As an HR Operations Analyst at Norfolk Southern, I collaborate with a dynamic HR team to address evolving HR needs and enhance operational efficiency. My role involves partnering with rotating HR Process Managers, focusing on Employee and Labor Relations, Employee Benefits, HR Systems/Data Analysis, and Training and Development every six months to develop skills and expertise.Optimized HRIS configurations and promoted best practices during the transition from SAP to SuccessFactors, ensuring data integrity.Leveraged diverse HR data sources to generate comprehensive reports and presentations, including HR budget analysis and departmental vacancies.Conducted root cause analyses and developed internal operating procedures to address HR issues and ensure technical accuracy.Spearheaded the integration and utilization of SuccessFactors within the HR Operations team.Facilitated bi-weekly sessions with HR Business Partners and HR Process Managers to foster innovation in Strategic Alignment, HR Technology, Training and Development, Compliance, and Process Improvement.Developed visual representations and training sessions to enhance strategic and technical execution of tasks and processes.Participated in weekly meetings to implement a quantitative and qualitative FMLA Pattern Review tool, identifying and addressing trends of abuse within employee absence programs.Collaborated with the talent acquisition team to analyze staffing needs and market trends, formulating recommendations for successfully filling critical positions.Focused on cultivating a pipeline of qualified candidates through proactive sourcing strategies and talent development initiatives.My work at Norfolk Southern involves a blend of strategic planning, data analysis, and collaboration to drive HR initiatives and support organizational goals.

Managed a high volume of requisitions to fill approximately 125 Management Trainee Programs (MTPs) and intern positions within the assigned territory.Delivered exceptional customer service through regular communication and prompt responses to business leads, university contacts, and key stakeholders, including hiring managers, candidates, HR partners, and senior leaders.Provided industry intelligence on current labor markets to align top talent with business needs and objectives, enabling informed decision-making.Developed effective recruitment strategies, including candidate filtering, compensation recommendations, and crafting engaging job postings, resulting in reduced turnover rates.Fostered an inclusive and collaborative team culture, promoting diversity initiatives within Sherwin Williams and enhancing employee representation and engagement through community partnerships.Utilized various tools and technologies (e.g., ATS, Handshake, Oracle, Workday, Indeed, LinkedIn) to identify focus schools and proactively source passive candidates through social media platforms, candidate databases, and diversity outreach channels.Created comprehensive campus strategies to enhance brand visibility and maximize recruitment efforts.Key Achievement: Improved brand visibility and recognition within the academic community, leading to a 25% increase in partnerships with prestigious universities.

Utilized USA Staffing Onboarding to initiate and monitor pre-employment requirements, including personnel security tasks, background investigations, pre-employment drug testing, and medical exams.Compiled and reviewed necessary investigation materials such as resumes, fingerprints, and OF 306 forms, initiating background checks in OPM’s eQuip system.Ensured accuracy and compliance of employee and applicant documents with federal and regulatory requirements.Coded requests for federal personnel actions using the OPM Guide to Processing Personnel Actions.Coordinated with payroll representatives and external agencies to resolve pay-related questions and issues, ensuring accurate personnel records and resulting pay.Conducted extensive research to interpret and provide recommendations on HR policies and regulations related to onboarding.Created assessments and vacancy announcements using USA Staffing for various positions.Assisted with recruitment activities, including reviewing recruitment packages, drafting job announcements, and qualifying applicants.Developed job analyses and reviewed position descriptions to determine necessary competencies and experience for various roles.Evaluated candidate resumes for basic qualifications and created RPAs for standard recruitment or non-recruitment actions.Facilitated New Employee Orientation (NEO), providing information on employee benefits telephonically or via email.Supported HR Specialists and provided assistance to supervisors and employees on various HR services, including staffing, recruitment, and personnel action processing.Participated in the development and issuance of vacancy announcements in an automated staffing system, adhering to federal regulations, agency policies, and internal procedures.Determined applicant qualifications and appointment eligibility, issuing selection certificates in compliance with relevant regulations and policies.

Acted as a resource liaison for the project management team, ensuring seamless communication among cross-functional teams including human resources, corporate training, and finance.Collaborated with the project management team to develop a clearly defined scope for complex projects, resolving critical business issues and ensuring alignment with organizational goals.Led and participated in special projects aimed at redefining processes to enhance the overall candidate experience, employer branding, and diversity and inclusion initiatives.Managed over 300 active and suspended projects, assigning high-level responsibilities to cross-functional team members, and ensuring projects were completed within budget and on schedule.Provided accurate forecasting for complex products, predicting incoming inventory from suppliers to achieve cost savings.Developed a labor-tracking tool (Resource Allocation Tool-spreadsheet) to determine effective recruitment and placement strategies for job openings and pending vacancies.

Worked in human resources, maintenance, and distribution, representing the 559th Procedures, Processes, and Analysis team of the United States Air Force.Enabled C-5 aircraft hangar strategic capabilities to boost productivity, meet customer service contract requirements, and enhance customer experiences.Collaborated with process engineers to develop interactive and user-friendly data visualizations (e.g., Tableau) for strategic and tactical use.Represented the 559th Procedures and Analysis team at the Walk-the-Wall Weekly Execution Review, producing reports on:Cost-effective charts of current, future, or potential constraints of parts or maintenance work stoppage, historical records, production plans, aircraft schedules, work sequences, aircraft critical flow path, material/parts information, customer back orders, shop inductions and productions, production tracking/performing systems, and other workloads control information systems to increase production efficiency (e.g., SPSS, Concerta, ROCIT, Walk-the-Wall Analysis, Weekly Execution Review).Led process improvement projects for large and complex airframe maintenance initiatives, including business unit-wide efforts composed of multiple discrete work streams.Ensured operational excellence by identifying and addressing gaps in end-to-end performance.Validated and resolved existing or potential constraints (e.g., lack of manpower and qualified candidates).Communicated performance results and analytics through standardized reporting, dashboards, and key trends.Led multiple special studies, initiatives, and projects with multidisciplinary teams on complex, controversial issues of long-range and short-term planning, productivity, quality, capability functions, work processes, and manpower use for meaningful production development.

Operated a multi-line telephone system, determining the nature of requests and providing information in accordance with established privacy regulations.Maintained a calm demeanor during periods of high call volume or unusual events (e.g., weather catastrophes), committing to action even in uncertain situations to keep the team operating to standard.Delivered exceptional customer service by setting realistic expectations with policyholders/claimants and updating them on their claim’s status.Demonstrated expert knowledge when explaining all applicable policies, procedures, and practices to policyholders at the time of the call (e.g., eligibilities, policy limits).Managed an average of 75-90 calls daily, providing immediate assistance through third-party contractors for emergency and non-emergency vehicle conditions deemed a “total loss.”Created and developed revenue streams, cultivating successful relationships with customers by recommending products and features based on the analysis of policyholders’ preferences, suggesting additional accidental coverages and services to help minimize their monthly bill.Developed and coordinated a systematic and disciplined metric system with quantifiable and attainable goals to integrate and improve previous recurring negative trends (e.g., quality, customer interaction, customer satisfaction, call efficiency).