Lisa Rodriguez

• Review, evaluate, and resolve complex Employee Relations issues, while working to create positive and more inspiring work environment companywide
• Integral part of Human Resources Team supporting, Manager level, and above employees throughout all 50 states
• Provides day-to-day performance management guidance and coaching and participate in disciplinary proceedings involving individuals at all levels of organization with emphasis on Manager and above levels
• Investigate employee complaints and issues
• Personally investigated 984 cases in 2023 which ranged from harassment, misconduct, hostile work environment, performance, and attendance
• Ensure employment, labor relations, personnel, and equal opportunity policies and practices complied with applicable provisions of federal and state labor laws
• Create, enhance, modify, and communicate company and department policies nationally and globally when applicable
• Consult with leadership on department wide policy changes
• Foster strong work relationships with legal department to support all employment matters which include litigation, EEOC/agency claims, external attorney communications
• Create and conduct companywide training, examples include Critical Incident Management, Harassment Training, New Policy Rollouts, and other company wide trainings
• Coordinate and consult with leadership to improve leadership skills to include providing training on how to have difficult conversations, issuing corrective action, and proper documentation
• Use Tableau to track and analyze data for trends and provide recommendation to leadership to ensure areas that have issues receive assistance, implement improvement plans and ensure Employee Engagement.
• Achieved successful client outcomes by identifying and addressing their unique needs and goals.
• Stayed informed on industry developments and market trends to gain competitive advantage.
• Provided outstanding service to all individuals, promoting effective, and lasting business relationships.

Primary focus is to serve as escalation point for inbound inquiries received by telephone, electronically and in writing pertaining to employment policies and employee relations questions, issues and concerns that cannot be resolved at Tier One.

• Provided information, interpretation, guidance and counseling to managers and employees on moderately complex issues, employment policies and laws, and recommended course of action as appropriate
• Coached and counseled leaders on performance management, employee development and corrective action
• Documented all activity per established protocols and escalated issues of high risk or high complexity to appropriate Center of Excellence
• Support spanned all disciplines of human resources and all geographic areas where Quest Diagnostics employees exist, requiring deep knowledge of processes, practices and employment policies and laws across all functions in United States.
• Processed over 100 status change forms weekly to include change in job codes, hours,
• Resolved over 20 service requests weekly.

• Primary focus is to carry out daily functions of loan operations of residential loan department by verifying and processing personal loans, participating in underwriting procedures and performing escrow procedures
• Ensured proper services were received by clients by executing policies and procedures that are specific and proficient to goals of company and customer’s satisfaction with organization’s products and services to include analyzing specific methods to assure regulatory fulfillment is in place
• Conducted review of all completed loan files of staff members to ensure that policies and procedures were followed; and files are compliant for Federal Regulation and internal audits
• Hired and supervised staff members and evaluated their performance on regular basis
• Provided training and coaching to staff members to improve on performance
• Frequently meet with staff to discuss work environment to gauge morale, motivation, and efficiency to be able to run smooth and seamless operation
• Meet with upper management to discuss performance of staff members and what action, if necessary, should be taken on any employees not performing.

• Primary focus to be first face of Human Resources for all employees answering any questions regarding benefits, time off, payroll, etc.
• Coordinated and lead new hire orientations, processing paperwork and data entry into Peoplesoft
• Responsible for I9 compliance and verifications
• Ensure compliance with WOTC requirements
• Responsible for processing terminations and complying with Cobra and HIPPA requirements for employees in State of Florida
• Monthly reporting through Business Objects
• Responsible for employee newsletter each quarter, editing, printing, and distributing
• Responsible for employee engagement
• Responsible for inputting Benefits- medical, dental, vision, disability, 401k, employee stock purchase plans and answering any questions regarding benefits, eligibility start dates, etc.