Iris Howell

· Managed and supported organizational initiatives for leadership development, performance management, compensation, employee training and development, reward and recognition, career path, compliance, and employee relations.

· Handled employee relations issues such as employee complaints, harassment allegations, and work/performance issues while ensuring legal compliance across regions, leveraging employee abilities, and managing risk. Effectively investigated issues and made recommendations on the appropriate action.

· Responsible for providing recommendations to managers based on feedback received by engaging in face-to-face meetings with the workforce to gauge employee engagement for multiple locations.

· Analyzed trends in turnover, hiring, promotion, separation, grievances to recommend preventative actions needed to adjust unfavorable trends.

· Helped support managers through employee leave of absence processes by serving as a liaison between the employee, leave of absence team, and management including Reasonable Accommodation process.

· Collaborated with legal counsel to understand the needs of the organization in terms of achieving maximum organizational performance and efficiencies and eliminate or mitigate risk to the company within the managing locations.

• Provide guidance and assistance to employees and managers on a variety of human resources issues including employee relations, conflict resolution, performance management, compensation, time keeping, investigations, and questions related to HR policies and procedures.
• Provides guidance and assistance to employees and managers by acting as a first-line resource on questions related to employment policies and processes.
• Conduct Investigations and collaborate with legal counsel on achieving maximum organizational outcome while
• Support and provide recommendations to managers on performance and discipline issues including coaching on performance improvement, documenting performance and behavioral problems, preparing corrective action/progressive discipline plans and termination documents, when required.
• Maintain a good understanding of federal, state, and local HR regulations and compliance procedures such as FLSA, OSHA

• Excelled at talent acquisition by exceeding expectations for various projects under budget.
• Supported the company with all projects by guiding the startup process for all HR operations
• Worked with management to create HR policies and procedures
• Performed new hire orientation, pre-badging screening and travel agreements for all job sites.