Experience

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  Nco financial systems

  Oct 2007 - Jul 2012

  Collect and review data regarding employee activity data including applicant tracking, new hires, terminations, promotions, and transfers. Identify and investigate any adverse impact issues discovered for Affirmative Action and Equal Employment Opportunity purposes. Prepare and review data for Office of Federal Contract Compliance Program (OFCCP) compliance reviews. Prepare and submit required reports for compliance with State Agencies. Create and maintain annual Affirmative Action Plans for United States sites. Prepare and submit annual EEO-1 and VETS 100A reports for all US locations for each entity. Partner with Applicant Tracking System Administration to maintain consistent job titles, job groups, and exemption statuses for applicants and provide insight about Affirmative Action and Equal Employment Opportunity policies and procedures. Communicate Affirmative Action and Equal Employment Opportunity policy statements to sites. Participate in the development and implementation of company social media outreach efforts for recruitment purposes and serve as social media administrator to announce job opportunities, career fairs, and upcoming recruitment events. Develop veteran and military outreach and recruitment strategies project plan and implementation model including addressing staffing, marketing and communication, vendor relations, training, philanthropic efforts, and reporting and analytics. Assist recruitment efforts through sourcing for potential candidates, building community relationships, utilizing network contacts, and executing applicant tracking system requisition maintenance. Review applications, screen, interview, facilitate pre-employment testing and background check investigations, extend offers, and onboard new hires to complete full life-cycle recruitment efforts. Complete numerous audits of applicant tracking system, HRIS system, and integration between both to ensure compliance. Show less Create and update job descriptions according to job duties and responsibilities. Create and maintain job worth hierarchy of organization titles through individual job analysis. Evaluate new and existing jobs to determine job families and salary grades. Ensure accurate employee Fair Labor Standards Act, Equal Employment Opportunity, Affirmative Action, National Occupation Classifications (Canada) classifications. Participate in salary and market surveys to obtain market and industry data. Maintain external market data in a database for reporting purposes. Perform job title and job information audits in the HRIS system. Complete minimum wage audits to ensure company compliance with all applicable Federal, State, Provincial, and Local laws and regulations. Research internal and external salary information to provide accurate data for salary requests. Partner with Organizational Management team to ensure correct reporting structures, title changes, and organizational unit changes. Show less

  • EEO/AA Specialist

    Jun 2010 - Jul 2012

  • Compensation Analyst

    Oct 2007 - Jun 2010
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  M&t bank

  Jul 2012 - now

  Deliver quality and effective employee relations solutions to assigned line of business through building and maintaining valuable relationships with management and employees. Identify and analyze employee relations matters and recommend appropriate employment action to maintain a productive work environment, achieve optimal performance, and minimize risk. Administer progressive discipline through counseling managers and employees on performance management including performance improvement plans and the entire range of the progressive discipline process. Review and analyze employment factors including performance and conduct to assess the appropriate level of corrective action, up to and including termination and counsel management to hold conversations effectively. Respond to complaints through conducting investigations, recommend problem resolution, and counsel employees. Participate in regulatory complaints from the Equal Employment Opportunity Commission, Human Rights, and Wage and Hour agencies. Counsel employees on conduct issues, including disputes with coworkers, supervisors, subordinates or management, financial problems, illness or disability, and performance problems. Conduct training presentations to employees and management on employee relations topics including unlawful harassment, attendance, corrective action, retaliation, accommodations, and leaves of absence. Respond to inquiries regarding general personnel policies and procedures. Hold discussions of employment eligibility due to review of background checks and fingerprinting results with employees, including pre-adverse and adverse action scenarios resulting in termination. Prepare relevant quarterly reporting to illustrate productivity, identify areas where reinforcement training is necessary, and analyze trends to improve service delivery in the future. Show less Deliver quality and effective employee relations solutions to assigned line of business through building and maintaining valuable relationships with management and employees.Identify and analyze employee relations matters and recommend appropriate employment action to maintain a productive work environment, achieve optimal performance, and minimize risk.Administer progressive discipline through counseling managers and employees on performance management including performance improvement plans and the entire range of the progressive discipline process. Review and analyze employment factors including performance and conduct to assess the appropriate level of corrective action, up to and including termination and counsel management to hold conversations effectively. Respond to complaints through conducting investigations, recommend problem resolution, and counsel employees. Participate in regulatory complaints from the Equal Employment Opportunity Commission, Human Rights, and Wage and Hour agencies. Counsel employees on conduct issues, including disputes with coworkers, supervisors, subordinates or management, financial problems, illness or disability, and performance problems. Conduct training presentations to employees and management on employee relations topics including unlawful harassment, attendance, corrective action, retaliation, accommodations, and leaves of absence.Respond to inquiries regarding general personnel policies and procedures. Hold discussions of employment eligibility due to review of background checks and fingerprinting results with employees, including pre-adverse and adverse action scenarios resulting in termination. Prepare relevant quarterly reporting to illustrate productivity, identify areas where reinforcement training is necessary, and analyze trends to improve service delivery in the future. Show less Produce the Bank's Affirmative Action Plans and provide research and analysis for the Affirmative Action Plan process. Coordinate AAP required outreach activities to organizations serving women, minorities, veterans and individuals with disabilities. Prepare and submit annual EEO-1, approximately 800 reports in total, and VETS 100A, approximately 50 reports in total reports, for all US locations. Develop and produce Affirmative Action compliance data including historical reporting, statistical analysis, and trending including affirmative action oriented topics, employee disciplinary reports, exit interview results, and departmental metrics. Draft departmental procedures that accurately document consistent processes and illustrate controls and serve as procedure knowledge expert. Coordinate and maintain compliance with federal, state, and municipal required labor postings for locations spanning approximately 25 states. Facilitate communication and collection of repayment of funds received as a result of sign-on bonuses, tuition reimbursement, relocation expenses, and overpayment of wages received for existing and terminated employees. Serve as designated contact for nursing mothers facilities across all locations and implement new processes and improved efficiencies to continue progress and maintain compliance. Assist in the recording and reporting of corrective action measures delivered to employees to maintain reliable documentation and trending. Serve as contact and facilitate the inquiry process surrounding the exit survey process and serve as vendor liaison for exit survey reporting.Hold discussions of employment eligibility due to review of background checks and fingerprinting results, including pre-adverse and adverse action scenarios. Show less

  • Senior Vice President, Employee Relations Solutions Team Manager

    Mar 2022 - now

  • Vice President, Employee Relations Solutions Team Manager

    Feb 2022 - Apr 2022

  • Vice President, Senior Employee Relations Specialist

    Feb 2019 - Feb 2022

  • Assistant Vice President, Employee Relations Specialist II

    Jun 2015 - Feb 2019

  • Employee Relations Specialist

    Jul 2012 - Jun 2015