Krystal Acosta

• Promoted to Senior HR Business Partner after demonstrating strong expertise in HR practices, leading cross-functional projects including 2 acquisitions and 1 divestiture, also driving strategic initiatives that enhanced organizational growth and employee engagement.

• Partnered with client to drive large scale organization design and execution of re-organization. Develop and implemented a people strategy for organization. Led integration across multiple entities to ensure alignment and strategy execution.
• Accountable for execution of HR programs and processes across multiple entities including implementation of management incentive plan, performance management differentiation, employee classification redesign, diversity and talent management.
• Served as interim HR Manager. Provided support to Business Unit Vice President and Senior Leadership team during organization design.
• Led key Human Resource initiatives (external recruiting, strategic workforce planning, and employee engagement) required to establish a new consultative business unit. Established HR best practices to be used by other business units.
• Partnered with senior leadership to establish and develop corporate and HR policies and procedures.
• Analyzed and reported on employee turnover rates to determine root causes and make recommendations for improvement.
• Fielded employee inquiries related to insurance, pension plan, vacation, sick leave and employee assistance.
• Partnered with departmental managers to ascertain hiring needs and subsequently provide candidate recommendations.
• Developed and implemented onboarding and orientation programs for new employees.
• Oversaw and managed hiring process.

• Developed and implemented HR strategies for assigned client group including performance management, succession planning, employee engagement, diversity and staffing.
• Created an integrated value stream to address gaps in the talent acquisition process.
• Served as focal for several HR initiatives including employee engagement, onboarding, salary planning and workplace safety.
• Determined and recommended employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation
• Liaised between multiple business divisions to improve communications.
• Managed the New Hire orientation process
• Lead and directed an additional HRBP resource to include establishing goals and strategies, developing career path, assisting with Learning & Development, and ensuring accountability of meeting deadlines and quality of work requirements
• Coached, counseled and trained Managers/Supervisors on the new hire process, HRIS usage, employee performance and employee relations issues.
• Administered the compensation program, which includes developing position descriptions, performing job analysis, analyzing salary surveys to monitor internal equity and market competitiveness and monitors the performance evaluation program.
• Collaborated with the management team with a process of organizational planning that evaluated company structure, job design, and personnel forecasting throughout the company.
• 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.

• Held multiple roles with progressive responsibility in Human Resources culminating in a management role responsible for team leadership and oversight of a comprehensive recruitment and employee engagement strategy.
• Developed and executed a comprehensive recruitment strategy focused on achieving staffing targets, reducing time to hire and enhancing diversity.
• Assisted organization in merger of a separate affiliate into one entity.
• Key initiatives included development of a new job descriptions and compensation strategy that appropriately aligned employee salaries with market recommendations.
• Also designed pay for performance system and competitive incentive program.
• Managed the delivery of HR programs and services in the areas of staffing, employee relations, performance management, training and career development.
• Managed strategy for performance evaluation, corrective action and disciplinary measures.
• Supported clients with HR practice development and program creation and handled performance evaluations, job descriptions and salary ranges
• Partnered with senior leadership to establish and develop corporate and HR policies and procedures.
• Developed and maintained positive relationships with external vendors, insurance providers and benefits administrators to establish trust and rapport.
• Conducted workplace compliance training to reduce liability risks and operate effectively.
• Reduced expenses by analyzing compensation policies and implementing competitive programs while ensuring adherence to legal requirements.
• Collaborated with managers to identify and address employee relations issues.

As the HR Representative for this organization, I was proficient in delivering a wide array of HR services and solutions, including recruitment and selection, training and development, performance management, employee relations, benefits administration, HR policies, and legal compliance. I was a proactive team player known for building strong relationships across all levels of an organization and championing HR initiatives that align with business objectives. Adept at navigating complex HR issues, improving operations, and contributing to employee well-being and company culture.