JOLENE JOHNSTON SHRM-CP

Full-Time | 40 Hours per Week

• Perform general HR tasks and functions
• Build and maintain HR relationships with staff and leaders
• Act as HR representative for State of Arkansas Union investigations and grievances
• Collaborate with leaders and across functions to align HR and organizational objectives
• Act as neutral party in HR employee relations and investigations for both Union and Non-Union staff, providing recommendations and guidance
• Track metrics and survey data to make recommendations to leaders regarding data results, including retention, engagement, productivity, and training
• Assist employees with general HR inquiries, benefits, leave, compensation, and policy
• Communicate data and market initiatives at leadership meetings, by delivering excellent oral and written communications, including creating and presenting presentations.
• Identified HR training needs and conducted training for employees and leadership while recommending approaches to effect continual improvements in business objectives, productivity and within company to reach business goals.
• 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.
• Collaborated with legal and compliance teams to review paperwork, obtain feedback and procure available information for new training processes.
• Streamlined HR efficiencies, coordinated new hire orientations and provided on-boarding and training for new employees.
• Promoted and enabled necessary changes to align operations with strategic plans.
• Resolved under staffing issues, disputes, employee terminations and disciplinary procedures.
• Collaborated with leadership to assess and improve policies across board.
• Conducted exit interviews with employees leaving company to gauge areas of success and opportunities for improvement.
• Instructed senior leaders on appropriate employee corrective steps.
• Created and implemented forward-thinking initiatives to improve employee engagement.
• Facilitated communication and coordination between employees and management to keep parties informed.
• Worked as effective team member while contributing to local and national HR projects, ie: COVID AI Technology, New Hire Retention Task Force.
• Utilized compliance tools, corrective actions and identification of deficiencies to mitigate audit risks.
• Provided resolution to complex and confidential issues.
• Provided guidance on policies and procedures to harmonize responses, provide appropriate investigation actions and reach resolution of grievances.
• Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.
• Educated management on successful policy implementation and enforcement actions to prevent employee legal entanglements.
• Promoted from HR Business Partner to Sr. HR Business Partner 09/05/2021.

Full-Time | 40 Hours per Week

• Process employment screening, including references and employment/education verifications.
• Interview and determine employee selections.
• Manage, direct, lead, and guide organization.
• Oversee day-to-day administrative and operational functions.
• Maintain government and private contracts.
• Manage consumer disputes and complaints.
• Create and maintain company wide policies and procedures.
• Audit both internal processes and external end-users and vendors.
• Provide strategic business counsel to CEO and President.
• Spearheaded cross-functional initiatives across departments to achieve business goals for bottom-line profits.
• Increased company growth through collaboration with sales and marketing departments.
• Established performance goals for department and provided methods for reaching milestones.
• Hired and managed employees to maximize productivity while training staff on best practices and protocols.

Full-Time | 40 Hours per Week

• Complete human resource activity and maintain employee relations while abiding by organizational policy and Federal and State laws including Union and Non-Union positions
• Recruitment: Open positions, post job requisitions in ATS and job boards, actively recruit, candidate pre-screening, perform interviews, reference checks, and background checks
• Schedule New Hire orientation
• Assist candidates and staff with general HR and benefits questions
• Manage and track onboarding process for all new hires
• Process and track all internal staff moves and promotions
• Engage and partner with hiring managers and leaders to successfully meet assigned business unit hiring needs
• Develop innovative recruitment strategies and manage end-to-end, effective, and efficient hiring activities of assigned requisitions
• Coordinate and track all recruiting and hiring activities, including maintaining HR applicant tracking and related systems and reporting TA metrics
• Provide consultation, coaching, and guidance related to interview skills and hiring processes
• Screen applicants for required job competencies and educational requirements
• Provide qualified candidates to hiring managers and assist in hiring process
• Proactively generate candidate pipeline through range of sourcing channels for open requisitions
• Attend job fairs and develop relationships/maintain contact with employment agencies, colleges, universities, and other organizations for recruiting purposes.
• Cooperated with company leaders in change management and talent solutions to gain competitive edge in job market.
• Leveraged artificial intelligence, employee referrals, direct sourcing, Internet applications and recruitment agencies to source candidates for positions.
• Developed and maintained strong working relationships with executives, HR team and hiring managers to foster partnerships that produced consistent results.
• Created on-boarding solutions to tailor options for various hiring needs.

Full-Time | 40 Hours per Week

• Present and track all new hire orientation and training.
• Complete and track pre-hire screening.
• Manage and track team members and staff position movement within the plant.
• Provide general employee training and assistance, including sexual harassment, safety, union awareness, product, and skill-specific training.
• Manage Aisin University training program, including course work, scheduling, and data tracking.
• Act as a new hire liaison providing overall assistance.
• Manage on-boarding and off-boarding team members and staff within human resources data management system - MQ1
• Provide employee site tours and history of manufacturing facilities.
• Conducted orientation sessions to assess skill levels and areas of strength and weakness.
• Documented participation and evaluated learning for each participant.
• Assisted in analyzing and assessing training and development needs for organizations, departments and individuals.
• Assessed skill gaps for employees and developed training courses to meet identified needs.

Full-Time | 40 Hours per Week

• Manage overall human resource activity.
• Recruitment- place open positions on job boards, actively recruit, candidate pre-screening, schedule interviews, perform interviews, create offers, reference checks, and background checks.
• Create orientation schedules, provide new hire training, and maintain Red Letter University training courses.
• Process employees through eVerify portal, and maintain I9 records.
• Manage and act as mail point of contact for company benefits, leave, and payroll.
• Manage company schedule and process time and attendance records.
• Create and manage employee performance evaluations.
• Create HR based reports for leaders and the executive team.
• Investigate employee complaints, issues, conduct.
• Maintain employee files, including independent contractors.
• Provide management and departmental employee relations assistance.
• Process employee expense reports and reimbursement requests.
• Manage employee off-boarding functions, including exit interviews and COBRA.
• Coordinated immigration process for visa and green card applications to support mobility requests for domestic and international long and short-term assignments.
• Monitored and handled employee claims involving performance-based and harassment incidents.
• Managed employee disputes by employing conflict resolution techniques.
• Implemented standardized programs and policies, driving smooth operations, employee retention and engagement.
• Advised decision-makers on complex and confidential matters ranging from performance management to employee relations issues.
• Led decision-making and implementation of HR policies, procedures, programs and functions.
• Recommended, initiated and finalized HR actions regarding faculty and staff position management, compensation, and employment postings, hiring proposals and new hire on-boarding.
• Oversaw legal compliance with federal, state and local laws and regulations in addition to compliance with company policies and procedures.
• Facilitated on-boarding sessions and on-the-job training for new hires, bolstering employee job position knowledge and skill set.
• Conducted company-wide town hall meetings to convey updates.

Full-Time | 40 Hours per Week

• Direct overall human resource activity.
• Responsible for recruitment, hiring, new hire orientation, and all aspects of on-boarding.
• Manage employee investigations, coaching, performance improvement plans, and corrective action.
• Responsible for introductory and annual performance appraisals.
• Managed employee benefits and 401K plans.
• Created training programs, then implement and track all employee training.
• Maintain knowledge of current employment and labor laws
• Work with employment attorneys regarding employee issues and legal updates
• Managed unemployment claims and state/federal audits
• Direct organizational meetings with staff and executive officials
• Created, maintained, and uphold all employee-related policies and procedures
• Manage annual audits, training, and screening.
• Process commission reports, calculate bonuses, and process payroll submissions
• Responsible for managing employee separation process, including exit interviews.
• Completed financial reports to inform managers and stakeholders.
• Investigated daily variances and corrected errors to resolve discrepancies.
• Developed and updated policies and procedures, maintaining compliance with statutory, regulatory and local, state and federal guidelines.
• Verified timekeeping records and handled any discrepancies with employees.
• Reviewed personnel records to determine names, rates of pay, occupations of new hires and changes in wage rates.
• Built successful referral network of company representatives, third-party administrators and benefits providers.
• Organized positions by factors such as salary and status to develop effective categories and operational strategies.
• Updated personnel handbooks and individual records to keep filed accurate and detailed.
• Advised managers and employees on state and federal employment regulations, collective agreements and classification programs.