Christopher Hopwood, PHR

•Partners with external stakeholders to provide human resource solutions that developed leaders,
attracted and built a quality workforce, and transformed the company into high high-performing
organization.
•Oversees investigations for employment-related claims and provided investigation and consultation
support to managers.
•Collaborates with executive leadership to develop strategic workforce plans that supported
long-term organizational growth objectives.

* Managed 86 client accounts for Engage Services, fostering relationships with clients and brokers.
• Successfully built and maintained productive client relationships, as evidenced by a 94% retention rate year over year and increased product penetration.
• Successfully recommended and implemented strategic products and services, leading to a 24% increase in the penetration of these services in 2023.
• Assessed and resolved client service issues daily, monitoring operational deliverables to meet client expectations. Decreased dissatisfaction incidents by 56%.
• Supported sales professionals during prospective introductions to services as needed. Out of 10 prospects meeting, 6 signed contracts within the next 3 months.
• Partnered with the benefits department for annual open enrollment, consulting on benefit offerings and contribution strategies and supporting client communication strategies.
• Analyze compensation data to optimize reward strategies, enhancing employee satisfaction.

• Partnered with senior leaders on organizational development initiatives for continued growth.
• Conducted exit interviews with employees leaving company to gauge areas of success and opportunities for improvement.
• Developed meaningful metrics to evaluate the effectiveness of HR policies and procedures.
• Investigated and liaised with legal department to respond to complaints of harassment, discrimination, employee grievances, and other sensitive issues and prepared position statements for EEOC.

• As a dedicated HR professional with 25 plus years of experience, my main function is to assist my clients in implementing HR best practices into their organizations.
• My primary role in the client relationship is to provide ongoing HR support.
• I also act as elevated support in working with other areas such as 401(k), FSA COBRA, etc.
• Managed a portfolio of 55clients (77 with subsidiary IDs) and a total worksite employee count of 4574 heads.
• Increased annual revenue in fiscal 2019-2020 from $1,920,500 to $2.350,900 on a comp basis by increasing client product penetration and onsite visibility.
• Conducted face-to-face visits throughout the year (onsite and virtual) Ensured appropriate resolution of client issues by partnering with internal.
• Departments subject matter experts and delivering action/recovery plans.
• Recommended strategic Oasis products and services,offering solutions to improve the Client's workplace efficiencies.
• Organized and implemented orientations and annual enrollment meetings for clients. Produced evaluation of clients HR and payroll processes and programs to ensure maximum service delivery and client engagement. Engage Regional HR Business Partners when appropriate to partner with clients on strategic HR solutions such as compensation programs, employee engagement, leadership development,talent management,etc.
• Acts as liaison between clients and regional payroll processing department to ensure payroll processes and technology solutions are in line with client needs and expectations Communicates and interprets HR policies and procedures while providing remedies for any employee relations issues that may arise. Work with clients to review FMLA, job descriptions, handbooks, policy development,etc.
• Analyzing client training needs and then coordinates with Oasis Training Department to deliver appropriate training programs.
• Maintained knowledge of trends and changes in employment legislation at local,state,and federal laws to clients to adhere to compliance standards.
• Acts as liaison to facilitate resolution of client issues regarding benefits, payroll, and human resources.

* Conducted a project to overhaul the payroll and HR administration at Blockheads. This resulted in contracting a new system provider with HR technology with a single database and end-to-end product providing solutions for Talent Acquisition, Time and Labor Management, Payroll, Talent Management, and HR Management, all in one application.
• Developed and maintained human resources protocols and requirements to ensure credibility, consistency, fairness, and compliance in meeting company policies and procedures and in accordance with state and federal laws.
• Created procedures for employee orientation and training.
• Managed the advertising for job postings. Developed and maintained relationships with recruiters and culinary schools and attended career fairs.
• Screened applicants for employment and arranged interviews with department heads. Ensured pre-employment policies and procedures were handled appropriately, including all new hires' reference checks and any other required tests.
• Responsible for the employee performance appraisal and compensation documentation and process.
• Facilitated healthcare Open Enrollment for all eligible and new hires and implemented a new healthcare plan for the fiscal year 2015.
• Managed leaves of absence, including family leave, and ensured employee contributions. Prepared regular Human Resources audits to ensure compliance and identify any areas of potential liability.
• Initiated, coordinated, and participated in special project assignments related to the human resource function; documented all project activities and outcomes and collected recommendations for review.
• Act as a resource to all employees to discuss and resolve issues. Analyze, coordinate, execute, and assist in developing training programs for all employees and managers.
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• Created and administered employee evaluation schedule and format.
• Monitored the Worker's Compensation process, including preparing OSHA logs every year as required by law
• Managed the unemployment process, which involved heavy administration and paperwork. Reconciling monthly charges.
• Followed programs closely to assess their effectiveness and make proactive changes to meet changing demands

• Revised job descriptions across all levels and 50+ categories.
• Shadowed” and interviewed employees toconstructanaccurate picture of the duties andskills requiredforeachposition.
• Wrote employee manual covering issues including disciplinary procedures, code of conduct, FMLApolicy andbenefits information.
• Introducedcompany's firstformal performance reviewprogram,creating a flexible andwell- receivedtool thatwas lateradoptedcompany wide.
• EstablishedHRcompetencies,metrics,companywide metrics formonitoring andmeasuring regional andtotal company turnover,HRbudget,litigation,andmanagement terminations IncreasedDiversity hiring representationfrom38% to56%; implementeda Minority InternshipProgramfrom3participants to24.
• Created a collaborative process to drive cultural change and support the business model.
• Workedwithkey executives to develop value added pragmaticpeople solutions tailoredto specific business requirements and objectives that align to overall corporate missions, values andstrategies.
• HumanResourcesManager Macy.
• (Bloomingdale's) CORP and STORE - Provided HR leadership for the flagship store from 1998 until 2010.
• Promoted to HR Senior Executive for the Huntington branch until 2013.

• Self-motivated, with a strong sense of personal responsibility.
• Excellent communication skills, both verbal and written.
• Managed time efficiently in order to complete all tasks within deadlines.
• Worked effectively in fast-paced environments.
• Worked well in a team setting, providing support and guidance.
• Proven ability to learn quickly and adapt to new situations.
• Passionate about learning and committed to continual improvement.
• Demonstrated respect, friendliness and willingness to help wherever needed.
• Assisted with day-to-day operations, working efficiently and productively with all team members.

• Provided guidance one employee relations and matters of corrective action.
• Collaborated with leadership on recruitment strategies,development plans,performance management, and employee engagement Worked with team members 1-on-1 and in small groups to enhance performance and employee satisfaction.
• Conducted employee on-boarding and helped organizing training anddevelopment initiatives.
• Administered company-wide compensation and benefit plans.
• Led new talent acquisition and recruitment processes forever 50 new full-time hires.