Experience

OPTO International, Inc.

• United States
• Retail
• 1 - 100 Employee

• Human Resources & Talent Acquisition Manager

  • May 2023 - Present

  • Manages the talent acquisition process, which includes recruitment, interviewing, and hiring of qualified job applicants, collaborates with departmental managers to understand skills and competencies required for openings. Screens potential candidate resumes and schedules interviews with key members of the onboarding team • Partners with the senior leadership team to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. • Manage recruitment firms and channels in use at OPTO and incorporate additional avenues for recruitment if applicable. • Ensure job descriptions are up to date and compliant with all local, state and federal regulations. • Develop training materials and performance management programs to help ensure employees understand their job responsibilities. • Oversees employee disciplinary meetings, terminations, and investigations and brings them to resolution. • Use performance management tools to provide guidance and feedback to Sr. Leadership Team. • Ensure all company HR policies are applied consistently. • Partner with management to ensure strategic HR goals are aligned with business initiatives. • Provide support and guidance to HR staff. • Design and implement employee retention strategies. • Manage and enhance the annual performance review process. Show less



TackleAI

• United States
• Software Development
• 1 - 100 Employee

• Human Resources Manager

  • Sep 2021 - May 2023

  At TackleAI I oversee the entire employee, contractor, & intern experience from beginning to end and everything in between handling all things Human Resources including but not limited to: 1. Recruitment and Onboarding-Executive and Director roles, Tech Positions, Administrative and Support Staff, Contractors & Interns. Responsible for Companywide 1099 to W2 conversion, Companywide HR Software transition and implementation from Paycom to Rippling 2. Training and Development- Responsible for creating and establishing a companywide training like environment to establish team morale and increase productivity- trainings included but not limited to HIPAA, Cyber Security, Harassment, and others based on needs and compliance 3. Benefits enrollment- Worked hand in hand with CFO and CEO to select the most comprehensive and cost-effective healthcare options for our employees, responsible for open enrollment 4. Performance Management- Established a companywide performance management process which included Quarterly Employee Reviews tied directly to merit increases, Coached and mentored employees on career development goals and objectives. 5. Employee Relations-Co-wrote and edited Employee Handbook, Established a Disciplinary Process, Encouraged an open door policy, etc. 6. Compliance- Participated in compliance meetings with CEO, CTO, VP of Engineering and System Administrator to ensure compliance-Cyber Security training, Policies and Procedures and acknowledgement, 7. Employee Experience- Career Development Programs, Quarterly Reviews, Holistic benefits options, work-life balance initiatives I partner and collaborate directly with the CMO, CFO, CTO, and CEO on all HR strategic initiatives creating, implementing, monitoring, and updating policies, procedures, processes, and systems to ensure the best employee experience possible for our team members with the ultimate goal of creating and providing the best tech solutions and customer experience for our valued clients. Show less



Lanco Group of Companies

• United States
• Machinery Manufacturing
• 1 - 100 Employee

• Bilingual Human Resources Business Partner

  • Aug 2019 - Aug 2021

  •While at Lanco, I Oversaw 4 major divisions in the organization including Corporate, Manufacturing, Production, and Service consisting of 300+ total Personnel as well as 15+ supervisors and managers • Worked hand-in-hand with supervisors and managers on all things HR including recruitment needs, employee relations, performance management, Training and development as well as coaching and mentoring • Responsible for Full-cycle recruitment efforts and completion of on-boarding process for all 4 divisions for hourly and salaried roles including strategic partnerships with recruiting firms as needed-Actively recruited for 40-60 roles per year • Spearheaded Performance management training including review and approval process for 90-day evaluations, Annual Reviews, Performance Improvement Plans and Career Development Plans as well as 30,60, 90 day on-boarding training programs • Managed Employee Relations including following the Lanco Progressive Disciplinary process which included terminations as well as employee relations investigations • Collaborated with other HR personnel to write and execute training outlines and curriculums for company- wide training programs- “Managing Remote Workers” “Leadership Skills” “Effective Business Communication” "Pay band Training" Show less



New City Moving, Inc.

• United States
• Truck Transportation
• 1 - 100 Employee

• Head of Recruitment and Training

  • Sep 2016 - Aug 2019

  • While at New City Moving, I restructured, simplified, and managed both the Recruitment and Training Departments on a local and regional level pre and post expansion efforts • Collaborated with other Department Heads and the Executive Management team on multiple strategic development projects to maximize efficiency within our labor staff of 200+ individuals • Implemented and oversaw new hiring strategies such as seasonal employment and J1 Visa summer employment to increase labor productivity during the busy season and to minimize overtime and increase retention- Improved hiring process and employee retention to 55% from the previous 40%-Recruited over 200 labor employees per year • Responsible for coordinating, promoting, and facilitating career job fairs and labor open houses as well as other recruitment efforts such as strategic community partnerships for labor opportunities • Wrote job descriptions, sourced, posted, interviewed, hired and completed on-boarding paperwork for Exempt and Non-Exempt positions- Expert in Full Life-cycle Recruitment for both exempt and non-exempt positions • Facilitated and updated weekly new hire orientation and training program as well as continuing education and training • Maintained HRIS within proprietary and non-proprietary software Show less