Emma Kalonzo

• Monitored adherence to employment laws within the organization.
• Conducted exit interviews with departing employees to assess reasons for leaving.
• Assisted in the development of training programs for existing staff members.
• Prepared reports related to personnel activities including hiring, terminations, transfers and promotions.
• Ensured compliance with safety regulations in the workplace.
• Conducted exit interviews with departing employees to determine reasons for leaving.
• Organized employee recognition programs or activities.
• Managed employee relations issues such as grievances or complaints.
• Participated in collective bargaining negotiations between the company and union representatives.
• Responded to inquiries from current or prospective employees about benefits or other HR related issues.
• Maintained employee records such as contact information, attendance records, performance reviews and termination documents.
• Conducted orientation sessions for new employees to ensure understanding of company policies and procedures.
• Provided advice and guidance regarding disciplinary actions when needed.
• Researched labor market trends to stay current on competitive wages, benefits and other human resources related topics.
• Organized job fairs or career events as part of recruitment efforts.
• Reviewed resumes and applications for potential candidates.
• Collaborated with various departments in the organization to identify staffing needs.
• Analyzed job descriptions to determine job requirements and qualifications.
• Developed, implemented and maintained recruitment policies and procedures.
• Coordinated with management on recruitment strategies.
• Recruited, hired and developed personnel to align with company revenue objectives.
• Developed and enforced company policy and procedures relating to human resources activity.
• Recruited, trained, screened and dismissed employees.
• Hired, onboarded, trained, screened and released employees.
• Performed quantitative analysis and analyzed job classifications, duties and compensation.
• Supported top talent identification processes by interviewing candidates and executing onboarding, orientation, and benefits processes.
• Created process improvements, policies, procedures and knowledge management to resolve employee discrepancies.
• Hired, trained and motivated employees to meet company goals for revenue and profit.
• Negotiated collective bargaining agreements with labor unions by highlighting company profit and operational outcomes.
• Advised management on organizing, preparing or implementing recruiting or retention programs.

• Develop, articulate, and implement a comprehensive People communications strategy that drives awareness, alignment, and engagement in key organizational initiatives.
• Craft clear, compelling, and high-impact content that effectively communicates People initiatives, change management efforts, and organizational news and updates.
• Support the People team in their role in leading change by developing clear and compelling change communication plans to support people-focused change efforts (e.g., organizational change).

• Prepared and execute multi-channel content such as employee emails, newsletter, intranet, internal events, all-staff gatherings, and employer brand storytelling
• Collaborated with the People Team to develop and execute on communication plans that effectively share periodic/cyclical People activities (e.g., goal-setting, performance management, recognition, talent acquisition & retention, and rewards) as well as bespoke/targeted programs (e.g., engagement surveys, learning events).
• Partner closely with cross-functional teams to ensure consistency in messaging for People initiatives and that communications efforts support NRGI’s overall strategy and goals.
• Tracedk and measure the effectiveness of People communication initiatives, gathering feedback and insights to continuously improve strategies and messaging.
• Strategizde and coordinate culture-building activities while championing our values.
• Built relationships with employee base and represent the voice of staff to leadership when developing programs and initiatives.
• Supported People Operations events and all-staff communications.
• Advised people managers on communication best practices and messaging strategies where applicable.
• Stayed informed on emerging trends in employee communications and employee engagement, leveraging insights to drive innovation and best practices.

Financial Leadership

• Ensured accuracy in all entry of financial transactions into the accounting system by the finance team.
• Oversee vendor payment process.
• Oversee staff credit cards, including ensuring that staff reconcile their card transactions in a timely and accurate fashion.
• Ensured proper financial records are maintained.
• Ensured the timely and accurate execution of monthly closes, and consult with external auditors on any complex accounting issues.
• Led Literacy Partners’ annual budgeting process involving all relevant staff and board members. Managed budget throughout the year, including monitoring spending, providing reports to staff managers, and building staff members’ budgeting skills.
• Overaw the annual audit and Form 990 filing process.
• Ensure the preparation of financial statements and reports for the leadership team, Literacy Partners’ Finance Committee, and board of directors, including forecasts of income and expenses to support decision-making.
• Continually improved financial systems and processes. Research and implement new financial systems that result in more streamlined and secure financial operations.
• Oversee administrative processes, such as contracts and document management.
• Support the development team with grant budgets and reporting, and other projects as needed.

People and Culture

• Promote a people-centered workplace culture of joy and belonging, and ensure that the organization’s operations reflect our commitment to equity and inclusion.
• Advanced the recruitment and retention of top mission-relevant talent by overseeing and improving functions such as compensation, benefits, and leaves, performance and talent management, employee appreciation, training, and development.
• Oversawsystems and processes related to people and culture, including payroll, benefits, hiring, onboarding, and offboarding.
• Partner with the Executive Team to develop, implement, and communicate human resource policies, procedures, laws, standards, and government regulations.n.

Operations and Administration

• Oversee Literacy Partners’ work to promote health, safety, and preparedness for emergencies.
• Oversee administrative and technology systems (IT), ensuring stability, security, and efficiency. Conduct ongoing evaluation of all administrative and technology practices to assess needs, improve workflows, and manage organizational risk.
• Ensure timely submission of nonprofit legal filings as required by city, state, and federal law; maintain and ensure compliance with contracts and leases; serve as primary contact for insurance policies.

Partnership with Board of Directors

• Lead the activities of the Board’s Finance Committee. This includes partnering with the Chief Executive Officer and Committee Chair to keep the committee’s progress on track, prepare agendas and meeting materials, facilitate meetings and more.
• Prepare financial materials for meetings of the Board of Directors.
• Attend quarterly Board meetings and other board activities, and give presentations as needed.

Organization-wide Responsibilities

• Collaborate with executive leadership to define the organization's long-term mission and strategic goals, and ensure progress toward achieving those goals.
• Participated in organization-wide events.
• Participated in cross-department committees and teams.
• Other duties and special projects as needed.