HRBP and point of contact for Global Project Engineering (GPE) leaders and their associates in North America. Partners with functional HR business partners, enables the business by developing a talent plan and helping to guide critical talent decisions including workforce planning, succession planning, talent development and performance management to support Dematic’s growth plans.Supports the planning and strategy for key business groups in the areas of recruitment, talent management and organizational development.Navigates the business and talent priorities by driving business results through systemic organizational and talent programs that are aligned to the business strategy.Point of contact for metrics and data that enable business leaders to identify trends and recommend solutions to improve performance, retention, and employee engagement.Supports the development of a strategy to recruit and retain diverse, world-class talent that will allow Dematic a competitive advantage over competition.Partners with the communications team on delivery of important employee facing communication initiatives.Builds leadership and management capability to facilitate an open and inclusive environment that increases team member engagement.Drives HR projects and implement or improve existing processes to support the organization’s strategy.Leads complex employee relations matters, ensuring compliance with all applicable employment laws and regulations.

Drive HR strategy and alignment of policies with organizational vision and goals. Guide rollout of changemanagement initiatives and adapt changes to the needs of each division, location, and team. Generateconsensus and buy-in among staff for changes by leveraging empathetic and active listening. Shape program goals based on qualitative and quantitative analysis, identification of patterns, and awareness of market landscape. Review pending and incoming legislation to determine implications for HR and company as a whole. Optimize hiring practices to improve inclusivity and morale. Train staff in new processes, as well as provide review training on best practices. Serve as HR Subject Matter Expert (SME), communicating across the business with stakeholders to ensure effective engagement with HR division. Manage partnerships with external vendors. Audit bonuses and merit pay, as well as analyze performance reviews to coach managers on providing effective and useful feedback.Spearheaded rollout of New Leader Assimilation program, improving relationships between managersand their new teams within first 90-120 days of transition to new roles.Revitalized talent acquisition and staffing processes to improve retention by 5% and reduce turnovercosts by 30%, which also resulted in improved alignment between employee and company values.Transitioned team and operations during COVID-19 pandemic while working both remote and onsiteduring rotational HR shifts to build communications policies with virtual staff.Define role of Human Resources department as vital partner in shaping organizational vision andcompany success.

Advises supervisors and junior-to-mid-level management on key personnel decisions such as hiring, firing, and performance management.Understands and executes the established compensation programs and practices related to APFs, Offer Letters, and Merit. Is able to advise Management on the discipline of established compensation practices at RNDC.Leads the local market/state CSR events including a primary role in the organization and management of events related to the annual CSR Calendar.Serves as a frontline liaison and first point of contact with all Associates on matters related to human capital practices and/or employment issues.Interfaces on a regular basis with HR vendors and manages/administers related practices or services (i.e., Concentra, ADP). Is highly visible in the relationship, management and execution of recruitment events at Colleges, Universities, and Military Installations.Assists with and/or may be accountable for the implementation of established, new or revised human capital practices, policies, and programs including HR technology solutions and platforms.Responsible for the execution of the New Hire Orientation Program and related processes.Facilitates market/state Associate Roundtables. Involved with the Town Hall events. Ensures Associate Engagement Action Plans are executed.Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).Is familiar with federal and state employment law and ensures compliance. Coaches Associates, Supervisors, and Mid-Level Managers and acts as intermediary to resolve issues.Works closely with the senior HR Leader and functional leader on the investigation content to arrive at a conclusion and final resolution.

Collaborates with management on employee relations issues including but not limited to PIP administration, job description development, management coaching, and HR/Payroll related paperworkSupports designated geographic regions on all HR related matters while exercising and demonstrating sound judgement and professionalismParticipates in the performance and talent management process ensuring alignment with the company’s overall talent management objectivesChampions HR initiatives for assigned region(s)Advises on HR laws and internal policies for compliance, consistency and efficiencyUnderstands and adapt to constantly changing state and federal employment lawsProvides outstanding customer service and HR support to all employees to achieve compliance with all HR policies and proceduresUnderstands business objectives in the assigned region and align with HRInvestigates sensitive complaints/allegations and work with managers to address areas of concern and recommend course of actionActively protects confidential informationBuilds trust among employees, management and colleaguesParticipate in the gathering and analysis of data to generate HR metrics that can be used to identify trends and develop solutions, programs and policiesAnalyze situations that may pose a risk to the company and recommend resolutions that are compliant with state and federal law as well as internal policiesProactively and creatively come up with ideas on HR best practices to share with teamMake recommendations for process improvement as neededUnderstands and enforces company safety rules to create and maintain a safe work environment

Utilize ADP Workforce Now to enter and update employees in the system daily.Enroll and monitor employee benefits and updating ACA status eligibility in ADP.Manage documentation and metrics of interview sessions, new hires, and training plan for HR Tracking system.Drive adoption of the recruiting process with business partners and management team.Responsible for preparing correspondence, spreadsheets, and a variety of standard and specialized reports, researching and analyzing information, conducting and completing surveys.Maintains effective working relationships with other departments, internal and external agencies.Monitors disciplinary actions to ensure consistency. Investigates and responds to disciplinary Ensures employees and management team members are trained on new policies and procedures as needed.Prepares training manuals and job aides for employees and managers. Plans training courses and sessions while managing the assigned training budget.Makes recommendations for changes to existing policies to ensure compliance with new or proposed regulations.Create and maintain Employee files, while keeping all employee information confidential.

HR Coordinator responsible for providing support of over 900 employees across five locations in Texas.Direct performance management, from review process to employee relation resolutions, while ensuring that compensation is within compliance of company policies and equitable.Lead hiring managers in the recruiting process (approx. 250+ requisitions per year). Manage candidate process from offer to hire, including all drug and background screens. Responsible for assessing candidates in according with RNDC defined practices. Ensure compliance in the areas of EEO, OFCCP (AAP), ADAAAA, Employment Eligibility, DOL, etc.Responsible for leave management.Identify top talent with management for succession planning, and prepare for annual presentations of selected talent to top leaders.Conduct new hire orientations for all new associates and maintain the appropriate files and onboarding processes.Extract data from various RNDC HR systems to report on required metrics monthly.Answer various calls from vendors, associates, applicants, and family members of associates relating to all HR functions. Provide appropriate information, or direct the caller to the correct source.Perform biannual MVR audits on associates. Ensure proper upkeep of auto insurance documentation for affected associates.Handle incoming bills from vendors, and assign correct billing codes.Provide general assistance to all levels of staff (900+). Assists employees in making benefit/employment changes.

Rendered assistance to the vice president of National Accounts and vice president of Field Human Resource and Training.Directed the maintenance and regulation of highly confidential and sensitive information on a daily basis.Examined marketing operations and prepared reports ensuring the achievement of deadlines.Monitored and modified monthly human resource scorecard report highlighting the company’s tenures, turnovers, open job positions, and other related matters.Answered and screened phone calls, calls, messages, and refer callers; managed calendars and important contact information in keeping all essential records organized.Presided over off-site meetings for business presentations and conferences and prepared travel orders.Closely monitored and controlled the office supplies and paper costs, which reduced by 10%.

Created and submitted monthly reports through the use of Micro Strategy and ASW systems.Held responsible for workers compensation injuries and filing of reports and claims.Encoded and properly maintained driver payroll and driver pay corrections on a daily basis, ensuring 97% accuracy, as well as salesman commissions in ASW system.

Generated and modified programs being used by sales managers and their representatives.Designed new programs and techniques for new hire orientation, while constantly contacting potential candidates to conduct phone interviews for available career within the company.Generated department budget and expense logs by maintaining the delivery of reports ensuring that deadlines were met accordingly.Involved in multiple tasks, which included copying, filing, faxing, and answering incoming calls, and occasionally controlling company switchboard relieving clerk for lunches and breaks.