Janella Simpkins

• Recommended successful approaches to help resolve complaints with salaries and classifications.
• Delivered targeted advise on issues such as applicable employment regulations, compensation strategies, and internal systems to help companies update antiquated or ineffective approaches.
• Updated personnel handbooks and individual records to keep filed accurate and detailed.
• Organized positions by factors such as salary and status to develop effective categories and operational strategies.
• Researched most current job trends and made recommendations to management regarding salary compensation.
• Maintained strong working knowledge of Department of Labor's Fair Labor Standards Act and other regulations.
• Prepared and updated job description records for all employees across company.
• Collaborated with recruiters to help develop compensation packages and maintain fair employee pay levels.
• Gathered information about each position and related occupation with employee interviews, field observations, and industry research.
• Researched and analyzed wage, salary and other industry trends.
• Guided managers and supervisors on methods for conducting accurate job evaluations.
• Conducted wage and salary surveys to build competitive compensation plans.
• Administered performance-based incentive and bonus plans, encouraging employee excellence.
• Created detailed job description library for organization and maintained relevance with regular updates..
• Skilled at working independently and collaboratively in a team environment.

The executive summary of what I do: research, implement, and oversee CPA's pay structure while becoming an expert on state government salaries to advise senior members of CPA on what to pay team members at various points of their employment.

My daily tasks are to perform and/or coordinate classification and compensation studies, surveys and requests. Develop and implement policies, procedures, plans and strategies to comply with federal, and State regulations/policies on classification and compensation. I coordinate, develop and present training in relevant areas. I manage the classification and compensation program for staff and management positions. I also provide consulting services, tools and information to management on compensation, organizational design, and workforce planning issues and concerns. Also I monitor classification and compensation practices to ensure internal equity, and to promote CPA’s broader equity initiatives.

Recruitment and Employment
Ensure the compensation program enhances the agency’s ability to recruit and retain personnel, and promotes the agency’s broader equity goals. Work with senior level management to determine recruitment needs and staffing objectives, assist in the development of hiring strategies, job descriptions and job summaries. Attend and coordinate participation in job fairs and various recruitment events.
May provide analysis, expertise, and recommendations for improving staffing operations for the recruiting function.

Of course as with all positions that I hold, I work to continue to expand my knowledge, stay relevant in my field and maintain a high level of transparency/communication.

• Handled on-boarding process for newly hired employees, which included distribution of all paperwork.
• Updated HR database with new employee information, changes in benefits, and other details.
• Managed employee data and privacy to keep employee data confidential per organizational privacy policies.
• Managed payroll and timekeeping to track hours and accurately pay employees.
• Prepared new hire letters, employee contracts, and corporate policies.
• Addressed employee conflicts with appropriate urgency, following all corporate procedures.
• Oversaw hiring, staffing, and labor law compliance.
• Answered employee inquiries regarding health benefits and 401k options.
• Developed and implemented HR policies and procedures to promote clear and consistent approach to managing employees.
• Streamlined HR efficiencies, coordinated new hire orientations and provided onboarding and training for new employees.
• Monitored labor laws and regulations compliance to protect employers from litigations and employees from discrimination and harassment.
• Wrote job postings and job descriptions for boards.
• Pre-screened applications prior to sending to hiring managers for consideration.
• Developed and implemented onboarding and orientation programs for new employees.
• Collaborated with managers to identify and address employee relations issues.
• Partnered with departmental managers to ascertain hiring needs and subsequently provide candidate recommendations.
• Improved office efficiency by effectively managing internal communications and correspondence.
• Advocated for staff members, helping to identify and resolve conflicts.
• Completed human resource operational requirements by scheduling and assigning employees.
• Created and delivered HR training sessions to staff, managers and executives.
• Coordinated implementation of people-related services, policies and programs through departmental staff.
• Generated and analyzed reports to monitor employee engagement and attrition trends.

Keeping the day-to-day items on track is part of what I do. I supervise a wonderful HR administrative team and coordinate efforts to ensure all its tasks are completed to the high standards we have set. At the same time, I am responsible for handling administrative tasks. I’m involved in the recruitment, onboarding, policies, and the numerous special projects.

Being at an agency where PeopleSoft is used, I am one who is sitting at the table to ensure our agency is ready to use various modules for the system. Timesheets, evaluations, applicant tracking; along with training, and job descriptions help keep my day full. Career fairs, interviews, DEI and Employee Relations keep me on my toes.

• Evaluated resumes, interviewed, and presented qualified candidates to hiring managers and solicited feedback to refine recruiting strategy.
• Created and distributed job postings on job boards, corporate career sites and social media networks to increase reach.
• Provided regular updates to hiring managers and HR staff on recruitment activities and progress.
• Conducted telephone and in-person interviews to assess candidate experience and qualifications.
• Developed and maintained applicant tracking system, tracking all job openings, applicants and interviewing activity.
• Utilized social media platforms to source potential candidates and build pipeline of qualified talent.
• Collaborated with hiring managers to determine job requirements and understand departmental needs.
• Sourced and screened candidates for diverse roles and worked with hiring managers to coordinate interviews, offers, and onboarding.
• Developed and maintained strong working relationships with executives, HR team, and hiring managers to foster partnerships that produced consistent results.
• Acted as brand ambassador to educate candidates on culture, career growth, benefits, and advantages of working for company.
• Implemented innovative recruitment strategies to increase number of high-quality job applicants.
• Compiled reports on recruiting activity to illustrate time-to-fill, cost-per-hire, and source of hire.
• Pre-screened resumes prior to sending to hiring managers for consideration.
• Wrote job postings and job descriptions for boards.
• Partnered with departmental managers to ascertain hiring needs and subsequently provide candidate recommendations.
• Collaborated with managers to identify and address employee relations issues.
• Created and delivered HR training sessions to staff, managers and executives.
• Generated and analyzed reports to monitor employee engagement and attrition trends.
• Advocated for staff members, helping to identify and resolve conflicts.
• Train newly hired supervisors, managers and/or HR employees in understanding and using the HR Online Application System (CAPPS Recruit)(previously NEOGOV)).
• Provide Team Lead back-up duties.
• Worked on CAPPS Recruit implementation; User Acceptance Testing.
• CAPPS Recruit Administrator; previously NEOGOV administrator

• Provided guidance to managers and employees on talent management, payroll, FMLA and benefits.
• Handled new-hire orientation and basic recruiting tasks for best-in-class talent identification.
• Met with staff to resolve difficult situations related to performance and conflict management.
• Implemented and supervised orientation procedures for new hires.
• Coached managers through employee engagement, documentation, discipline and performance improvement plans.
• Conducted career fairs, screened resumes and interviewed applicants to build candidate pipelines and enhance company culture.
• Developed and enforced company policy and procedures relating to human resources activity.
• Understood, interpreted and mediated human resources inquiries to support administration of human resources policies, procedures and programs.
• Explained and administered medical insurance, disability and flexible spending accounts.
• Conducted confidential investigations of discrimination, harassment and workplace violence.
• Collaborated with payroll to complete and upload pay data and worked with managers to support proper wage and hour compliance.
• Liaised with Payroll to coordinate and manage employee leaves of absence.
• Delivered strategic workforce planning, benefits administration, labor relations, succession planning and reporting systems.
• Developed and built internal and external relationships with project teams, department managers and consultant teams to improve delivery of HR services.
• Updated key human resource metrics on turnover and terminations using reporting tools on HRMS database.
• Managed change through open communication for addressing employee concerns, allowing for different opinions and publicizing new strategies.
• Improved quality of hiring decisions by working with hiring managers on new comprehensive employment selection processes.
• Provided job placement accommodation recommendations for employees on physician-mandated medical restriction.
• Coached and educated management throughout organization on appropriate guidelines for maintaining legally-compliant workplace.
• Provided advice to leadership on implementation of HR policies and procedures, collective bargaining and union agreements and business rollouts.
• Serves as agency Workers Compensation Claims Coordinator; processes and tracks claims. Reviews and analyzes accident reports and determines causes and costs. Process and maintain Return to Work processes
• Generate, reviews and process requests for personnel actions.
• Troubleshoots internal problems regarding leave to help employees with the Employee Information System
• Process employee verifications.
• Develop and manage the agency Wellness Program; Head up the Wellness Program
• Develop and publish month Wellness Newsletters
• Develop processes, track (iHR)the agency Applicant Tracking System
• Coordinate the agency Training Program, including EEO, Driving and other Safety Training. Serve as the Training Coordinator. Develop Trainings for HR processes and other subject matters such as Benefit Information, Cube Etiquette, Customer Service 101, etc.
• Update and track the agency Driving Records; process new driver's; set up training and process driving check via DPS
• Assist with the leave program-Prepare, review, and maintain technical reports using USPS, and iHR
• Provide EAP information and serve as EAP Coordinator
• Assist in Bill Analysis for Legislative Session-
• Administer Intern/Law Clerk and Volunteer Program
  

• Maintained personnel records and statistical data to establish accuracy and compliance with applicable regulations.
• Fielded employee inquiries related to insurance, pension plan, vacation, sick leave and employee assistance.
• Hired employees and initiated new hire paperwork process.
• Promptly corresponded with applicants and coordinated and conducted interviews.
• Placed advertisements, evaluated applicant credentials, conducted initial interviews and pre-screening assessments.
• Pre-screened resumes prior to sending to corporate hiring managers for consideration.
• Developed and implemented onboarding and orientation programs for new employees.
• Collaborated with managers to identify and address employee relations issues.
• Partnered with departmental managers to ascertain hiring needs and subsequently provide candidate recommendations.
• Improved office efficiency by effectively managing internal communications and correspondence.
• Improved organizational filing systems for confidential employee records, resulting in improved accessibility and efficiency.
• Advocated for staff members, helping to identify and resolve conflicts.
• Maintain HR website using Dreamweaver.
• Prepares spreadsheets to entail dynamics of various HR functions, such as leave usage, and reclassification needs
• Administers the agency's Leave Accounting system using USPS and determines eligibility for specific leave benefits such as Sick Leave Pool, Extended Sick Leave Pool, and FMLA.
• Maintains the Human Resources database using FileMaker Pro.
• Enter Benefits information into PeopleSoft database; ERS online
• Ensures compliance with state, federal, and agency personnel laws and regulations.
• Assists staff with the interpretation of agency personnel policies.
• Administers employment tests.
• Serves as back-up for the Payroll and Benefits Specialist
• Complete Fiscal Year Close for Leave Accounting
• Conduct training for leave issues, and other HR related benefits, programs and services

• Maintained personnel records and statistical data to establish accuracy and compliance with applicable regulations.
• Reviewed and screened applicant applications to identify qualified candidates.
• Assisted with hiring process.
• Explained benefits to plan participants in easy to understand terms in order to educate each on available options.
• Resolved issues and inquiries from plan participants regarding health and welfare benefits and deductions through telephone, email, and in-person interactions.
• Provided guidance to managers and employees on FMLA and Special Leave such Extended Sick Leave Pool, FMLA-FamilyMedical Leave Act, ADA-Americans with Disabilities Act, Military Leave, Emergency Leave, LWOP-Leave Without Pay.
• Liaised with HR and payroll to coordinate and manage employee leaves of absence.
• Managed change through open communication for addressing employee concerns, allowing for different opinions and publicizing new strategies.
• Provided job placement accommodation recommendations for employees on physician-mandated medical restriction.
• Collected and analyzed information to monitor compliance outcomes and identify and address trends of non-compliant behavior.
• Provides technical assistance to timekeeper liaisons and employees on routine leave issues.
• Reviews, enters and corrects leave records in USPS.
• Maintains timekeeping files and records.
• Provides technical assistance to timekeeper liaisons and employees on routine leave issues. Prepares and distributes timekeeping records. Prepares leave reports for docking, overtime, lump sums and longevity pay. Enter applicant tracking information into PeopleSoft database. Verifies prior state service in USPS

• Answered multi-line phone system, routing calls, delivering messages to staff and greeting visitors.
• Restocked supplies and placed purchase orders to maintain adequate stock levels.
• Executed record filing system to improve document organization and management.
• Scheduled office meetings and client appointments for staff teams.
• Received and sorted incoming mail and packages to record, dispatch, or distribute to correct recipient.
• Created and maintained databases to track and record customer data.
• Developed and updated spreadsheets and databases to track, analyze, and report on performance and sales data.
• Carried out administrative tasks by communicating with clients, distributing mail, and scanning documents.
• Researches appropriate computer systems to gather and compile information to process medical bills and to respond to medical providers, contract staff and client agencies.
• Assists with special projects. Maintain spreadsheets, and databases.

• Filed paperwork, sorted, and delivered mail and maintained office organization.
• Conducted new hire orientation to verify completion of appropriate paperwork, recording information on human resources database.
• Answered and redirected incoming phone calls for office.
• Screened applicant resumes and coordinated both phone and in-person interviews.
• Delivered friendly assistance with new hires throughout interviewing and hiring process.
• Created and completed personnel action forms for hires, terminations, title changes and terminations.
• Processed documentation for employee actions such as new hires, grievance resolutions and terminations.
• Updated and maintained employee attendance records.
• Tracked various statistics and kept detailed records to support human resources department.
• Checked references for potential candidates.