Kevin Felder

• Establish and maintain relationships with hiring managers to stay abreast of current and future hiring and business needs.
• Perform searches for qualified candidates according to relevant job criteria, using computer database, networking, Internet recruiting resources, cold calls, media and employee referrals.
• Oversee pre-employment process, as well as prepare and approve offer packages
• Ensure onboarding process is managed for new team members to meet appropriate deadlines and through life cycle of employment
• Manage recruiting platform & all ads on job boards such as CareerBuilder, Indeed, LinkedIn, etc.
• Provides guidance and counsel to management team regarding talent acquisition strategies, guidelines, procedures, and programs.
• Consults with clients throughout course of search to proactively provide updates, facilitate candidate debrief discussions and recommend course corrections.
• Keeps clients abreast of recruiting activities; ensures they are aware of trends and challenges; and maintains consistency in candidate assessment process, recommending assessment approaches as needed.
• Engages business in workforce planning discussions to identify both long term and temporary staffing solutions based on organizational goals and objectives
• Partners with business leaders and HR Business Partners across company to develop position profiles, candidate profiles, sourcing strategies and assessment plans specific to given requisition/position.
• Conducts new-employee orientations.
• Conducts exit interviews, analyzes data and makes recommendations to management team for corrective action and continuous improvement.
• Maintains all employee and applicant documentation as dictated by governing agencies.

Development of the Human Resources Department

• Participate in development and administration of human resources plans, policies, and procedures for all company personnel.
• Ensure employee handbook on policies and procedures is prepared and maintained.
• Maintain department records, reports, and employee directory.
• Perform administrative tasks, including but not limited to monitoring / tracking of trademark activity, corporate credit cards, and notary functions.
• Maintain employee files and records in electronic and paper form
• Maintain employee database in Oracle HRIS, Taleo and Workday HR produce reports as require
• Maintain all government required logs; i.e., EEO, AAP, New Hire, Ad and Termination logs and ensures federal, state and local compliance regulation

Training and Development

• Oversee training and development for all levels of employees.
• Ensure new employee training, onboarding, and management development is implemented effectively.
• Assist with creating planning training and development initiatives

Recruitment

• Responsible for recruiting effort for all exempt, nonexempt, and temporary employees.
• Onboard all employees through HRIS software.
• Support internal recruiting process by sourcing, screening resumes, scheduling interviews as needed

Employee Performance Evaluation

• In collaboration with executive management, implement effective performance assessment designed to measure individual employee performance.
• Monitor employee morale and company culture

Employee Relations

• Administer company policies related to compensation, benefits, employee relations, training, and health and safety programs.
• Participate in safety committee and continually promote safe and healthy workplace.
• Manage employee engagement programs; Food truck, farm co-op, etc.
• Handle all employee Leaves

Compensation

• Implement and annually update compensation program and job descriptions as necessary.
• Conduct annual salary surveys, analyze compensation, and monitor performance evaluation program. Revise program as necessary.
• Responsible to manage all unemployment and worker’s compensation claims.

Benefits

• Ensure administration of benefits, annual wellness fair and claims resolution.
• Participate in annual re-evaluation of benefits policies for cost-effectiveness.
• Administer health benefit plans, reviewing monthly reports, and coordinating annual Open Enrollment

Law and Worker’s Compensation

• Ensure compliance with all federal, state, and local employment laws.
• Responsible for compliance with all FMLA rules, regulations, and tracking.
• Minimize exposure to lawsuits.
• Manage Worker’s Compensation claims.
• Process and manage all Workers Compensation claims and reports

Problem and Conflict Resolution

• Resolve employee grievances, provide mediation as neutral party, and recommend counseling services as needed.
• Investigate employee infractions and recommend disciplinary actions as needed.
• Precisely document employee conflicts, problem resolutions, disciplinary actions, and conclusions.

HR Business Partner Role

• 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.
• 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.
• Liaised between multiple business divisions to improve communications.
• Acts as consultative business partner to Operations in order to ensure effective alignment of HR partnership with strategic organizational objectives. Has clear understanding and knowledge of business operations, culture and goals
• Provides day-to-day talent and performance management guidance to all levels of staff (coaching, counseling, human capital development, disciplinary actions) in order to assess and minimize legal risk with effective follow through and resolution
• Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations including hotline complaints and other state and regulatory agencies
• Serve as trusted advisor to C level Leadership, providing sound business guidance around human capital issues. Build reputation as credible and value-added member of Pathways Human Resources Team demonstrating highest level of integrity and ethics
• Conducts ongoing training for compliance, development and policy implementation
• Conducts exit and stay interviews and provides monthly reporting to identify trends and areas of concern
• Proactively mitigate current and future legal risk through continuous assessment
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with Legal department as needed/required. Ensures compliance with Federal, State and Local requirements.
• Interprets, recommends and effectively communicates HR practices, policies, procedures and initiatives and makes best practice change recommendations for business alignment purposes
• Collaborate with Operations and other HR leaders/business partners to drive coherent enterprise culture based on shared set of values and company mission
• Monitors all state level/enterprise wide retention initiatives including tracking data, provides recommendations, solutions and pivoting as needed to drive low turnover and employee engagement
• Partner with HR Team for various compliance audits including FLSA, compensation and systems data integrity
• Responsible for responding to unemployment claims and subpoenas. Gather documentation in coordination with field management. Assist with preparation and attendance at unemployment hearings
• Monitor leave administration, workers compensation and/or ADA to provide guidance as needed
• Assists employees and managers regarding general issues pertaining to benefits, terminations, policy interpretation, and other HR products and deliverables.
• Maintains internal HR databases (i.e., tracking sheets, performance appraisal logs, and corrective action logs).
• Participates in staff meetings and works to expand level of knowledge in all HR disciplines through on-job training, in-house training, self-study, and outside training as available.
• Ensure consistent and timely management of employee leaves (STD, LTD, Workers Comp, FMLA); strong understanding of reasonable accommodations and interactive process; prepare and tailor written correspondence as well as maintain all documentation that accompanies management of interactive process.

Recruiter Role

• Devised hiring and recruitment policies for 5000-employees
• Streamlined HR efficiencies, coordinated new hire orientations and provided onboarding and training for 5000 new employees.
• Coordinated with IT team leaders to forecast hiring needs and department goals.
• Sourced and selected applicants for technical positions within company.
• Lead programs and projects such as climate surveys, job descriptions, compensation model review, etc
• Conducts exit and stay interviews and provides monthly reporting to identify trends and areas of concern
• Assists in managing employment and onboarding process, including following: posting and distribution of open positions, assist field with writing and placing advertisements, facilitation of pre-employment background screening and assistance with on-boarding, new employee orientation, and designated training.
• Create new and edit previous Job Descriptions and Job Ads for hiring needs
• Use sites like LinkedIn, ZipRecruiter and Indeed to research potential candidates and post available positions
• Contact potential hires about open positions and conduct screenings of candidates
• Explain requirements, duties, and responsibilities of open positions, as well as benefits of position
• Assess candidates to determine their fit for position
• Create and maintain interview reports on each screened and interviewed candidate
• Create shortlist of potential hires and present information to Hiring Managers and other directors and managers for review
• Schedule interviews
• Assist in any final needs of hiring process requested by corporations’ managers such as call references, obtain transcripts, collect additional information, etc.
• Develop and maintain relationships with individuals in industry for purposes of future hiring
• Meet with department managers to determine their team’s technical needs
• Develop and implement programs/practices for attracting talent/candidates
• Investigate and determine employee needs
• Develop sustainable talent acquisition and hiring plans and strategies
• Design, plan and execute employer branding activities
• Encourage employees to be brand ambassadors
• Plan employee referral programs
• Use HRIS, Recruitment Marketing tools
• Source and find candidates qualified for open positions
• perform analysis of hiring needs and provide employee hiring forecast
• Find bottlenecks in recruiting process
• Perform candidate and employee satisfaction evaluations and workshops
• Plan procedures for improving candidate experience
• Suggest measures for improving employee retention
• Lead, oversee and supervise members of recruiting team
• Use sourcing methods for hard-to-fill roles
• Attend career and college fairs, and similar events
• Determine HR and recruiting KPIs
• Create and present KPI reports

HR Manager Role

• Evaluated employee onboarding programs and presented strategic improvement recommendations to CEO and board.
• Motivated employees through special events and incentive programs.
• Processed employee claims involving performance issues and harassment.
• Implemented performance reviews and motivational strategies to elevate HR team results.

Employee Relations

• Counsels, develops, and champions policies that supports positive employer-employee relationship, promotes high level of employee morale, and provides environment conducive to employee satisfaction and productivity.
• Advises location leadership teams on employment issues, performance counseling, and progressive discipline system, including managing and resolving employee relation investigations as needed.
• Helps drive employee engagement and safety initiatives and processes which positively impact employee engagements at assigned locations.
• Coordinate’s reward and recognition efforts for both hourly and exempt level staff.
• Continuously monitors employee morale and concerns and recommends or designs programs to positively impact.
• Provides support of employee relation activities such as employee recognition events when needed.

HR Policy Administration

• Executes company Human Resources policies and strategies at location level.
• Participates in development and implementation of company-wide Human Resources policies and practices and ensures consistent application of those policies and practices with company standards.
• Partners with management to communicate Human Resources policies, procedures, programs and laws.
• Provides advice, assistance and follow-up on company policies, procedures, and documentation.
• Facilitates and/or coordinates compliance and regulatory training for all employees such as harassment prevention etc.
• Conducts internal audits of HR policy and procedure application.
• Serve as link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.

HR Core Processes

• Provides oversight and guidance for all HR core processes and procedures to ensure consistency and follow-through, including managing daily transactions.
• Develops, coordinates, and administers local and state wage surveys for manufacturing hourly positions in manufacturing and general market.
• Administers health and wellness plans, including enrollments, changes, and terminations.
• Processes required documents through payroll and insurance providers to ensure accurate record-keeping and proper deductions occur.
• Performs customer service functions by answering all employee requests and questions.
• Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
• Maintains filing system for appropriate personnel and employee benefit documents.
• Submits online investigation requests and assists with new employee background checks.
• Reconciles benefits statements, adds/removes current and former employees.
• Conducts audits of payroll, benefits, or other HR programs and recommends corrective action.
• Assists with preparation of performance review process.
• Assists with terminations and processing of terminations.
• Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
• Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes.

Recruiting, Staffing & Retention

• Coordinates recruiting efforts with location leadership to ensure proper exempt and non-exempt staffing levels within locations, including development of employment advertisements and/or working with staffing agencies as needed.
• Maintains professional relationship with recruiters and agencies to ensure high level of service and manages contracts.
• Ensures support of staffing plans that achieve company objectives related to turnover, retention, and promotional placement.
• Conducts new hire orientation training on Human Resources subject matter.
• Conducts Human Resources policy and procedure training with new managers and supervisors.
• Oversees recruiting and selection process by managing recruiting metrics for assigned locations.
• Assists with recruitment, interview, and onboarding process. Tracks status of candidates in HRIS and responds with follow-ups at end of recruitment.
• Plan and conduct new employee orientation, drug screenings and background checks.
• Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits.
• Identify staff vacancies and recruit, interview and select applicants.
• Help analyze training needs to design employee development, language training and health and safety programs.
• Manage full-cycle recruiting, hiring, and placement of talented teachers, staff and leaders across network
• Develop and nurture external partnerships necessary to create robust talent pool
• Work closely with Director, Communications to foster alignment of recruitment messaging and marketing strategies to meet recruitment goals
• Create sustainable and replicable hiring strategies, policies, processes, and tools to support and facilitate hiring of qualified candidates
• Execute onboarding program during employees' first three months that produces new employees who understand our mission and values, our history, our brand, our product, and our customers.

Health, Safety & Workers Compensation

• In partnership with Director of Safety, partners closely with leadership of assigned locations to champion and promote manufacturing safety strategies that protect welfare of employees by helping to create energy, enthusiasm, and passion at all levels for workplace safety and injury prevention.
• Manages administration of leave of absence process and workers compensation according to State guidelines, including coordinating medical visits associated with work-related incidents, initiating and completing associated paperwork (i.e. first reports, medical bill submittal), and providing correspondence to applicable parties.
• Coordinates, monitors and documents transitional duty process for effective return-to-work results, including administration of Reasonable Accommodation Process.
• Conduct annual Hiring Manager Training, including training hiring managers on use of our ATS
• Helped department leaders devise ways to fairly assess employee performance and develop improvement plans.
• Developed promotional paths and succession plans.
• Created programs to reduce turnover and improve employee engagement in daily business process.

Company & Community Relations

• Assists in supporting proactive community relationships by championing routine involvement in community events.
• Ensure our brand as employer of choice penetrates deeply into community in most professional manner.

Total Rewards

• Compensation Design and Administration
• Manages the development, implementation and administration of compensation programs.
• Monitors the effectiveness of existing compensation practices and recommends changes that are cost-effective and consistent with compensation trends and corporate objectives.
• Provides advice to corporate staff on pay decisions, policy interpretations, and job evaluations.
• Designs creative solutions to specific compensation-related programs and incentive plans.
• Develops techniques for compiling, preparing and presenting data.
• Oversees the participation in salary surveys and monitors salary survey data to ensure corporate compensation objectives are achieved.
• Ensures compliance with federal, state and local compensation laws and regulations.

Benefits Design and Administration

• Recommends benefits programs to management by studying employee requirements and trends and developments in benefits offered by other organizations.
• Supports management’s decision making by analyzing benefit options and predicting future costs.
• Identifies benefit options by studying programs; obtaining advice from consultants.
• Maintains benefit records by developing recordkeeping systems; initiating new-hire benefits; recording changes.
• Resolves employee questions and problems by interpreting benefit policies and procedures.
• Expedites delivery of benefits by maintaining relationships with broker and vendors
• Reconciles benefits accounts by approving billing statements.
• Maintains professional/technical knowledge by attending workshops; reviewing professional publications; establishing personal networks; participating in professional societies.
• Achieves financial objectives by preparing the benefits and department operational budgets; scheduling expenditures; analyzing variances; initiating corrective actions.
• Prepares special reports by collecting, analyzing, and summarizing information and trends.

401(k) Plan Administration including, but not limited to:

• Ensuring the Plan is administered in compliance with ERISA regulations
• Actively partnering with third party compliance auditors in the annual external audit process
• Managing relationship with the Third-Party Administrator and Plan Advisor
• Participating in the 401(k) Committee to ensure proper fiduciary oversight and identify Plan enhancements to remain competitive in the talent marketplace.

Talent acquisition functions including, but not limited to:

• Developing job-specific interview guides
• Conducting interviews with prospective candidates
• Partnering with and counseling hiring managers throughout the interview process, up to and including job offer development

Employee relations functions including, but not limited to:

• Counseling managers on employee relations and employee development, assisting in the corrective action or Performance Improvement Plan (PIP) process as necessary
• Acting as the point of contact for addressing employee concerns
• Conducting internal investigations into potential ethical or legal violations, recommending corrective action to leadership as required
• Implements, maintains, and reviews payroll processing systems to ensure timely and accurate processing of payroll transactions including salaries, benefits, garnishments, taxes, and other deductions.
• Ensures compliance with federal, state, and local payroll, wage, and hour laws and best practices. Keeps up to-date with proposed and pending legislation.
• Works closely with Senior Field Leadership to ensure full understanding and implementation of all requirements under our various collective bargaining agreements.
• Ensures the timely, accurate submission of payroll to ADP
• Key member of working group to resolve any system-related issues. Participates in the implementation of new applications and/or upgrades to our existing ERP.
• Collaborate with the People Team and Leadership on all payroll related projects, workflows and inquiries.
• Identifies areas for improvement and streamlining.
• Provides guidance, coaching and training opportunities to enhance the technical knowledge of all team members.
• Ensure compliance with all applicable wage and hour laws
• Assist in processing payroll for both hourly and salaried employees ensuring deadlines are met
• Build systems to process payroll account transactions
• Research and resolve payroll-related discrepancies with employees
• Prepares reports for managers and HR staff as needed
• Review and streamline current processes including system design.
• Assist in implementation of effective and efficient payroll processes
• Assist in creating and documenting new payroll procedures
• Involvement in month end procedures
• Drive and demonstrate measurable improvements through key performance indicators and other Operational metrics
• Participate in payroll quarter end and year end functions