Oversees the HR function for a rapidly growing multi-state, multi-site organization.Plan and executes HR functions strategically, such as M&A, compensation and benefits, performance management, training and development, payroll, occupational safety, employee communications, employee experience and employee relations.Employment Law Compliance/Multi-State Complexity:* Partner with outside legal counsel on employment cases.* Manage HR compliance and regulations across multiple jurisdictions (25+ states).* Manage LOA processes across multiple jurisdictions (25+ states).* Ensure consistent application of HR policies and procedures in different states.* Coordinate with legal counsel to address multi-state employment law issues.* Stay up-to-date on state-specific employment laws and regulations.* Revise employee handbook and state related policies.* Maintain proper documentation on HR related issues and employee records.HRIS System Management:* Oversee the maintenance of the HRIS system, proficient in ADP.* Ensure data accuracy and integrity within the system.* Utilize HRIS data to generate reports and analyze HR metrics.Payroll & Benefit Administration * Supervises payroll. Workforce includes 1400 team members in 26 different states and a variety of employment classification.* Supervises benefits administration, develops and maintains strong relationships with brokers and carriers; manages annual open enrollment process and ACA compliance requirements/reporting.* Oversee the 401k retirement plan.* Conducts 401k audit and annual 5500 filing.

Entered during rapid expansion and changes as the first ever HR Manager; lacking in organizational effectiveness, with no established HR practices. Built HR department from the ground up to implement HR standards and compliance, revamped policies and procedures, job descriptions and introduced a HRIS and performance management system.

Performed and administered the day-to-day task for the company’s Compensation programs, worked with HR and Department Leadership across the United States and Internationally. Researched job requirements and evaluated job positions to ensure the company is competitive in the areas of salaries and employee benefits.•In conjunction with the Director of Compensation, conducted analysis and proposed the appropriate pricing of new and existing roles, reviewed compensation policies to ensure internal equity and competitive balance.•Administered the annual pay for performance bonus plan for all non-management team members. • Maintained and utilized the company’s grading and salary structures to make recommendations. • Conducted and provided analysis around compensation issues such as internal pay equity, salary grading, bonus plans for exempt and non-exempt employees.• Prepared and maintained job descriptions for each position in the organization; ensured descriptions accurately reflected the work being performed by incumbents.•Maintained and created Organizational charts by department, region, property company wide. •Managed and responded to the day-to-day compensation request. •Performed ad hoc analysis to support special projects, salary offers, promotions, and job grading.•Advised management on applicable state and federal employment regulations, benefits and compensation policies, human resource procedures, and collective agreements.•Assessed jobs and their respective duties to determine classification as exempt or nonexempt and appropriate grade.• Bench marked jobs against survey data and other market intelligence to determine competitive compensation ranges for each position.• Maintained and updated job classifications and salary scales.• Gathered data from market-based compensation surveys; used spreadsheet and data analysis techniques to assess results and market trends.

Assisting/creating a work environment where employees are fully involved and passionate through employee recognition programs, events, health and wellness and community involvement.

Supervise- Ensure that all store managers were managing their operations efficiently and effectively. Recruiting/Hiring- Responsible for hiring the right personnel for line level and manager positions. Training- Motivating, training, and coaching managers and also making sure that the managers provide proper training and coaching to their associates. Budgeting- Maintain sales, expenses, and budgets for 6 stores. Marketing/Advertising- Generate sales and revenue.