Experience

Best Upon Request

• United States
• Hospitality
• 1 - 100 Employee

• Human Resources

  • Oct 2017 - Present



The Ohio State University

• United States
• Higher Education
• 700 & Above Employee

• Human Resources Graduate Student Assistant

  • Aug 2016 - Present

  - Leads the New Student Orientation through: running and analyzing employee reports, adding new hires into the new student orientation training, tracking progress of the training while taking appropriate corrective action, and ordering employee badges- Utilize PeopleSoft for job data and reporting purposes- Maintains employee personnel files and erequest destruction forms- Pulls various field reports through internal OSU interface system- Updates FMLA spreadsheets- Posts job openings externally



Alcoa

• United States
• Mining
• 700 & Above Employee

• Human Resources Intern

  • May 2016 - Aug 2016

  - Analyzed an engagement survey in order to implement tailored action items throughout the plant per department- Led job analyses in order to update the supply chain and logistics job descriptions; through continuous communication with other plant personnel and supply chain team - Found KSAO's, job tasks, percent importance to job and percent time-spent through the job-analysis process- Conducted a job planning analysis utilizing tenure and age in order to forecast future job-filling needs- Input and analyzed a "pulse" survey data: qualitative and quantitative data included- Created internship feedback survey and distributed amongst the plant- Coordinated two intern volunteer activities- Scheduled interviews and rated interviewees



L Brands

• United States
• Retail
• 700 & Above Employee

• Human Resources Intern - High Performance Selling Culture Team, Talent Acquisition

  • May 2015 - Aug 2015

  • Developed and edited job codes, job descriptions, and direct reporting charts documents within the organizational change process• Led in-person surveys and observations with store associates in order to assess how organizational structural changes and incentive tests were effecting associates, and created a Group-Me messaging system for store managers to provide feedback regarding the change process • Managed a separation packages checklist containing 410 employees through relaying separation information to and from district managers, and creating an analytical reporting of separation percentages according to roles and performance ratings• Managed a non-disclosure agreement checklist through communicating with district managers and human resource partners, and navigating through the employee daily field reports• Conducted job offers, reference verifications, opened an estimated fifty job requisitions, and created an employee “Get To Know Me” form for engagement purposes• Assisted with creating a recruitment pamphlet through the analysis of qualitative survey data



Cincinnati Bell

• Telecommunications
• 700 & Above Employee

• Human Resources Intern

  • Jun 2014 - Aug 2014

  • Navigated through employee information databases in order to gather necessary information to fill-out Performance Improvement Plan Forms• Created and presented a new-hire onboarding framework plan through the implementation of an internal employee satisfaction survey and focus groups• Implemented, analyzed and created an employee onboarding satisfaction survey with a 70+% response rate through Qualtrics Analytical Software• Led six internal employee focus groups in order to receive past onboarding experience feedback• Scheduled fifty interviews with potential job candidates• Assisted with an employee investigation through the mapping of work hours clocked-in for three months