Administer plant-wide compensation program and organizational structure. Conduct job evaluations and ensures correct alignment of jobs in the organization.Conduct non-exempt wage analysis reviews and recommends changes to the wage structure. Benchmarking positions with compensation trends and analyzes organization within the market data.Ensures competitiveness of the non-exempt wage structure.

•Support organization’s issue-free strategy by actively interfacing with all levels of the organization.•Coordinate internal recruiting, annual performance reviews, and lead monthly associate roundtables.•Member of cross-functional team which planned family day activities attended by 12,000 people. •Manage invoice process for 200,000,000 CWF contract. Avoided unnecessary costs through verification process. •Acted as “lead” representative for three months for Section Manager of B-shift. •Developed training manual for on-boarding of new associate relations representatives.•Utilize SAP and Microsoft Windows applications to generate periodic reports. •Conduct investigations, develop database for onsite vendors, and provide training to new supervisors on policy and guidebook training.•Co-lead on Associate Feedback system.•Organize vendor meetings for on-site OHSA inspection and ensuring compliance of documentation.•Lead in TS-43 Preferred position strategy and implementation. •Utilize knowledge of state and federal laws.

•Responsible for faculty and staff recruiting, coordinating hiring processes, and background checks. •Coordinated advertising and related procurement purchases. •Maintained HR website for open positions, salary administration, reviewing salaries, and recommendations of pay for performance, bonuses and equity issues. •Interfaced with University of South Carolina on all compensation and organizational functions to ensure state equity with the South Carolina University system.•Developed and maintained organizational charts. •Developed and implemented Walk Upstate with a participation of fifty-percent of the campus•Provided training and motivational speaking on implementing Walk Initiatives for Spartanburg Herald, non-profit groups, Maine School of Medicine and First Lady Jenny Sanford’s healthy state newsletter.•Served as campus coordinator for United Way increasing campaign contributions by 50%.•Served as member of Wellness Committee and Staff Councils. •Appointed and served as university Chairperson of Intercollegiate Athletic Committee for two years advising the Chancellor, Board members and Athletic Department and University Administration on major decisions affecting the university. •Drafted, developed and implemented Policy and Procedures for the Athletic Committee to ensure consistency for Division I Athletics

•Responsible for purchases requisitions. •Coordinated department meetings, business travel, and expense reimbursements. •Responsible for administration of safety eye ware and shoe program for 4500 associates. •Responsible for time administration for Associates and interacted with payroll.•Responsible for business minutes for staff meetings.•Assisted in Investigations with AR Representatives.

•Served as university resource for all benefit and policies related matters. •Administered university sick/vacation policy and resolved faculty questions. •Administered 403(b) and 457(b) supplemental retirement annuities to maintain compliance with IRS guidelines. •On boarding of Resident Program for yearly placement WVU School of Medicine.•Supported recruiting processes including employment applications, advertising, references checks, salary calculations, and affirmative action documentation. •Conducted exit interviews and maintained database of responses to understand employee turnover. •Developed PowerPoint presentation in reviewing benefits packages to new employees. •Conducted weekly on boarding of WVU Faculty and Staff for Medical School.•Training and advising for TIAA-CREF 401(a) enrollment and diversification.•Team Captain for WVU Wellness Program and “Walk 100 miles in 100 Days” including promotion TV and print communication.

•Monitored computerized clerical testing to determine if prospective candidates satisfied minimum qualifications. •Scheduled interviews for qualified candidates, extended offers of employment, conducted background checks and documented affirmative action information. •Prepared weekly job descriptions after determining the duties and responsibilities for the position.