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Click here or scroll down to respond to this candidateCandidate's Name , PHRPHONE NUMBER AVAILABLE EMAIL AVAILABLE LinkedInPROFESSIONAL SUMMARYStrategic and highly motivated Senior Human Resources Professional with over 16 years of experience, including 10+ years specializing in Employee Relations, Talent Acquisition, Compensation and Benefits, Labor Law, Payroll, Adult Learning and Development, and Diversity and Inclusion. Passionate about healthcare, sustainability, technology, automation, and process improvement, with a proven track record of leveraging these interests to drive business results through strategic and influential partnerships with stakeholders.Experienced user of various HRIS, CRM, Analytics, Tracking and Ticketing, LMS, and scheduling systems: Microsoft Office, Google Apps. Workday, ADP, Greenhouse, Dayforce, Ceridian, UKG (formerly UltiPro), Jobvite, Taleo, Paycom, Hireology, WellSky, Ashby, GEM, Lotus Notes, Navex (EthicsPoint), Qualtrics, ServiceNow, Skillsoft, SharePoint, Monday, Lattice, Calendly, and Modern Hire.CORE COMPETENCIESWORK EXPERIENCESpring Strategic Business Solutions, LLC.Senior Human Resources Consultant and Fractional Leader Jan 2022 Present Lead multi-site talent acquisition and recruitment teams by setting KPIs, developing sourcing strategies, and leveraging AI/ML to create candidate pipelines that address immediate hiring needs and support hyper-growth, particularly for go-to-market roles. Influence mid-senior leaders of organizations with 50-1000+ hourly and salaried employees with employee goal setting, evaluations, talent management, handle union grievances, employee investigations, and complex employee relations cases. Collaboratively analyze trends and metrics for training and development needs and create curriculum to successfully meet current and future needs for full time and contingent workforce and succession planning and company growth while driving change management. Partner with benefits brokers, healthcare carriers and ATS/HRIS/HCM vendors, gathering UI, UX, security requirements, negotiating contract rates based on client budgets, and assist scheduling UAT, and implementation go- live date. Process payroll cycles and compensation plans for hourly, salaried, commission and bonus eligible employees, and retirees to ensure the timely filing of all taxes, audits, required reporting in compliance with internal and external controls and across multi-state and governmental laws. Develop and update HR policies, procedures, and employee handbooks to include ERISA, EHS, OSHA, BWC, immigration, ADAA, ACA, Title VII, Affirmative Action, FLSA, EEOC, COBRA, PTO, FMLA, and LOA programs aligned with federal, state, and municipal employment laws. Coach people leaders via training courses on HR best practice in compliance, hiring, change management, and averting attrition. Assist in improving or developing employee engagement by means of engagement surveys, ERGs, culture committees, and recognition programs to boost morale and avoid turnover. Direct community outreach efforts to establish partnerships with high schools and college/universities paving the way for networking, mentoring, and career training.Majestic Care ColumbusManager, Human Resources Nov 2023 Feb 2024 Consistently hired clinical and non-clinical staff at scale and produced high talent acquisition ROI and retention by methodically creating diverse sourcing, outreach plans, talent market conditions and creating unique methods to recruit via social media and AI to scale for immediate and future talent needs. Managed HR department budget and processed weekly payroll cycles for hourly, salaried, commission and bonus eligible employees ensure the timely filing of all taxes, audits, required reporting in compliance with internal and external controls and across multi-state and governmental laws. Conducted new hire orientation for all clinical and non-clinical hires, including I-9 completion via Axiom and E-Verify and conducted compliance audits. Updated and educated on HR policies, procedures, and employee handbooks regarding OSHA, EHS, BWC ADA, ACA, FLSA, EEOC, COBRA, PTO, FMLA, and LOA programs to ensure compliance with federal, state, and municipal employment laws and best practices. Introduced performance management processes that align with employee goal setting with 90-day and 1-year performance evaluations, creating performance improvement plans, assessing medical team training needs, and developing bench talent succession planning. Servant Leadership Employee Relations Talent Acquisition Program Management Project Management Trend Research and Analysis Coaching and Development Succession Planning Process Improvement Diversity and Inclusion Compensation and Benefits Budget Management Candidate's Name , PHRPHONE NUMBER AVAILABLE EMAIL AVAILABLE LinkedIn Conducted timely, fair, ethical, and confidential employee investigations and collaborated with senior leadership and/or internal counsel when necessary to make disciplinary decisions in accordance with applicable labor laws and internal Code of Conduct. Coached people leaders with training courses on compliance, hiring, coaching conversations, leading a winning culture, programs, leadership development, compensation, benefits, and DEIB and to produce highly engaged, top performing employees and advert attrition.Visiting Angels of ColumbusManager, Human Resources March 2023 July 2023 Evaluated, planned, and implemented talent acquisition, employee relations, and human resources policies, programs, and practices, goals, and objectives that impact the employee lifecycle such as LOA, FMLA, Attendance, PTO, Employee Referral Bonus, Mileage Reimbursement, and optimization of HRIS system. Managed and assigned tasks and special projects to 2 HR Assistants including high-volume recruiting and onboarding to enhance skill set and develop intrapreneurial and innovative processes along with coaching and development, exchanging feedback, and addressing concerns that directly impact their morale and/or productivity. Prepared and conducted file audits to ensure compliance with Ohio Department of Health, Franklin County Office of Aging, BCI/FBI, and USCIS. Conducted compensation analysis surveys to evaluate wage/benefit from major competitors, wages, and benefit offerings, to steer the companys competitive edge and contribute to its overall growth initiatives. Developed a Recruitment and Retention Action Plan by assessing company staffing needs, analyzing attrition trends, soliciting team feedback, and planning for existing as well as future business demands from clients, caregivers, and office team perspectives. Conducted 90-day and annual performance review process for clinical staff to ensure open communication that recognized strengths, address performance opportunities, and collaborated with payroll to provide wage increases when applicable. Designed and developed different elements of retention programs such as newsletters, written notes of appreciation, incentives, recognition, mentoring, and stretch assignments to boost morale and reduce turnover. Chipotle Mexican GrillSenior HR Consultant, People Experience (Short-term Contract) Dec 2022 Feb 2023 Oversaw all elements of the employee lifecycle and partner with key stakeholders to define, manage, and measure our ability to improve the employee experience and mitigate employee concerns and potential attrition. Conducted in-depth confidential employee relations investigations and made appropriate, ethical, and fair recommendations ranging from providing additional training resources, tailored coaching, or training sessions, performance improvement plans, and disciplinary action. Partnered with various People Experience Centers of Excellence and business leaders of varying levels to ensure the execution of engagement survey action plans, completion of Year-End Performance Cycle, merit ratings, and bonus eligibility and recommendations, utilizing HRIS Workday compensation tenant. Coached, supported, and empowered Chipotle leaders to execute people strategies that enabled the employees to perform at their optimal capacity, contributing to the organization meeting its strategic business priorities. Extrapolated and analyzed data collected from performance and merit ratings, new hire interviews, exit interviews and other outputs to provide insight and understanding of employee trends and anomalies that impact the current and future state trends on organizational culture, employee attraction, retention, and attrition. Lead and advocated for HR related programs such as immigration/sponsorship (ex. H1-B initiation, H1-B transfer, RFE responses), DEI program creation and execution, and programs that support employee culture and compliance. Smile CDRHuman Resources Business Partner Jun 2021 Dec 2021 Evaluated employee healthcare benefits needs via surveys to successfully vet healthcare benefits brokers and carriers, negotiate rates, and schedule benefits open enrollment Q4 2021 for rollout in Q1 2022 for US-based employees. Administered effective HR procedures, policies, and practices such as FLSA, ADA, ACA, FMLA, LOA, EEOC, COBRA, STD/LTD, referral and performance bonuses, compliance, and Code of Conduct to support the employee lifecycle and promoted a healthy workplace culture through onboarding, employee engagement, performance management, coaching, employee relations, recruitment, and retention. Directed organizational change and growth by designing and a Performance Management tool for that aligned with organizational competencies to provide role clarity, position-specific goal setting benchmark performance, develop bench talent for succession planning to establish an official merit review process and structured commission and variable compensation and benefit packages for sales employees. Managed resourcing and staffing strategy through close partnership with the Talent Acquisition team and company c- level and line leaders utilizing metrics on attrition, transfers, retention, promotions, and succession planning. Collaborated with leaders (mid-level to c-suite), to implement recruiting processes and procedures on best hiring practice initiative and employee development for scaling hypergrowth and penetrate new marketing territories, B2B SaaS sales team, and customer experience.Candidate's Name , PHRPHONE NUMBER AVAILABLE EMAIL AVAILABLE LinkedInIGS EnergyTalent Acquisition Business Partner Jul 2019 Jun 2021 Led full life cycle recruitment across diverse lines of business, including Finance and Accounting, Residential Solar, Supply, Home Warranty, and Customer Service. Managed an average requisition load of 26 while prioritizing top-tier candidate experience in alignment with IGS' Diversity, Equity, Belonging, and Inclusion (DEBI) commitment. Advised hiring managers during Talent and Recruitment Strategy Discussions and throughout the recruitment process. Provided insights using HRIS reporting, market trends, and data analysis to develop creative recruitment strategies and solutions. Served as a key member of the Candidate Journey Process Improvement project team. Contributed to process mapping, communication creation, and development of internal candidate experience and onboarding strategies. Developed and managed the talent social media strategy and content for platforms including Glassdoor, The Muse, LinkedIn, Indeed, ZipRecruiter, and Handshake. Made recommendations on contract renewals based on data analysis of application sources, completion rates, drop-off rates, and conversion metrics. Created and facilitated the "Selecting the Best" Management Essentials course. Provided training to people leaders on current talent markets, interviewing best practices, and effective talent selection. Collaborated on onboarding, job coding, classification, benefits enrollment, and pay cycle adjustments for approximately 200 employees following a company acquisition. Streamlined business processes with Workday HRIS Administrator, Compensation Manager, and Payroll for talent to eliminate duplicate approvals, automated bonus payouts, addressed process gaps, and recommended role-based governance and security enhancements.State Auto InsuranceHR Generalist, University Relations & Internship Program Manager Apr 2016 Jun 2019 Managed the company internship program by cultivating relationships with colleges, universities, scholarship organizations, diversity partners, immigration sponsors, and student clubs. Successfully tripled the number of interns from 10 to 33 over two years, managing a $325k budget, resulting in a 25% ROI through retention and full-time offers. Managed a team consisting of 2 recruiting interns, 1 full time recruiter and up to 35 summer interns providing leadership, coaching, and performance feedback to positively impact business outcomes. Oversaw bi-weekly timesheet submissions for all interns, ensuring accurate and timely pay processing in compliance with government regulations, managed through Workday's time-keeping system. Directed full life cycle recruitment for IT, Claims, Legal, Audit, Finance and Accounting, Marketing and Communications, Agency Sales, Commercial Sales, Product Management, RTW Nurses, and Customer Service. Provided coaching and training for hiring managers on interviewing best practices, total rewards compensation, and position classification, leading to reduced cost-to-hire, time-to-fill, and attrition. Designed, implemented, and managed the company-wide New Hire Orientation program. This included training on new hire best practices, I-9 completion, E-Verify, and conducting compliance audits for onboarding personnel at satellite offices. Developed and executed a robust community outreach strategy by leveraging community partnerships, networking events, and State Auto alumni. This strategy supported workforce planning, company expansion, industry knowledge, and talent attraction and retention. Created and facilitated training courses for new and experienced people leaders, covering topics such as current talent markets, interviewing best practices, performance management, merit ratings, bonus recommendations, employee branding, social media optimization, and coaching conversations. Talent Acquisition Coordinator Nov 2014 Apr 2016 Oversaw and managed processes for the employee referral bonus, posting internal and external job descriptions, sourcing, employment offers, drug and background screens along with the headcount and open position reports for all lines of business. Managed various vendor and agency SOWs and MSAs ensuring they were updated and monitored those approaching renewal. Partnered with the Learning and Organizational Development department to effectively manage intern program including department placement, training sessions, capstone projects, and travel logistics. Managed employee personnel files and prepared for quarterly and annual audits. CERTIFICATIONS SHRM Senior Certified Professional (SHRM-SCP) December 2024 Professional in Human Resources (PHR) January 2017 Professional Recruiter Certification (PRC) May 2016 Candidate's Name , PHRPHONE NUMBER AVAILABLE EMAIL AVAILABLE LinkedInGreetings, Hiring Team!Im writing to express my eagerness to leverage my extensive expertise in Human Resources to serve as a dedicated, consultative, and resourceful business partner and people leader. With a strong passion for both people and business, I aim to drive success by employing an intrapreneurial approach and ensuring that the organization is strategically positioned for sustained competitive advantage.My experience spans over a decade in people management and leadership, during which I have successfully executed business and people strategies within matrixed organizations and startups across various industries. These include banking, property and casual insurance, energy and utilities, retail, logistics and merchandising, hospitality, telecommunications, healthcare, and SaaS (medical information technology and commercial real estate technology), serving both public and private sectors. My areas of focus and continued success include: Risk Mitigation: Proactively evaluate and address through compliance, training, effective hiring, performance management, employee relations, data security, succession planning, and continuous risk monitoring. Strategic Influencing: Applying nuanced methods for conflict resolution, process improvement, learning and development, and succession planning. Creating Inclusive Workplace Culture: Developing and implementing comprehensive strategies to enhance inclusion, equity, and diversity (IE&D) within organizational structures. Talent Acquisition: Utilizing proven and innovative strategies to build a diverse and inclusive talent pipeline to scale immediate and future hiring needs. Learning and Development: Designing and delivering curriculum and learning experiences tailored to varied audiences to achieve impactful outcomes. Talent and Performance Management: Managing the entire employee lifecycle with a focus on attraction, retention, rewarding, engagement, and upskilling to drive measurable improvements in engagement and reduce attrition.I am confident that my skills and experience will enable me to be an effective strategist, leader, consultant, and mentor for your organization. I look forward to the opportunity to discuss how my background aligns with your organizational goals and how I can contribute to your success.Thank you for considering my application. I hope to connect with you soon to explore this opportunity further. Kind Regards,Candidate's Name
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