LORRAINE O'REILLY

• Manage a team of Seven HR employees.
• Followed programs closely to assess effectiveness and make proactive changes to meet changing demands.
• Maintained company compliance with local, state, and federal laws, in addition to established organizational standards.
• Structured compensation and benefits according to market conditions and budget demands.
• Created and implemented forward-thinking initiatives to improve employee engagement.
• Addressed employee conflicts with appropriate urgency, following all corporate procedures.
• Answered employee inquiries regarding health benefits and 401k options.
• Monitored and handled employee claims involving performance-based and harassment incidents.
• Developed incentive program for hiring of and retaining of employees.
• Monitored administration of benefits program to maintain compliance with employee insurance program.
• Conducted exit interviews to better understand reasons why employees were separating from company.
• Maintained human resources regulatory compliance with local, state and federal laws.
• Processed employee claims involving performance issues and harassment.
• Oversaw workers' compensation program for employees injured on job.
• Provided immediate updates to entire employee pool when policies and procedures were altered.
• Conducted company-wide town hall meetings to convey updates.
• Interviewed potential hires, negotiated salaries and benefits and performed reference checks.
• Spearheaded shared governance and collaboration on employee relations, HR administration, collective bargaining agreements and related HR topics.
• Recommended appropriate resolutions to employee relations concerns and handled disciplinary issues and investigations of misconduct.
• Educated employees on company policy and kept employee handbook current.
• Designed and implemented region-wide recruitment, behavior-based interviewing and skill matching procedure, decreasing employee turnover.
• Provided updates on HR policy changes to employees to satisfy compliance and state laws.
• Liaised between multiple business divisions to improve communications.
• Performed administrative and customer service functions by responding to general employee inquiries, addressing employee relations issues and scheduling meetings.
• Managed other HR staff and oversaw completion of tasks and initiatives.
• Evaluated human resources structure and plan for continual improvement and offered individuals professional and personal growth opportunities.
• Met with employees annually for progress reviews and performance assessments.
• Designed robust compensation and benefits packages to attract top employees.
• Participated at strategic and operational level to develop and strengthen human resources services, relationships and mission.
• Coordinated work activities for HR managers, specialists and recruiting agents.
• Collaborated with stakeholders across organization to maintain proper flow of communication and execution of planned initiatives and projects.
• Fostered cross-functional relationships to connect managers and employees and improve overall efficiency.
• Conducted investigations and assisted with handling employee complaints involving Affirmative Action and EEOC to promote equitable workplace.
• Developed succession plans and promotion paths for staff.
• Directed hiring and onboarding programs for new employees.

· Develop strong employee relations by providing frequent communication, responding to employee feedback, and ensuring fairness in the workplace.

· Serve as a direct contact for employees regarding benefits, insurance and payroll.

· Responsible for the development and implementation of benefit plans to include education & communication with employees of the various benefit plans.

· Administer company policy, answer employee questions, and interpret policy as needed.

· Serve as HIPAA officer for all company locations.

· Coordinate the recruitment and new hire orientation process, in conjunction with supervisors, for all positions; work closely with Temporary Staffing Companies for new hires.

· Work directly with the Payroll Clerk, Managers, Supervisors, and Safety on such communications as terminations, new hires, disability, worker’s compensation, and changes to withholding, premium changes, and time sheet changes.

· Work with Safety Manager on any Safety/HR related investigations, disciplinary and corrective actions for all safety infractions.

· Handle all employee leave of absences including Short Term & Long-Term Disability.

· Ensure FMLA compliance for all employees.

· Manage manual and electronic documents, files, and records (e.g., background information, personnel files, benefit documentation, etc.)

· Coordinate COBRA administration.

· Track and report vacation time for all Exempt employees.

· Support the administration of the 401(k) plan: a fiduciary on the 401k committee.

· Work with employees on retirement decisions.

· Education to employees on pension plan.

· Coach employees on SS and Medicare benefits.

· Work closely with Safety Manager on all workers compensation claims.

· Complete all OSHA documentation for posting purposes annually. Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records; representing the organization at hearings under the direction of the Stewardship Manager and the Senior Leadership Team. Work closely with Managers and Supervisors on progressive disciplinary actions and verbal coaching. Guide managers on the next step.

· Handle all terminations, separation of employment, resignations, restructuring responsibilities. Ensure legal compliance by working with corporate employment attorney. Guide managers on performance improvement plans for their staff. Safety on such communications as terminations, new hires, disability, worker’s compensation, and changes to withholding, premium changes, and time sheet changes. Work with Safety Manager on any Safety/HR related investigations, disciplinary and corrective actions for all safety infractions. Handle all employee leave of absences including Short Term & Long-Term Disability.

· Ensure FMLA compliance for all employees.

· Manage manual and electronic documents, files, and records (e.g. background information, personnel files, benefit documentation, etc.)

· Coordinate COBRA administration.

· Track and report vacation time for all Exempt employees.

· Support the administration of the 401(k) plan; a fiduciary on the 401k committee. Work with employees on retirement decisions.

· Education to employees on pension plan.

· Coach employees on SS and Medicare benefits.

· Work closely with Safety Manager on all workers compensation claims.

· Complete all OSHA documentation for posting purposes annually.

· Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records; representing the organization at hearings under the direction of the Stewardship Manager and the Senior Leadership Team.

· Work closely with Managers and Supervisors on progressive disciplinary actions and verbal coaching.

· Guide managers on the next step.

· Handle all terminations, separation of employment, resignations, restructuring responsibilities. Ensure legal compliance by working with corporate employment attorney.

· Guide managers on performance improvement plans for their staff. Provide mediation for supervisors and employees in issues & problem solving for the purpose of reaching resolutions that provide for a healthy and safe work environment. Monitor attendance for all exempt employees.

· In conjunction with the Stewardship Manager, work towards standardization of benefit plans and policies within the organization as needed.

· Travel to all location sites as needed throughout the U.S. Oversaw all HR needs for [350]-employee operation across [10] locations.

· Reviewed job applications to identify, vet and recommend optimal candidates.

· Counseled leadership and offered actionable initiatives to reduce compliance-related issues addressing equal employment opportunity and sexual harassment.

· Maintained work structure by updating job requirements and job descriptions for all positions. Maximized team knowledge and productivity by effectively training, monitoring and directing employees in application of best practices and regulatory protocols.

· Maintained current understanding of state and federal policies such as EEO and ADA.

• Labor relations, contract interpretation, grievance, negotiations
• Transactions
• FMLA

• Hiring process (full cycle recruitment), classification, compensation, FLSA status, pre-employment process, strategic talent planning and retention
• Ensure standard operating procedures are documented and in place to help training and development of new staff and ensure consistency of handling vacancy filling service to all divisions
• Ensure compliance with delegated authority, labor contracts, state statutes, administrative procedures, selection, compensation, classification, rule and policies, Affirmative Action plan, etc
• Develop and implement a strategic recruitment strategy to attract the best and diverse talent
• This includes aligning business priorities, shaping and executing talent strategies, managing large scale recruiting initiatives, and maintaining accountability for the successful delivery of talent acquisition services
• Provide strategic consulting and business partnership with all levels of the organization; provide planning and other HR process management services to ensure a comprehensive and efficient HR function
• Project manager for three key projects for the vacancy filling process improvement (Consultation, Recruit and Select, Salary decision, Offer and Pre-employment) from planning phase to implementation and execution of each project;
• Build trust and restored broken relationships with clients, partners, and stakeholders by providing transparency and collaboration, meeting with divisions and understanding their business on a regular basis, and represent HR during division meetings
• Provide HR services in the areas of recruitment, performance management, consultations, labor relations, contract interpretation, provide guidance on grievances, and provide interim leadership to payroll and employee service center staff which consisted of 4 technical staff members
• Provided human resources management services in the areas of full cycle recruitment, selection, job analysis and classification, interpretation and administration of labor contracts and plans
• Ensured compliance with the Affirmative Action Plan; ensure internal equity within the organization
• Managed and monitored the creation of vacancy postings, monitored and advised supervisors on applicable regulatory requirements, policies and procedures; conducted job analysis and job document audit classification decisions.

• Develop strong employee relations by providing frequent communication, responding to employee feedback and ensuring fairness in the workplace
• Serve as a direct contact for employees regarding benefits, insurance and payroll
• Responsible for the development and implementation of benefit plans to include education & communication with employees of the various benefit plans
• Administer company policy, answer employee questions, and interpret policy as needed
• Serve as HIPAA officer for all company locations
• Coordinate the recruitment and new hire orientation process, in conjunction with supervisors, for all positions; work closely with Temporary
• Staffing Companies for new hires
• Work directly with the Payroll Clerk, Managers, Supervisors, and Safety on such communications as terminations, new hires, disability, worker’s compensation, and changes to withholding, premium changes, and time sheet changes
• Work with Safety Manager on any Safety/HR related investigations, disciplinary and corrective actions for all safety infractions
• Handle all employee leave of absences including Short Term & Long Term Disability
• Ensure FMLA compliance for all employees
• Manage manual and electronic documents, files, and records (e.g
• Background information, personnel files, benefit documentation, etc.)
• Coordinate COBRA administration
• Track and report vacation time for all Exempt employees
• Support the administration of the 401(k) plan; a fiduciary on the 401k committee
• Work with employees on retirement decisions
• Education to employees on pension plan
• Coach employees on SS and Medicare benefits
• Work closely with Safety Manager on all workers compensation claims
• Complete all OSHA documentation for posting purposes annually
• Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records; representing the organization at hearings under the direction of the Stewardship Manager and the Senior Leadership Team
• Work closely with Managers and Supervisors on progressive disciplinary actions and verbal coaching
• Guide managers on the next step
• Handle all terminations, separation of employment, resignations, restructuring responsibilities
• Ensure legal compliance by working with corporate employment attorney
• Guide managers on performance improvement plans for their staff
• Provide mediation for supervisors and employees in issues & problem solving for the purpose of reaching resolutions that provide for a healthy and safe work environment
• Monitor attendance for all exempt employees
• In conjunction with the Stewardship Manager , work towards standardization of benefit plans and policies within the organization as needed
• Travel to all location sites as needed throughout the U.S
• Oversaw all HR needs for [Number]-employee operation across [Number] locations
• Reviewed job applications to identify, vet and recommend optimal candidates
• Counseled leadership and offered actionable initiatives to reduce compliance-related issues addressing equal employment opportunity and sexual harassment
• Maintained work structure by updating job requirements and job descriptions for all positions
• Maximized team knowledge and productivity by effectively training, monitoring and directing employees in application of best practices and regulatory protocols
• Maintained current understanding of state and federal policies such as EEO and ADA.