• Collaborates with senior leadership to understand the organizations goals and strategy related to staffing, recruiting, and retention.• Oversees company Human Resources, Strategic Benefit Planning, Safety, Payroll, and Workman’s Comp functions. • Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organizations human resource compliance and strategy needs.• Administers and oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.• Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.• Conducts research and analysis of organizational trends including review of reports and metrics from the organizations human resource information system (HRIS) or talent management system.• Monitors and ensures the organizations compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.

• Administers human resources and benefits services for client companies; assists in development and implementation of personnel policies and procedures; prepares and maintains employee handbook and policies and procedures manual; orientation or onboarding processes; job analyses and job descriptions; compensation and benefit reviews, trainings to achieve compliance with federal, state, and local laws.• Advises management to ensure company compliance with all federal, state and local laws related to employee benefits, compensation, employment and training.• Investigates and facilitates the resolution of ongoing employee relations problems or disciplinary situations, to anticipate problems whenever possible, and develop, recommend, and initiate appropriate steps for resolution.• Consults with management on performance, organizational, and leadership matters. • Consults with clients to develop human resources philosophies: benefits and compensation, recruitment and selection, performance management, employee development, recognition and rewards, leadership development, succession planning and management.• Conducts needs assessment, recommends resources or facilitates training sessions related to client needs, e.g. benefits education, change management, communication, diversity, supervisory skills, individual styles, leadership, customer service, etc. May develop learning activities, audio-visual materials, instructor guides, and lesson plans. Designs and reviews evaluations of training courses, objectives, and accomplishments. Makes assessments of effectiveness of training in terms of employee accomplishments and performance.

• Managed corporate and branch office recruitment efforts by the Human Resources Recruiter, including designing ads/postings, posting positions, screening applicants, and facilitating the interview process. • Handled all investigative and resolution processes for employee relations problems for both temporary healthcare professionals and corporate employees up to and including subpoenas and Licensure/Certification Board reporting.• Advised management on progressive discipline and termination procedures and practices for field employees.• Served as chair for the Risk Oversight Committee and organizes and facilitates committee meetings.• Facilitated other HR services, including but not limited including to, promotions, transfers, contract management, affirmative action/EEO compliance, grievances, job classification, performance evaluation, department goal setting, and employee relations. • Identified regulatory trends that could impact organizational objectives and/or operational resources and interpreted appropriate laws and policies and advised management, employees, and retirees accordingly. • In the absence of the HR Director, I made an appropriate and fair judgment on issues that may arise with the support and final decision of senior management.• In the absence of the HR Director, I maintained the supervision and operations of the Human Resources Department.

• Provided first contact point for anyone who walks into the office• Reviewed P&L statements on a daily and monthly basis• Handled accounts receivable on late storage payment due• Managed a staff of 5 per shift and a team of 10 overall• Responsible for opening and closing of the building • Cleaned, inspected, dispatched, and received rental equipment• Maintained a balance operating fund set by marketing company president• Managed daily operations to maximize sales• Provided training for new staff members• Conducted inventory management to control accuracy