Kimberly Hawkins

Benefits Administration:

• Managing enrollments, determining employee eligibility, and handling all benefit compensation and reimbursement procedures.
• Processing enrollments, changes, and terminations of employee benefits.
• Collaborate with payroll and ensure that employer contributions and payroll deductions are processed accurately and in a timely manner.

Compliance:

• Create organizational policies, including anti-discrimination and harassment policies, sick leave, pay schedules, and dress code acknowledgements.

Recruiting:

• Improved quality of hiring decisions by working with hiring managers on new comprehensive employment selection processes.
• Spearheaded talent acquisition, playing instrumental role in building and retaining high-caliber teams.
• Facilitated initiative to address disparities in hiring racial and ethnic minority applicants.
• Facilitated criminal background check process for new hires.

Employee Relations:

• Served as a liaison between employees and management, addressing concerns or questions to promote open communication and maintain trust.
• Met with staff to resolve difficult situations related to performance and conflict management.
• Collect data metrics from job satisfaction and areas such as pay, engagement, and career development for reasons related to uprising conflict.
• Appraised employee work results by training managers to coach and discipline employees.
• Resolved employee complaints and grievances successfully through mediation and collaboration.

Talent Management/ L&D:

• Developed and monitored employee recognition programs.
• Worked alongside global business leader to deploy new training strategies.
• Coached managers through employee engagement, documentation, discipline and performance improvement plans.
• Implemented performance management systems, fostering a culture of continuous improvement and professional development.
• Developed training programs tailored to address specific skill gaps within the workforce, improving overall productivity levels.
• Supported strategic workforce planning by conducting in-depth job analysis and developing job descriptions.
• Served as liaison between employees and management, addressing concerns or questions to promote open communication and maintain trust.
• Improved organizational culture and morale through implementation of employee engagement initiatives.
• Ensured legal compliance by staying current with federal and state regulations, reducing potential risks to the company.
• Managed talent acquisition process, resulting in improved candidate quality and faster time-to-fill ratios.

Onboarding & Recruitment:

• Coordinated onboarding processes, providing new hires with a smooth transition into the company culture.
• Established key performance indicators for the department, monitoring progress towards targets regularly.

Payroll Administration:

• Handled complex payroll situations such as back-pay calculations, garnishments, and overtime payments with accuracy and professionalism.
• Streamlined payroll processes by implementing efficient software and automation tools by using ADP Workforce Now.

Benefits Enrollment:

• Coordinated and administered employee health insurance and retirement plans.
• Conducted comprehensive market research to stay informed of industry trends, ensuring competitive benefits offerings.

Compliance:

• Reviewed, revised and updated compliance policies and procedures to confirm continual compliance with applicable laws.
• Followed facility policies, OSHA safety rules and HIPAA regulations to maintain legal compliance.

Systems & Implementation:

• Maintained human resources information system and kept employee files up to date and accurate.

Scheduling:

• Scheduled, coordinated and confirmed appointments and meetings.
• Sorted, received, and distributed mail correspondence between departments and personnel.
• Organized, maintained and updated information in computer databases.

Phone Systems:

• Enhanced customer satisfaction by efficiently handling incoming calls and addressing inquiries.
• Maintained professionalism and courtesy while managing high call volumes during peak hours.
• Used company's paging system to immediately contact specific personnel.

Filing:

• Handled sensitive customer information with confidentiality, adhering to company privacy guidelines.

Guest Relations:

• Increased guest retention by maintaining a welcoming and organized reception area.
• Resolved customer problems and complaints.

Policy/ Compliance:

• Championed the development of an updated employee handbook which clarified company policies for all team members.

Onboarding:

• Coordinated onboarding processes, providing new hires with a smooth transition into the company culture.
• Completed background and reference checks to facilitate hiring and onboarding of employees.

Filing:

• Maintained human resources information system and kept employee files up to date and accurate.
• Sorted and organized files, spreadsheets, and reports.

Miscellaneous:

• Managed social media accounts to boost company visibility, generating increased interest from prospective clients and customers.
• Supported staff members in their daily tasks, reducing workload burden and allowing for increased focus on higher-priority assignments.
• Interacted with customers by phone, email, or in-person to provide information.
• Prepared project presentations and reports to assist senior staff.
• Supported with creating project marketing materials to promote services.

Onboarding & Offboarding:

• Delivered new employee onboarding and training sessions via Workday.
• Trained new hires to perform cross-training exercises with experienced workers in the sales department.

Employee Relations:

• Managed complex employee relations cases from investigation through resolution while mitigating legal risks.
• Fostered positive work environment through comprehensive employee relations program.

Leadership Development:

• Fostered an inclusive learning environment that supported diverse perspectives and encouraged participants' self-reflection on their leadership styles.
• Conducted needs assessments to identify skill gaps, prioritizing targeted training interventions accordingly.

DEI:

• Increased employee engagement by designing interactive workshops focused on inclusivity principles.
• Championed company-wide initiatives aimed at promoting gender parity in leadership roles.
• Organized cultural sensitivity trainings for employees, fostering an inclusive work culture.

Performance Managements:

• Conducted thorough performance evaluations, providing constructive feedback to drive professional growth within the organization.
• Administered employee recognition programs to boost morale and acknowledge outstanding performance levels.
• Processed employee claims involving performance issues and harassment.