• Establish and implement short- and long-term organizational goals, objectives, strategic plans, policies, and operating procedures; monitor and evaluate program and operational effectiveness, and effect change required for improvement.• Provide support to business leaders and employees in all areas of performance management. Processes include goal and objective setting, performance reviews, individual development, performance improvement, and corrective action plans.• Lead the development and refinement of cultural initiatives including employee engagement that will enhance employee effectiveness.• Design, establish, and maintain an organizational structure and staffing to effectively accomplish the organization's goals and objectives; training, supervision, and evaluation of HR’s four functional teams: HR Operations, Talent Acquisition, Talent Development, and Total Rewards.• Manage the HR Operations function including effective policy development, compliance with all laws and regulations, HRIS administration (Workday), and resolution of complex employment matters to minimize risk/liabilities to the company.• Manage the Talent Acquisition function including effective assessment, selection, and overall recruitment process. Provide recommendations regarding key hiring decisions and prioritize current and expected position vacancies.• Manage the Talent Development function including designing effective performance management practices and implementing Diversity and Inclusion programs.• Manage the Total Rewards function during the annual benefits renewal process including the negotiation and contracting with vendors and enrollment processes.

• Oversee all activities and analytics for the HR Operations Team, including support of the full life-cycle employee experience (onboarding to offboarding), maintaining and developing Workday (HCMS) and various other HR support services for the global employee population.• Contribute to the strategic direction and formulation of corporate-wide HR policies, procedures, systems and initiatives• Provide vision, leadership, planning, project coordination and management for the development of a cost-effective department• Supervise the development of actionable, proactive metrics that drive forecasting capabilities and strategic insights• Develop, maintain, and continuously improve processes, systems and technology, measurement practices and metrics reporting for the HR team and senior leadership• Ensure that current and future business needs are reflected in the development and implementation of HR strategies or plans and that all projects and deliverables are aligned with strategic enterprise objectives

• Oversee and coordinate all activities and analytics for the HR Operations Team, including support of the full life-cycle employee experience (onboarding to offboarding), maintaining the data integrity in the HCM system and various other HR support services to over 800 employees across multiple states in the US and Canada.• Contribute to the strategic direction and formulation of corporate-wide HR policies, procedures, systems and initiatives• Provide vision, leadership, planning, project coordination, and management for the development of a cost-effective department• Manage the development of actionable, proactive metrics that drive forecasting capabilities and strategic insights• Define and communicate internally-set quality standards; ensure that all aspects of HR Operations work achieves satisfactory quality and consistency• Develop, maintain, and continuously improve processes, systems and technology, measurement practices and metrics reporting for the HR team and senior leadership• Ensure that current and future business needs are reflected in the development and implementation of HR strategies or plans and that all projects and deliverables are aligned with strategic enterprise objectives

• Oversee the benefits function including the strategy, design, implementation and administration of benefit plans, including health, dental, vision, disability, life insurance, flexible spending and 401(k).• Provide management and ongoing skill development for one HR Generalist & one Benefits Specialist through coaching, counseling and training to improve job performance and support for the organization.• Provide recommendations and guidance to all levels of management regarding HR issues related to policies and procedures.• Manage and administer the leave of absence process including FMLA, disability and worker’s compensation.• Author, implement and communicate new policies and changes as needed.• Ensure the company remains compliant with employment law and state/federal guidelines and reporting requirements.

• Serve as the primary source of HR support for the Operations staff in all functional and strategic areas of human resources.• Provide practical solutions to all management levels on performance management, conflict resolution , disciplinary issues, policy practice violations, corrective actions, termination, sexual harassment, hiring, restructuring, EEO, ADA, FMLA and relevant employment laws.• Manage full life cycle recruitment from initial job specification development through candidate acceptance and employee on-boarding. Frequently handled a high volume of open requisitions while juggling other work demands and responsibilities.• Serving as the lead Project Manager on the implementation for the HR Department’s first ATS.• Partner with management to resolve employee relations issues including performance improvement, corrective action, compliance and communications which resulted in improved productivity, employee satisfaction and reduced risk of liability. • Collaborate with senior leadership to create an automated performance evaluation process. Served as the administrator and lead trainer for the roll-out of the new evaluation process.• Develop and implemented personnel policies and procedures; updated, refreshed and maintained the employee handbook.• Manage the exit notification process for departing employees and conduct exit interviews of all Operations employees and provided feedback to management.• Partner with internal and external legal partners (on EEO matters, lawsuits, complaint resolutions, understanding an applicable law and potential liability) to ensure alignment with the Company’s values and mission and strategic business objectives.

• Responsible for the start-up and management of a full spectrum HR department for a young and growing company.• Collaborated with senior management to create HR policies and procedures including the development of the employee handbook and orientation and incentive programs.• Oversaw the areas of recruiting, training, communication, performance management, coaching, policy development and recommendation, benefits, team building, employee relations and leadership.• Managed full life cycle recruitment from initial job specification development through candidate acceptance and employee on-boarding.• Maintained employee benefits programs and inform 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; and designing and conducting educational programs on benefit programs.• Provided advice, guidance and support to management and employees on all personnel issues, ensuring the effective resolution of queries and concerns and a positive employee relations atmosphere. Counseled supervisors on best practice in handling performance issues and any associated disciplinary actions.• Ensured legal compliance by monitoring and implementing applicable human resource federal and state requirements and maintaining appropriate records.

• Assisted the VP of Human Resources in administering a comprehensive benefits program that included health, dental, vision, flex spending, ESOP, 401(k), life insurance, disability insurance, and workers’ compensation.• Developed and implemented a new employee orientation program which provided continuity in all company and benefit information presented verbally and in writing.• Participated in the administration of human resources policy and program development in partnership with executive management and the Vice President of Human Resources.• Maintained employee records and reports relative to personnel files, performance appraisal evaluations, compensation, I-9 paperwork, leaves of absence, and benefits.• Assisted employees and managers with the consistent interpretation and application of human resources policies, procedures, and programs.• Developed company employee communications regarding human resources policies, benefits, and programs.• Developed and coordinated employee morale programs and events.