Asali Crisp

• Supervise human resource business partners in the employee relations department.

• Establish goals and monitor and evaluate human resources staff performance.

• Work with staff on career development.

• Manage work schedules, time sheets, and employee relations department staff priorities.

• Evaluate processes and procedures for efficiency and effectiveness.

• Review Luma (HRIS) action for accuracy and approve for processing.

• Revising, editing, and proofreading letters, reports, and documents.

• Plan, conduct, and monitor human resource projects/services and follow up with management and staff to evaluate effectiveness.

• Oversee the employee relations functions, including analysis and investigation of issues of harassment, retaliation, discrimination, employment law, policy compliance, and employment actions.

• Investigate more complex human resource problems and make recommendations to upper management.

• Consult and jointly work with the legal team on complicated and sensitive investigations and disciplinary actions.

• Train and advise human resource staff in resolving complex management problems.

• Work with the human resource officer on developing and conducting training and presentations on human resource-related topics.

• Complete complex analyses of human resource data to identify key trends and recommend changes to improve the performance of operations.

• Monitor and evaluate compliance with applicable laws, rules, policies, and procedures.

• Recommend policy updates.

• Participates in corrective action, problem-solving, and disciplinary with staff.

• Serve as the liaison to other human resources staff and management, including providing guidance to management and staff on personnel laws, rules, regulations, policies, and procedures; developing and providing or directing training in human resources and employee relations; conducting reviews and analysis of management problem areas and developing reports and recommendations.

• Researched, compiled, and responded to public record requests.

• Employee Relations functions, including analysis and investigation of issues of harassment, retaliation, discrimination, employment law, policy compliance, and employment actions.

• Consulted with and advised management and supervisors on human resource issues.

• Investigated human resource problems and made recommendations to management.

• Counseled employees and applicants in career development, job opportunities, laws, rules, policies, procedures, and benefits, completing job application materials, and preparing for employment tests and interviews.

• Developed and conducted training in human resources and staff development areas.

• Recommended human resource policies and procedures.

• Compiled statistical information and documentation and prepared reports and recommendations.

• Monitored and evaluated compliance with applicable laws, rules, policies, and procedures.

• ADA and FMLA administration.

• Gathered information and processed work-related employee injuries and safety accidents with vehicles or equipment.

• Worked with payroll on employee timesheet issues and needs.

• Front-facing responsibilities, including helping with benefit questions, W-4 updates, direct deposit, payroll, etc.

• Facilitated the recruitment and ongoing development of a progressive workforce by identifying and utilizing recruitment resources, managing announcements, advising managers on candidate minimum qualifications, interviewing applicants, verifying backgrounds, and reference checking.

• Reviewed recruitment, advertising, and job application procedures to ensure nondiscrimination and equal employment opportunity.

• Prepared and provided informational material and conducted new employee orientation.

• Advised management on recruitment and retention difficulties and effectiveness.

• Monitored, maintained, and updated ISDA SharePoint with HR-related information such as benefits, forms, and contact information.

• Reviewed employee performance evaluations for compliance with the ISDA process and applicable laws, rules, and policies.

• Conducted exit interviews and compiled information for statistical and performance measurement analysis.

• Employee Relations functions, including analysis and investigation of issues of harassment, retaliation, discrimination, employment law, policy compliance, and employment actions.

• Counseled store management, distribution center management, and office management in interpreting and applying company policies, collective bargaining agreements, consent decrees, and compliance with state and federal employment law such as Title VII, ADA accommodation, etc.

• Gave recommendations to managers on performance issues, disciplinary processes, and terminations.

• Collected data on trends, timelines, issues, and prevention methods.

• Provided support to in-house and outside counsel regarding charges from government agencies or in preparation for litigation.

• Assisted in-house counsel with employment-related rules, regulations, and laws of various state and federal governmental agencies for compliance.

• Engaged and consulted with management, HR professionals, and legal counsel in regard to pending lawsuits.

• Reviewed and gathered documentation and prepared for depositions.

• Facilitated and maintained working relationships with multiple HR teams to foster lines of communication and policy consistency.

• Responsible for ADA functions and for providing analysis and recommendations for improvements to ADA processes.

• Revamped ADA forms and created new ADA processes to improve ADA functions.

• Reviewed ADA requests for accommodation, engaged in the interactive process with the employee, and worked with management regarding on-the-job accommodations.

• Acted as a subject matter expert for ADA training classes.

• Prepared and updated ADA training slides and documents for manager’s workshops.

• Presented ADA information at training workshops and was responsible for the question-and-answer section.

• Monitored and provided job training, work instructions, and assignments to ADA Clerks.

• Received customer complaints regarding employee conduct or professionalism and made recommendations to address them.

• Provided recommendations to Human Resource team members regarding non-routine circumstances pertaining to criminal background verifications and WinCo’s Drug & Alcohol policy.

• Acted as front line, the first point of contact for current and former employee questions regarding company policies, company procedures, and collective bargaining agreements.

• Outlined policies and reviewed termination, discipline, and attendance records with employees.

• Offered guidance to upset employees while maintaining an employer advocacy role.

• Managed a high volume of contacts, documentation, follow-up, and multiple locations.

• Developed and designed guidance and forms for ADA processing.

• Obtained documentation and processed ADA medical certification forms.

• Processed ADA leave and accommodations.

• Answered applicants’ inquiries for background disputes.

• Reviewed, formatted, and provided quarterly and annual unemployment claims reports.

• Point of contact regarding company information and benefit questions.

• Advised staff and management on state/federal regulations.

• Ensured compliance for I-9 forms and documentation.

• Administered and monitored FMLA and company leaves of absence.

• Researched employee issues and documented employees’ files.

• Adjusted and prepared employee data for payroll processing, including garnishments.

• Prepared reports, handbooks, and policy packets.

• Processed bills and allocations for benefit vendors.

• Monitored unemployment claims.

• Assisted with bulletin boards, challenges, and tracking for the wellness program.

• Tracked DOT drug testing and physicals for drivers.