Besa Celaj

Process-orientated Human Resources professional focusing on performance management, staff recruitment, employee relations, training and development, compliance, and HRIS. I am seeking a more advanced role that would allow me to use my skills to improve an organization’s processes, procedures, and culture.

• Certified Professional, SHRM-CP, SOCIETY OF HUMAN RESOURCES MANAGEMENT, 12/2015
• Compensation Analyst Credential, CAC, ECONOMIC RESEARCH INSTITUTE, 12/2019

• Assist with the full recruitment cycle including sourcing, screening, and interviewing individuals to fill staffing roles in the disciplines of administrative services, marketing and business development, finance and accounting, human resources, information technology, legal recruiting, and professional development
• Develop, oversee, and conduct new hire orientation and ensure on-boarding and off-boarding procedures are followed according to firm policy
• Manage annual business staff performance management cycle and partner with department heads and managers to customize evaluations based on department needs
• Collaborate with managers to create performance improvement plans and provide policy interpretation and guidance to exempt and non-exempt employees
• Conduct bi-weekly audits of HRIS to ensure personnel and benefits data integrity
• Oversee the processing time and attendance for all non-exempt domestic staff; liaison closely with Payroll and Benefits to ensure an accurate bi-weekly payroll
• Partner with Benefits colleagues to administer all policies related to leaves of absence including PFL, FMLA, and parental leaves
• Ensure firm compliance with FLSA and EEO-related requirements by keeping apprised of Federal, State, and local employment laws and government regulations
• Train and supervise the day-to-day responsibilities of human resources non-exempt support staff
• Participate in the implementation and coordination of department projects, including identifying resources, overseeing the progress of ongoing projects, and communicating closely with management regarding the progress of projects
• Manage the 30/60/90-day check-in review process for staff by participating in meetings, reviewing evaluations, and working with leadership on performance issues
• Complete annual compensation surveys and work with the Human Resources Manager to price new staff positions and year-end promotions
• Provide training to all new lateral and promoted managers and supervisors regarding performance management, employment laws, firm policies, and procedures
• Create custom reports for firm diversity, equity, and inclusion initiatives, monthly headcount reports for finance, practice group attrition reports, and additional reporting requests from department heads
• Work closely with firm management and employees to improve work relationships, build morale, and increase productivity and retention; identify creative ways to engage employees in team-building and connection, supporting overall productivity and effectiveness of the teams as well as a positive firm culture.