laws.

Provides Human Resources services and solutions to fit business needs including, audits, polices and procedures, compliance, talent management, employee handbook, benefits management , payroll management, total rewards, employee relations, conflict management/resolution, training and development, onboarding, offboarding, orientation, talent management and performance management. HRIS: ADP Workforce Now, Ceridian and QuickbooksManage the human resource function in assigned division(s) to ensure the organization is attracting, motivating, and retaining a high-performing, diverse, and successful workforce. Serve as consultant to leadership and partners and deliver value-added services to leadership and team members that mirror the business objectives of the organization. Implemented and managed performance management and recruiting. HRIS: Dayforce, Service Now and Ethics PointExecute Human Resources strategies and solutions to fit business needs including but not limited to audits, compliance, revising employee handbook, forms and files, benefits and compensation management, payroll management, employee relations, conflict management, training and development, performance management, talent management, onboarding, offboarding and orientations. HRIS: ADP Workforce Now.

• Strategic Human Resources Business Partner who actively supported over 1,000 employees and independent contractors in over 13 states• Provided human resources strategies to include but not limited to HR policies, Operations, talent management, onboarding, offboarding, hiring practices, performance management, succession planning, compensation, organizational development, coaching and counseling, customer service, training and development, total rewards, employee relations, retention, HIPAA, AA/EEO, JCAHO compliance, OSHA safety, and labor relations. • Managed payroll for multiple facilities under the Jackson Healthcare umbrella. Document and maintain all processes and inquiries related to payroll, benefits, employee taxes, and various deductions• Partner with Shared Services to ensure proper processing of employee status change requests and paperwork for relevant client alignment.• Conducts regular audits to ensure compliance with Company policy, and local, state, and federal laws.