Works directly with management regarding change initiatives, performance decisions/actions, talent management and development, retention and engagement, employee communication, diversity and various other HR programs in support of achieving business goals.• Business units supported include: Operations, Product & Tech, Distribution, & Sales. • Acts as the Strategic Alignment Partner for all Employee Resource Groups to ensure initiatives align with overall business DE&I goals. • Work alongside Chief Diversity Officer to analyze DE&I data and provide recommendations for talent programs, education opportunities, marketing, and business alignment. • Provides proactive input into HR plan for assigned business(s) and highlights issues that require strategic action; aligns HR plans across assigned group(s) and drives/communicates plans appropriately.• Conducts labor market/organization/talent analysis (e.g. organization upgrade metrics, turnover, performance ratings, exit interviews, etc). Translates data into meaningful recommendations for improving productivity, performance, and profitability within assigned organization units. • Deploys HR policies/systems/programs/practices across assigned business(s); delivers growth/profit-impacting practices that achieve business results.• Serves as Change Management consultant/agent in assigned organization unit(s), planning and deploying effective change management strategies, communications and training in support of major organization change/transformation initiatives. Provides feedback to change initiatives (monitors effectiveness of changes).

Coaches and consults with Directors and Managers to find the most appropriate solutions to meet business needs. Responsible for effective deployment of HR programs/policies/practices and serve as an employee advocate. Focues on establishing partnerships with assigned departments to support delivery and execution of HR processes including but not limited to employee relations, employee retention & engagement, talent management & development, cultural programs, reporting, company-wide initiatives and more.• Assists managers in finding appropriate HR solutions to meet their needs; provides personal development coaching where needed.•Deploys HR policies/systems/programs/practices across assigned business(s); delivers growth/profit-impacting practices that achieve business results.•Serves as initial contact for low to mid-level employee relations issues; resolves employee relations issues; mediates employee grievances; escalates when appropriate; provides guidance to managers in dealing with employee relations issues; serves as initial contact with Legal Counsel regarding employee separation/legal issues.•Investigates employee complaints and assist in resolving conflicts.•Administers various HR programs including new hire orientations, employee recognition programs, culture activities, service awards, referral programs, community support, compliance training, performance appraisal process, etc.•Co-leads the Spirit Committee and assists with the planning and execution of spirit events and communications.•Point of contact for office space planning and facilities related needs in conjunction with the corporate facilities team.•Recommends new approaches, policies and procedures to continuously improve in efficiencies of the department and services we perform.•Demonstrated ability to handle multiple HR initiatives in conjunction with Generalist responsibilities.•Ability to “connect the dots” and collaborate with coworkers to achieve desired results.

Responsible for coordinating and providing direction on all aspects of human resources for all U.S. locations including recruitment, retention, benefits, workers’ compensation, and training programs. -Conducts sourcing/recruitment effort for all personnel at the Sanford location; conducts new employee orientations for Sanford employees; writes and places advertisements.-Created and implemented company Welcome/On-boarding system. -Monitors performance evaluation system..-Administers worker’s compensation claims; coordinates return-to-work initiatives. Ensures that the workers’ compensation program is managed in accordance with applicable OSHA and workers’ compensation laws.-Assists in employee relations issues, employee questions and complaints, harassment allegations and civil rights complaints.-Administers the Customs Badge Process; provides quarterly reports to customs; administers badge renewals for employees.-Interprets and administers leave programs and policies in accordance with the applicable federal and state employment laws - Conducts exit interviews and analyzes data to make recommendations to management team for corrective action and continuous improvement.

-Worked on high visibility and large volume "decision day" interviews; scheduling interviews for 80+ candidates at a time.-Processed background checks and offer letters for over 1000 new hires.-Tracked candidate information and maintaining up-to-date candidate status information - Sent candidate correspondence and follow-up, including offer paperwork, new hire information, and onboarding information - Ensured confidentiality with all sensitive matters - Performed administrative activities to maintain compliance including applicant files, interview scheduling, and intake/feedback sessions.- Assisted Recruiters and Hiring Managers with all aspects of the interview process

Researched complex benefit issues and formulates resolutions/recommendations by applying plan provisions and best practices. Provided resolution in accordance with due dates and documents processes.Conducted system edit clean up including researching and determining reasons for errors and resolving errors which may include working directly with client or third party vendor to obtain correct data/information.Manually performs benefit processes and complex calculations that are not automated, requiring plan knowledge, analysis, and interpretation. Identified and recommended a methodology for completing calculations by referencing guidelines and best practices and validates recommendation with BOM or BSM for final approval.Performed file processing for third party administratorsFacilitated and advised offshore personnel with daily tasks needed to complete system operations