Accomplished Human Resources professional with 9 years of hands-on experience and extensive knowledge of HR metrics for benchmarking, measuring, analyzing, and articulating the value and ROI of HR initiatives, practices, and policies. Adept at guiding, training, and supporting staff in all areas of HR, including performance management, retention, policies and procedures, benefits, leaves, and immigration. Proven ability to develop and implement strategies to increase efficiency and performance. Passionate about driving business growth and creating a positive work environment.
Hi, I’m
Karen Tocarchick, SHRM-CP
Mentor,OH
Summary
Skills
- Coaching and Development
- Succession planning
- Strategic Planning
- EEO and employment law compliance
- Compensation and Benefits
- Employer Branding
- Organizational Development
- Microsoft products, Google Workplace, and HRIS
- Investigations including but not limited to harassment, misconduct, and safety
- Employee life cycle; Attraction Recruitment, Onboarding, Development, Retention, and Separation
Work History
Case Western Reserve Univ
Compensation Specialist
11.2023 - Current
Job overview
- Enhanced company''s ability to attract top talent by conducting thorough market research on industry compensation trends.
- Ensured compliance with federal and state wage laws by regularly reviewing and updating compensation policies.
- Developed comprehensive job descriptions to accurately reflect roles, responsibilities, and necessary skills for successful performance in each position.
- Evaluated job positions within the organization to ensure consistent and equitable pay structures across all departments.
- Provided expert guidance on compensation-related matters to managers during recruitment, promotion, or reassignment processes.
- Analyzed data from internal sources and external benchmarks to continually assess the effectiveness of current compensation strategies.
- Assisted HR department in resolving complex employee issues related to wages, overtime calculations, or classification disputes through careful investigation and analysis of facts.
- Collaborated with recruiters to help develop compensation packages and maintain fair employee pay levels.
- Maintained strong working knowledge of Department of Labor's Fair Labor Standards Act and other regulations.
Case Western Reserve Univ
Assistant Director of HR and Faculty Affairs
08.2022 - 11.2023
Job overview
- Support recruitment of qualified faculty, including search committee orientation and representing the department at meetings with the committee on appointments, promotions, and tenure at the department level (dCAPT).
- Manage career development for all primary department faculty.
- Meet regularly with Chair of the dCAPT to discuss ongoing matters related to faculty success.
- Coordinate faculty requests for professional development.
- Coordinate and issue faculty appointment requests and appointment letters for approval by the School of Medicine (SOM) and the Provost (tenure-track, visitors, adjuncts and courtesy appointments).
- Maintaining compliance with approved University policies and procedures. Manage processes for hiring (justification), maintaining records for adjunct faculty. Handle inquiries regarding faculty employment, faculty contracts, tenure dates, third year review dates, faculty leaves, retirement, sabbaticals taken, sabbatical eligibility, terminations and departure procedures.
- Resolve operational issues, design, maintenance, and implementation of any changes, establishing standards and procedures adhering to university policies.
- Provide leadership and guidance by overseeing talent acquisition, career development, succession planning, retention, training and development.
- Participate in recruitment efforts for staff positions.
- Has departmental authority to approve personnel action requests including performance/merit evaluations, compensation requests, performance corrective actions, terminations and new faculty positions to be opened.
- Facilitate immigrant/permanent resident status for faculty and staff.
- Manage employee relations matters within the department; conflict management, performance management, reorganization requests.
- Identify training needs and programs.
- Primary contact with the SOM Office of Faculty Affairs and Human Resources, the central university department of Human Resources, and the Office for Inclusion, Diversity, & Equal Opportunity
- Support the department leadership team through regular meetings and developmental opportunities.
- Develop, build, and maintain relationships with internal partners such as the SOM Office of Faculty Affairs and Human Resources, the central University department of Human Resources, compensation, employee relations, the Office for Inclusion, Diversity, & Equal Opportunity, the Office of Immigration and Human Resource Services, and the Office of Research and Sponsored Programs.
- Promotes diversity and strives to foster an inclusive community within this diverse department that is located all over campus.
- Provide department leadership to support the strategic plan.
- Contribute to the annual budget process.
- Manage daily operations to remain within budgetary constraints and improve operating margins.
Little Mountain Precision
Human Resources Manager
02.2022 - 08.2022
Job overview
- Leveraged social media platforms (LinkedIn, Facebook, TikTok, Instagram) and online job boards (Indeed, ZipRecruiter, OhioMeansJobs) to advertise open positions. Utilized targeted marketing and geofencing strategies to engage with potential candidates, resulting in a 15% increase in qualified applicants.
- Maintained up-to-date knowledge of industry regulations and legislation to amend policies and promote compliance. Updated the employee handbook with revised policies and procedures, enhancing organizational adherence to legal standards.
- Developed and implemented a comprehensive new employee orientation program, enhancing onboarding efficiency and employee integration. Created and delivered OSHA safety training sessions, ensuring compliance with safety regulations and reducing workplace incidents. Designed and facilitated various training and development programs, improving employee skills and performance.
- Evaluated employee onboarding programs and presented strategic improvement recommendations to upper management, resulting in a 20% decrease in turnover within the first three months of employment.
- Served as a subject matter expert, guiding leaders and employees in employee classification, compensation studies, talent management, and training.
- Facilitated resolution of complex performance and conflict management issues through direct staff engagement.
- Leveraged HR analytics, including recruitment metrics, turnover analysis, and employee engagement surveys, to track and analyze key performance indicators, delivering actionable insights that enhanced HR strategies and processes.
- Championed diversity and inclusion initiatives, fostering a more inclusive workplace culture and improving team collaboration. Developed and implemented training programs on unconscious bias and cultural competency, leading to increased awareness and understanding among employees. Collaborated with leadership to create and enforce policies that promote diversity, equity, and inclusion, resulting in a more diverse workforce and enhanced employee engagement.
Lake County YMCA
Human Resources Director
01.2020 - 02.2022
Job overview
- Played a key role in restructuring and implementing programs and policies related to training, compensation structures, benefits packages, incentives, and new-employee orientation, utilizing analytics to optimize outcomes.
- Achieved annual savings of $12,000 for the organization by critically evaluating HR systems and successfully negotiating cost reductions.
- Enhanced the organization’s recruiting techniques by leveraging web-based platforms such as LinkedIn, Indeed, Facebook, TikTok, and ZipRecruiter.
- Developed comprehensive onboarding procedures, ensuring seamless integration and swift productivity for new hires, while utilizing analytics to track and improve onboarding effectiveness.
- Ensured strict compliance with HR regulations, adhering to local, state, and federal laws to mitigate risks and avoid penalties, and conducted regular HR audits to identify areas for improvement.
- Handled and resolved employee claims related to performance issues and harassment, fostering a fair and respectful workplace, and implemented data-driven strategies to prevent future incidents.
- Led the annual performance review process, advising managers on goal-setting and employee progress measurement to drive performance, and facilitated leadership development programs to prepare high-potential employees for future roles.
- Expanded employer brand presence by building connections at job fairs and community events, attracting top talent, and developed employee engagement initiatives to boost morale and retention rates.
- Revamped job descriptions across all organizational levels, aligning roles with business needs and enhancing clarity, and collaborated with cross-functional teams to ensure alignment with organizational goals.
- Conducted employee shadowing and interviews to accurately define job duties and required skills, improving role alignment and optimizing workforce planning.
- Maintained organizational compliance by regularly reviewing and updating policies and employee handbooks to adhere to employment laws, and implemented best practices to ensure continuous improvement.
- Administered and monitored HR programs, including compensation, benefits, leave, disciplinary actions, performance management, talent management, recognition, morale, staff wellness, and training and development, utilizing analytics to optimize program effectiveness.
- Managed and provided training on the HRIS platform, resolving issues and optimizing system use, and developed training materials to enhance user proficiency.
- Oversaw employee leave management, including FMLA, ensuring accurate tracking and compliance, and implemented systems to streamline leave processes.
- Managed BWC and government reporting, including BLS and ACA, ensuring timely and accurate submissions, and collaborated with finance and legal teams to ensure compliance.
Advent Lutheran Church
Personnel Committee Chair
01.2018 - 01.2020
Job overview
- Established and led a personnel committee for the church, ensuring effective operations and alignment with organizational goals, while fostering a collaborative environment.
- Streamlined HR processes for increased efficiency, reducing paperwork and manual tasks through automation, and implemented data-driven strategies to continuously improve process effectiveness.
- Ensured company compliance with local, state, and federal laws, as well as established organizational standards, by conducting regular audits and implementing best practices.
- Collaborated with managers to achieve compliance with organizational policies, providing clarifying information, recommending necessary changes, and facilitating training sessions to ensure understanding and adherence.
- Monitored employee attendance and performance, addressing issues in accordance with company policies and procedures, and utilized analytics to identify trends and implement proactive measures.
- Evaluated job positions within the organization, ensuring consistent and equitable pay structures across all departments, and conducted market research to maintain competitive compensation packages.
- Ensured compliance with federal and state wage laws, by regularly reviewing and updating compensation policies, and collaborating with legal and finance teams to mitigate risks.
Burton Carol Management
Accounts Payable Specialist
01.2013 - 01.2020
Job overview
- Starting out as a leasing specialist I worked my way up to the accounts payable department
- Responsible for nine properties
- Developed a organized approach to keep track of utility bills paid on time that saved the organization thousands of dollars in fees.
- Verified, sorted, coded, processed and assembled invoices in Onesite
- Facilitated dispute resolution between company departments and vendors regarding payment issues or discrepancies in invoicing.
- Trained junior staff members in accounts payable procedures, increasing overall department efficiency.
- Reconciled account information and reported figures in general ledger by comparing to bank account statement each month.
Americore
Recruiter/receptionist
03.2012 - 01.2013
Job overview
- Recruited personnel for highly qualified positions
- Assessed applicants daily, for potential employment, matching them to employers' criteria for interpersonal skills, technical expertise, and learning potential
- Verified compliance with Equal Employment Opportunity, American Disability Act, and Family Medical Leave Act policies and procedures
- Conducted applicant drug screens, employee assessments, reference checks, and background checks
- Developed strong relationships with hiring managers, leading to more efficient communication and better understanding of their needs for open positions.
- Improved overall candidate experience through consistent communication, personalized support, and thorough follow-ups during the hiring process.
- Promptly corresponded with applicants and coordinated and conducted interviews.
- Assisted with writing job postings and job descriptions for boards.
- Pre-screened resumes prior to sending to corporate hiring managers for consideration.
Aaron's Sales and Lease
Sales Manager
09.2008 - 03.2012
Job overview
- Dealt tactfully and effectively with potential customer to create lasting business relationships
- Hired and trained sales staff
- Managed all aspects of departmental inventory management
- Developed new procedures for productivity
- Ensured efficient operation of all stockroom and back stock areas
- Experienced in merchandising, inventory control, and retail sales management
- Managed equipment sales and rentals
- Maintained orderly store appearance
- Trained in recruiting, interviewing, motivating and coaching employees
- Maintained guest relations, effectively handled customer opportunity's, and prepared product displays.
- Supported human resources department with recruitment efforts, including posting job openings online and scheduling interviews for candidates.
Education
National UniversityLa Jolla, CA
Ph.D. from Industrial And Organizational Psychology
03.2027
University Overview
Society For Human Resource Management
SHRM-CP - SHRM Certified Professional
07.2021
University Overview
Capella UniversityMinneapolis, MN
Human Resources Certificate from Human Resources Management
12.2016
University Overview
Capella UniversityMinneapolis, MN
Master of Arts from Industrial and organizational psychology
12.2015
University Overview
GPA:3.5
Ashford UniversitySan Diego, CA
Bachelor of Arts from Psychology
05.2013
University Overview
GPA: 3.5
Overview
16
years of professional experience
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