Cindy Proctor

• Planned and managed recruitment activities for new hires using strategic personnel, staffing, and position management practices.
• Reviewed existing policies and procedures to make recommendations for enhancing work productivity, recruitment, hiring processes, and talent management.
• Developed and implemented onboarding and orientation
• Collaborated with cross-functional teams to achieve organizational objectives through strategic HR planning.
• Managed benefits administration, ensuring accurate enrollment and timely processing of claims.
• Coached managers on effective performance management techniques, fostering a culture of continuous improvement among staff members.
• Streamlined HR processes for increased efficiency and reduced administrative workload.
• Administered payroll accurately, ensuring timely payment processing while minimizing errors in calculations or deductions.
• Maintained personnel records and statistical data to establish accuracy and compliance with applicable regulations
• Advocated for staff members, helping to identify and resolve conflicts.
• Generated and analyzed reports to monitor employee engagement and attrition trends.
• Collaborated with managers to identify and address employee relations, performance, and attendance issues.
• Administered employee benefits programs and assisted with open enrollment.
• Ensured compliance with labor laws, reducing legal risks through regular policy reviews and updates.

• Implemented new applicant tracking system.
• Organized and provided support during annual performance review process.
• Reviewed and screened applicant resumes to identify qualified candidates.
• Manage and coordinate all pre-employment compliance items
• Planned and managed recruitment activities for new hires using strategic personnel, staffing, and position management practices.
• Developed new onboarding and orientation programs.
• Facilitate biweekly staffing meetings to discuss hiring, headcounts, and trends.
• Fielded employee inquiries related to insurance, pension plan, vacation, sick leave and employee assistance.
• Collaborated with managers to identify and address employee relations issues.
• Pre-screened resumes prior to sending to corporate hiring managers for consideration.
• Responsible for HR reporting and analytics
• Manage employee records and payroll changes
• Manage HR Invoicing for accuracy

• Administered and interpret pre-hire assessments to determine candidate viability for interviews.
• Coordinated key recruiting activities, including serving as applicant tracking administrator, and assisting in preparation for recruiting events.
• Conducted job analyses to ensure accurate job descriptions and requirements.
• Assisted training and development team on special projects.
• Provided support to recruiters for campus recruiting events.
• Prepared various applicant tracking, recruiting, and HR metrics reporting for HR leaders.

HRBP

• Support execution of Luxottica HR programs such as talent management, succession planning, performance management, recruiting and employee relations.
• Manage Optical North America team of HR Analyst and HR Administrator.
• Ensure field leaders had resources to execute HR practices and systems.
• Balanced competing priorities efficiently while maintaining focus on critical tasks requiring immediate attention.
• Identified and executed process improvement initiatives that aligned to business.
• Collaborated closely with peers from other departments to drive organizational success.

HR Resource Advisor

• Provided support to all Luxottica Brands
• Assisted employees and managers with employee relations, performance management, and implementation and interpretation of company policy and procedures.
• Responsible for HR case intake and problem solving and resolving issues.
• Assisted managers with navigating and documenting performance management & disciplinary process.
• Responsible for identifying potential risk and escalating appropriately.

• Developed and executed training for phlebotomist and sales team.
• Responsible for employee relations and day to day operations for all 50+ field phlebotomist across all territories.
• Supported 10-15 field sales reps and territories managers combined.
• Full cycle recruiting
• Reported to HR Director and worked closely with VP of Sales to identify solutions for staffing, and employee relations issues.
• Achieved departmental goals by developing and executing strategic plans and performance metrics.

• Responsible for establishing and implementing all human resources operations for non-profit start up.
• Developed comprehensive onboarding programs to facilitate smooth integration of new employees into the organization.
• Supported business growth by aligning HR strategies with corporate objectives, fostering adaptable and high-performing workforce.
• Designed and executed full cycle recruiting, orientation, and onboarding program for exempt and non-exempt employees.
• Responsible for meeting clients staffing and training objectives.
• Managed day to day operations of HR and payroll team.
• Developed all company policies, procedures, and handbook to meet compliance requirements.
• Led negotiations for employee benefits packages, securing cost-effective solutions while maintaining high-quality offerings.

• Streamlined HR processes for efficiency, simplifying paperwork procedures and enhancing overall employee experience.
• Served as liaison between employees and management teams, addressing concerns, answering questions, and providing guidance on policies/procedures when needed.
• Actively participated in recruitment process by screening resumes, conducting interviews, and evaluating candidates for various positions within company.
• Created recruitment strategies to find best candidates for each opening.
• Created comprehensive job descriptions that accurately represented role expectations; helping attract qualified candidates during recruitment efforts.
• Collaborated with legal counsel on employment law issues, reducing potential liabilities for organization.
• Partnered with departmental managers to ascertain hiring needs and subsequently provide candidate recommendations.
• Developed and implemented onboarding and orientation programs for new employees.