Report to the Chief People Officer, direct and manage Total Rewards; 7 states, 23 offices; ~450 employees. Direct the Total Rewards Team, including the Benefits & Leave Manager.• Plan, design, implement and administer a comprehensive rewards strategy, and programs including work/life balance programs that incentivize our high-performing employees.• Identify market trends and develop total rewards strategic plans• Work with our best-in-class benefits broker to create compelling benefits and wellness plans that increase employee engagement, health, and retention• Evaluate, redesign, and administer health and welfare, retirement and leave benefit programs to increase effectiveness and impact of programs, while ensuring coordination and understanding of programs. • Strategically assesses the effectiveness of current programs in achieving organizational objectives; identifies best practices and benchmarks; and develops recommendations for modifications to align to HR strategy and business goals.• Effectively plan and direct the implementation and administration of all benefit plans including annual open enrollment efforts.• Partner with the Recruitment Team and leadership on appropriate total reward packages to recruit and retain talent.• Evaluate the compensation landscape to understand and learn from best practices through benchmarking and industry research and employment trends, track legislation and make recommendations.• Support all compensation planning processes in collaboration with the entire People Department.• Supports the development and integration of new and/or existing rewards programs, policies and procedures to ensure that programs are market competitive, internally equitable, and cost effective.• Determine and implement metrics that assess and monitor the effectiveness of ongoing Total Rewards programs and new initiatives.• Maintain confidentiality of work-related issues, records and company information.

• Manager of the Business Operations Group (Human Resources and Administration)• Administer and manage: comprehensive full cycle recruiting strategies to maximize applicant flow from available sources/talent networks (i.e., college recruiting, rotational programs, experienced staffing using direct sourcing from competitors, etc.).• Administer and manage the Affirmative Action Plan and reporting. Provide advice to the Board and Hiring Managers on hiring goals/practices, and as a government contractor, manage associated compliance obligations. • Administer and manage all employee relation issues by working closely with Executives, Division Managers, Group Managers and Team. Facilitate conflict resolution, problem-solving and innovative approaches appropriate to business needs. • Administer and manage all aspects of the Benefit Programs (i.e. administration, employee issues, open enrollment, new hire and termination benefits)• Administer and manage all aspects of leave programs (FMLA, OFLA)• Provide coaching/training supporting Executive Management, Division Managers, Group Managers, and Team Leads efforts to achieve ongoing development of the workforce and its leadership to meet current and future business demands. • Develop/evolve HR infrastructure, practices and processes consistent with lean principles, prevailing employment regulations, and progressive "state of the art" employment practices.• Collaborate with Executive Management and DFO to develop/manage compensation and benefit programs.• Update and manage the Firm’s compensation, salary and bonus programs, and monitor compliance with wage and hour regulations.• Manage on-going development of the salary and position classification structure: secure/analyze comparative data from periodic salary and wage surveys; monitor internal equity across Divisions/Teams and guide hiring and promotional decisions involving compensation and placement in ranges.

• Administrate and manage all aspects of the Benefit Programs (i.e. administration, billing, employee issues, open enrollment)• Administrate and manage all aspects of leave programs (FMLA, OFLA, Workers’ Comp)• Manage all aspects of the recruitment process (i.e. job announcements, phone screens, sourcing, interviews) and work with management in identifying their staffing needs• Manage & utilize systems such as HRProfile, ReportSmith, ADP, MS Excel, MS Word, MS PowerPoint to provide detailed information• Advise managers/employees on: principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.• Serve as liaison in compensation, performance management, employee records, workers compensation, unemployment benefits and information systems• Part of the management team that sits at the table during labor relations/negotiations• Respond to sensitive and confidential issues and concerns raised by all levels of employees and managers in a confidential, timely, and objective manner• Collaborate with various HR functions to ensure compliance with company policies, state and federal employment law• Respond to requests from the HR Director and Management Council to ensure HR needs are met• Provide timely metrics, as well as, be involved in the analysis of metrics for monthly headcount, diversity, compliance, budgeting and other essential internal and external reporting requirements• Establish effective communication channels internally and externally• Administrate all company policies and procedures and identify, design, and implement changes• Advise upper management on compliance with the union contract • Resolve employee benefits concerns and disputes, serving as liaison between the employee or dependent and the plan insurer• Identify methods to improve current HR processes• Back-up for Payroll, electronic time keeping system

• Benefits Administration and Management: Day-to-day benefit administration including orientations, enrollments, terminations and resolution of employee benefit issues• FMLA/OFLA Administration and Management: Administer FMLA/OFLA in accordance with legal guidelines. Maintain HR intranet site • Employee on/off boarding: Coordinates New Employee Orientation. Present and process all new hire paperwork• Administered employee separations/exit interviews• COBRA Administration: Administered and managed COBRA for former employees in accordance with legal guidelines• Created, updated/maintained employee files• Employee relations: Supported new employee orientation and on-going employee activities, supported work/life balance programs, and conferred with employees and management on performance and employee relations issues. Provided counsel to employees regarding HR issues and general questions• HR Programs: Established and administered HR programs including brown bag lunches, employee recognition programs, annual Anti-Harassment training, Education Assistance Program, company sponsored functions, etc• Employee Events: Coordinated and participated in employee event committees• HRIS: Maintained and administered data and ran metrics reporting• Compensation: Day to day administration of established company compensation policies. Lended support in managing annual performance review process• Recruitment for Client Services Representative: Full-cycle recruitment for the client services group

• Worked closely with Hiring Managers to determine staffing needs• Worked on multiple positions at one time• Searched/Sourced new candidates for open positions• Phone screened candidates to determine initial qualifications for the job• Tested and conducted face-to-face interviews with candidates using behavioral-based questions• Performed reference and background checks as appropriate• Offered jobs to qualified candidates• Worked with candidates on filling out New Hire Paperwork• Conducted New Employee Orientation Training, Workplace Harassment, Diversity, Management Training, and other HR Related training classes to all business lines• Back-up for HR Generalists (i.e. answer employee relation questions, leave questions, and work with employees/managers in all business lines

•Oversaw/ran 44 Development Network Chapters located throughout US Bank's geographic region (each chapter consists of approximately 10 board members and provides Personal & Professional Development to employee base).•Recruit and retain board members for all 44 Chapters. •Manage and maintain a budget of over $1M for the 44 chapters. •Plan, develop, and implement various events throughout the company. (From start to finish).•Assist chapters in marketing and promoting their upcoming events •Create, revise, and maintain our New Employee Orientation Program working with concepts of Adult Learning and keeping the data current.•Facilitate Diversity Awareness program to employee base.•Develop and analyze with the Technology group new ways to implement the processes of the Development Network to be more streamlined and efficient.•Created our online training system, with the HR Technology group, for employees to register for HR Training Sessions through our PeopleSoft System.

•Maintained HR Training Calendar for Portland market.•Worked with employees on employee relation issues and FMLA occurrences.•Addressed payroll with employee concerns about their pay or when leaving the Organization.•Facilitated the New Employee Orientation program.•Supported 10 HR Generalists in areas of administration and technology.•Worked with HR Generalists in recruiting new employees in the various business lines.