Oversees HRIS implementations, integrations, administration, and maintenance, ensuring data integrity and streamlined processes. Collaborates with People Services, IT, users, and vendors on HR-related technology initiatives and reporting, data management, process improvement, reporting analytics, user support and training, continuous improvement, vendor management, and project management.• Assist in the development and/or expansion of current systems, and implementations of new systems including integration and data communications/feeds with existing systems.• Configure and customize the HRIS to meet the specific requirements of the company.• Ensure the proper integration of the HRIS with other relevant systems, such as payroll and timekeeping, etc. • Troubleshoot technical issues, collaborate with IT support when necessary, and offer solutions to enhance user experience.• Recommend process/customer service improvements, innovative solutions, policy changes and/or major variations from established policy that must be approved by appropriate leadership prior to implementation. Serve as a key liaison with third parties and other stakeholders.• Maintain and expand report library including the creation of new reports and modifications of current ones as requested.• Assist and coordinate with the People Infrastructure team in managing multiple, parallel projects using formalized and clear project planning techniques.• Oversee data integrity, accuracy, and security within the HRIS; monitor data quality and conduct regular audits to identify and correct inconsistencies.• Use data analytics to provide insights into workforce trends, forecasting, turnover rates, performance metrics, and other relevant HR metrics.• Prepare benchmarking submissions, compensation surveys and analysis, and governmental surveys/reports. • Lead or participate in HRIS-related projects, ensuring timely completion and successful outcomes.

• Responsible for supporting the HR team on system administration, business requirement gathering, system configuration design and modification, report development, integration management, and data management within the HRIS platform of Workday.• Serves as a technical point-of-contact and assists subject matter experts with data integrity, system changes, reporting and testing. • Administer and maintain the HRIS system, including setting up security, system access profiles, and validation tables.• Work with the HR subject matter experts to develop, modify and administer process workflows and approval processes within the system.• Responsible for HRIS communications and tools for employees, managers and practitioners. Define and support HR analytics to support business objectives.• Manage HRIS projects and vendors such as benefits open enrollment, merit process, performance management and other miscellaneous projects.• Provide support for HRIS including, but not limited to, work with Managers to research and resolve HRIS problems and perform scheduled activities and tasks.• Consultant to answer technical questions related to design, workflow processes and system configuration.• Troubleshoot and resolve open issues by working with employees, managers, and practitioners.• Manage HRIS communications and may support other HR related communications as needed. • Support benefits administration, compensation, recognition and billing as needed, project management, vendor management responsibilities and will work with cross functional departments.

My duties as the Human Resources Business Partner is to serve as a strategic business partner to several business groups by providing HR support contributing to the achievement of strategic and tactical goals and objectives. Acts as the primary HR contact for assigned business units in the areas of recruitment, employee relations, benefits, compensation, performance management and training. In addition works closely with business units and management teams, providing strategic HR consultation to optimize people, structure, process and culture, with the goal of achieving business results. • Develops and maintains a thorough understanding of the organization's current needs and future direction in order to ensure business decisions take into account the people implications (culture, employee retention, employee development, etc.) and minimize company exposure. • Participates in strategic meetings with management and employees to gain and offer HR insight on business and operational challenges.• Partners with managers and/or HR Talent Mgt. to ensure staffing needs are met including recruitment strategy, interviews and making recommendations throughout the recruitment process. Continues support throughout the onboarding process and employee orientation.• Work with divisional management to develop & implement succession plan and internal movement & development plan for their staff members • Work with divisional management to identify issues, analyze data and develop and implement effective plans for resolution. Data include exit interviews, performance counseling, employee satisfaction surveys, employee turnover, etc.• Take leadership role in working with divisional management as HR & business consultant in the areas of performance management, employee relations matters, employee engagement, compensation planning, organizations training & development needs & implementation of HR related programs.

• Recruits candidates for all Econolite Group Inc. positions by partnering with managers to develop the recruitment strategy and timeline• Able to effectively source candidates utilizing online job boards, networking, social networking, headhunting, industry associations, referrals and other creative strategies, places ads; pre-screening prospective applicants; Interviews and evaluates candidates for department requirements• Reviews staffing practices for compliance with company policies, relevant laws and regulations• Partners and consults with VP, HR and other managers to support business objectives utilizing various techniques to support organizational goals and techniques to drive continuous improvement; maintain and administer a compensation program to ensure alignment with company objectives• Provides best practice human resource counsel and interventions as required. Conduct workplace investigations. Also provides advice, counsel, and recommendations to managers and employees as to the application of policies and procedures• Conducts workplace investigations to facilitate and advise as to appropriate remedial actions. Ensures that applicable employment law is known and observed while providing coaching to management as to make departmental improvements• Responsible for the administration of the Affirmative Action Plan, Emergency Response Team committee, and the continuous development and updating of the Company Employee Handbook• Provides support to managers with succession planning• Actively participates and /or leads cross-functional process improvement teams

•Training - develop, organize and facilitate annual continuing education with the national learning coordinator •Competitive research - local compensation programs at the lateral and college hire level •Manpower planning - participate in the annual budgeting/manpower process, attend scheduling meeting, strategize with Firm Partners•Experienced recruiting - sourcing, hiring, and retaining experienced accounting professionals using OpenHire - Applicant Tracking System•Campus recruiting - coordinating and attending campus recruiting events, hiring entry level accounting students and interns •Administrative recruiting •New employee assimilation - on-boarding, new hire orientation, personnel file development, training scheduling •Employee exit process - exit paperwork, exit interview, alumni contact •Developing internal communications and reports on local HR efforts, document retention utilizing GFR (GoFileRoom)•Assisting on the execution of national HR efforts, as needed •Providing vision and direction to improve HR processes •Employee relations - employee counseling, coaching, facilitating and performance management

As directed, facilitates campus employment, recruitment, placement and transfer programs in compliance with departmental policies and federal and state regulations for exempt and non-exempt positions.As directed, assists in maintaining advertising budgets, selects agencies, media and approaches to employment advertising such as internet web-postings, direct mail, job fairs and maintains accurate records, reports and files.Maintains assigned campus position control system with supervisor/manager through approved staffing requisition; reviews for appropriate content/information prior to initiating job search according to departmental approved budgets. Initiates background checks, references, certification and licensure, education, and other appropriate qualifying data established for the position.Prescreens all potential applicants and forwards appropriate applicants to interviewing manager. May evaluate capabilities of candidates, review starting salaries according to compensation guidelines with supervisor/manager and make job offers on behalf of the supervisor/manager. Functions as the liaison between hiring manager and applicants, and provides support by identifying the right applicant through on campus interviews and relays interview information to the hiring manager for the right hire.Functions as a backup for Human Resources Coordinator such as assisting with collection of employment documents, file development/maintenance and ensures completeness, accuracy and timely submission/entry into HRIS system.Prepares and maintains departmental reports as assigned. (i.e., activity report, position control report, etc.)Understands customer needs, demonstrating courtesy, diplomacy and tact in interactions with internal and external customers.

•Manage employee relations as the first-level HR Generalist for the Southern California District•Administer benefit programs, facilitate the annual performance appraisal process, and responsible for all HRIS functional system maintenance within PeopleSoft 9.0 (Conduct all status changes for new hires, separations, annual merits, and other staff changes)•Administer employee’s requests for FMLA and other qualified Leave of Absence and coordinated all necessary documentation to ensure that time was properly accounted for and benefit premiums were collected •Sourced potential hires for difficult positions to fill, pre-screened employment applicants and scheduled interviews, maintained personnel files and benefit files confidentially•Facilitated the pre-employment process and New Hire Orientation for all district hires in multiple business locations•Generate PeopleSoft Reports and Queries to assist in various compliance pieces. Used PeopleSoft to assist with weekly and semi-monthly payroll cycles •Administered the district Safety Program and tracked incidents, facilitated in return-to-work programs, and maintained safety reporting for annual OSHA 300 reporting requirements•Identified key internal candidates and positions of importance in order to conduct annual district succession planning •Created and facilitated district-wide training programs that included topics such as Company Conduct Policy, Sexual Harassment Avoidance, Workplace Violence Avoidance, and other specialized work group training•Administered the district’s Wellness Program, including coordinating data collection events (biometrics) and quarterly weight loss challenges. Educated employees on incentive strategies to help reduce individual and company health costs•Territory champion for annual companywide Employee Engagement Survey•Participated in internal Sarbanes-Oxley audits (SOX) to ensure internal compliance with SOX control and segregation of duties standards

• Assisting HR Analysts with processing Leave Of Absence paperwork• Entering medical information into the Return-to-Work Database Tracking System• Scheduling appointments for employees to return-to-work• Conducting orientation to employees entering the Light Duty Program• Compiling and analyzing data to generate reports using Excel worksheets• Assisting employees with questions regarding their leave-of-absence status• Communicating with Division managers to verify employees disability• Assisting with the Compensation and HRIS department• Data entry in Microsoft Access• Create databases using Microsoft Access