Providing HR expert knowledge, professional services to SMEs/corporations in developing and training, leading technologies to support HRIS/HRMS/HCM systems, technology/software, and network infrastructure.Investigating & resolving cases escalated by Employers and organizations regarding Employee Relations, HR benefits services/AAP, and EEO.Identifies opportunities & recommends changes to increase performance, reduce costs, and positively impact HR metrics through analytical approaches including tracking key data and analyzing current market trends.Conducting research analysis to resolve open cases. Submitting fulfillment requests for various HR plans, procedures & requirements including health and welfare plans, payroll, compensations benchmark surveys and competitive market analysis, retirement plans, FMLA, PFL, leave of absence/disability plans, and mitigating corporate risk associated with relevant employment laws/policies compliance with all state/federal regulations.Support in Screening/Sourcing candidates, Onboarding/Off-boarding, orientation, and employee lifecycle administrative tasks, including benefits administration, assisting in filling worker's comp, UI claims, liaising with 3rd party vendors, fostering collaboration & communication.Analyzing trends and key metrics, seeking opportunities and strategies to improve trends in turnover, retention, and key indicators.Partnering with the Talent Team to develop workforce plans that respond to current and future staffing needs.Providing in-depth knowledge of legal requirements related to the day-to-day management of employees to reduce legal risks and ensure regulatory compliance along with HR policy guidance and interpretation.Providing guidance and input on business restructure, workforce, and succession planning.Evaluating & monitoring training programs (LMS) to ensure training objectives are met.Review key business performance targets, KPIs, and related talent implications with business leaders.

Analyzing HRIS Metrics on the Medical Expenditure Panel Study (MEPS), a Scientific research study of working-class healthcare costs and usage in the United States sponsored by the Agency for Healthcare Research and Quality (AHRQ), Department of Health and Human Services (DHHS) as well as with National Institutes of Health (NIH). Interface with all aspects of Human Resources, Compliance, Risk, support functions, and all HRIS Functions, reports, developing, implementing, and monitoring risk-based programs to identify, assess, and mitigate any operational risk that arises from inadequate or failed internal processes, people, systems, or external events while maintaining a balance between risk mitigation and operational efficiency. Working with complex business units, providing operational risk expertise & consultation for projects & initiatives with high risk. Designing & developing, testing strategies, methodologies & HRIS analyses. Evaluating the adequacy and effectiveness of policies, procedures, system processing, and internal controls. s, and designs, coordinates the development of training material deliveries and HCM encompasses employee productivity strategies, and security, and confidentiality requirements, based on recommendations from the CDC. Supporting the Sr. Leadership Team in designing/implementing HR strategies in support of org policies, and aligning with its Core Values. Aligning the organization’s HR practices, policies, and procedures with the strategic direction of the organization, and remaining informed in Diversity, Equity & Inclusion practices. Guides the leadership team, and directs the resolution of HR, compensation benchmarks, and KPIs. Advising managers on regulations, changes, and best practices in employment law, and talent management. Researching, developing, implementing, and managing competitive HR practices and policies, including compensation, benefits, retention, performance management, and employee incentive & reward programs.

Partnered with HR development to manage risks under the Risk Management framework and executed against various enterprise risk programs and corporate policies such as the Compliance and Operational Risk Policies, Lines of Business (LOBs) and build relationships. Implementing HCM policies and Validation and LOBs control teams as well as provided management expertise. Developed and implemented HR strategies aligned with business objectives, and compliance resulting in improved employee engagement and retention. Led the talent acquisition process, attracting top-tier talent through innovative recruitment strategies & ensuring a seamless onboarding experience, proactively addressing workforce planning challenges.Implemented performance management programs, including goal-setting, regular feedback, and professional development plans, led to increased employee productivity improved retention, and provided strategic decision-making.Oversaw the design and execution of training and development initiatives, addressing skill gaps and fostering continuous learning. Managed employee relations, conflict resolution, and compliance with labor laws mitigating potential legal risks for the organization. Spearheaded diversity and inclusion initiatives, resulting in a more inclusive and diverse workforce. Conducted baseline interviews with individuals interested in investments by representing the mission, brand & goals internally/externally using ATS - Customized, iCIMS, My Workday, SAP Success factors & Kronos. Practiced and implemented applicable labor laws & regulations e.g., ERISA, DOL, IRS, HIPAA, COBRA, FMLA, PFL, ADA, ACA Healthcare Reform, Section 125, and 401(k).

Adhered to all the project’s strict guidelines & protocols set forth by the Government agencies (NIH/FDA). Ensured respondents were contacted in a timely fashion & kept the integrity/confidentiality of data without compromising the high-quality standards of scientific research study. Sought out, developed, and executed new/innovative sourcing strategies. Researched & analyzed statistical summaries & reports. Identified new HR needs, and alterations to existing programs. Developed policies & procedures in compliance with Fed, state/local employee benefits regulations. ● Prepared the Govt. and participant reports for evolving benefit law & recommended changes to programs & plans to minimize legal risk.Recruitment & onboarding, processed employee benefit transactions, and internal data audits. Worked collaboratively with finance & systems Mgmt. to set up offices at designated sites & performed recruitment tasks in the field. ● Evaluated, analyzed, designed & maintained the organization's (HRIS) and HCM System by ensuring data integrity, system tests, report writing, and analyzing data flows for process improvement opportunities ● Developed and Implemented HRIS upgrades, patches, BI, testing & enhancing Workday BPs to support ongoing biz processes. Filed form MD 715, No FEAR, & EEOC Form 462/Reports, compliance, RNO, and applicant flow data received from functional HR staff.Kept stakeholders apprised of research status by maintaining high-quality data reports, compensation benchmarks & KPIs.Communicated with candidates from different backgrounds, walks of life & socioeconomic groups, including individuals with mental illness/disabilities in compliance with ADA labor laws, and DEI Compliance (State/Federal). ● Recommended training to improve business operations & minimize retention and liability, e.g. harassment & discrimination prevention, resolved internal complaints, performance appraisal training/development of employee handbooks and policies.

Primary leadership role in the recruitment of diverse positions & Consulted with HRBP to understand business priorities and identify staffing needs.HR developments, product services/presentations, talent acquisition & Benefits administration. Developed & administered (HRIS/HCM systems).Focused on exceeding goals in the area of employee relations, and performance mgmt. onboarding, policy implementation, recruitment, affirmative action plan, EEO & employment laws compliance.Managed full-cycle recruitment process, background check, hiring & orientation, assisted with staffing & annual reviews, office manual, designed HR biz solutions & replenishment.Screened candidates, selected through ATS, evaluated employment factors, conducted thorough interviews, and consulted with other depts managers to devise unique recruiting strategies that attract high-caliber quality candidates & build strong networks, possessed outstanding negotiating & team-building skills Used ATS: Taleo, iCIMS, Ceridian-Dayforce and ADP WFN.Drafted offer letters, facilitated the negotiation process, streamlined employee onboarding, managed the exit interview process, and kept senior management up-to-date on exit feedback reports.Implemented recruitment analytics. measurement tools. Ensured all vetting, security clearance, I-9 Protocols/Verification, W4, and background check standards are adhered to.Placed ads on job boards (Monster, Indeed, CL, Glassdoor, CareerBuilder, and LinkedIn, etc.).Proactively Reviewing, testing & implementing HRMS upgrades or patches & flaws, and recommending solutions.Conducted Payroll/Benefits analysis and the year-end merit process. Developed/updated biz process documentation, and training material to keep current with module changes, issues resolution, Sourcing, building & leading top strategies to improve retention.Compliance with State/Fed laws & regulations: ERISA, DOL, IRS, HIPAA, COBRA, FMLA, PFL, ADA, ACA, Section 125, retirement benefits, and 401(k).

Provided leverage, operational & HR support to the ‘C’ Level Staff in all Talent Acquisition strategies and implementation, played an important & strategic role, and served as an effective thought partner. Organized events & open house; HCM reporting & Analysis, ● Focuses on trends in headcount, diversity turnover (DEI)/retention, mobility, and talent mgmt./ recruitment, competitive landscape & career progression, communication, collaboration & networking employees. HR Mgmt. with colleagues, wrote offer letters & memos, proposal writing, proofread documents, handled discrete compliance-related tasks, and assisted with day-to-day business activity & operations in an extremely organized fashion. ● Recruitment, onboarding, Employee relationships/performances, employment laws, compliance with state/federal FLSA, FMLA, PFL, COBRA, EEO, DEI, benefits & compensation. Used ATS (applicant tracking system) Ceredian-Dayforce, iCIMS, bullhorn & ADP WFN to screen candidates and executed full lifecycle recruitment process, HRMS/HRIS recruiting systems & talent acquisition strategy. Analyzed all weekly & monthly reports, and tracked Employee relations reports & feedback. Assisted in the development of talent acquisition programs, and statistical reports managed & tracked budget (backup). Maintained spreadsheets, and developed administrative procedural processes to reduce redundancy.Improve accuracy & efficiency to achieve organizational financial objectives, and ability to interpret HR policies & procedures.