Mac Marshall

In the beginning of August 2023 I assumed a new role as Sr. P&C Business Partner. This position allowed me to develop and maintain strong relationships with managers and executives for improved collaboration and strategic alignment on company culture, policy, performance management and compliance training.

Oversaw company growth from 32 employees to over 150 in addition to maintaining company compliance, benefits administration, full cycle recruiting, on-boarding and off-boarding, payroll administration, employee engagement, employee relations, HRIS management, HR training, creation of formalized company culture, and performance management

• Enhanced employee engagement by implementing innovative HR programs and initiatives
• Boosted retention rates by developing and executing targeted talent management strategies
• Maintained company compliance with local, state, and federal laws, in addition to established organizational standards.
• Benefits Administration (enrollment and maintenance of employee benefits)
• Full Cycle Recruiting (working with recruiters and utilized direct hire strategies)
• On-boarding and Off-boarding (worked across departments to create a robust 90-day onboarding plan; always work to reduce turnover – but treat people with respect for those who move on)
• Payroll Administration (helped Accounting team to process semi-monthly payroll)
• Employee Engagement (brought in Bonusly, work with managers/employees to create a community environment in a fully remote workplace)
• Employee Relations (coaching/counseling, meeting with both managers and employees to improve processes and communication)
• HRIS Management (worked within Paychex to keep information current and accurate)
• HR Training (from compliance to leadership training)
• Creation of Formalized Company Culture (worked to create core values and norms of collaboration)
• Performance Management

Responsible for HR Management program servicing 500-600 bargaining and non-bargaining employees, including maintaining human resources regulatory compliance, full-cycle recruiting, implementing performance reviews and regular 1:1's, coordinating technical training and professional development classes, creating field HR training, fostering a positive work environment, and working with managers to achieve compliance with organizational policies.

• Maintained human resources regulatory compliance with local, state and federal laws
• Full-cycle Recruiting
• Implemented performance reviews and regular 1:1's with Managers & Direct Reports
• Coordinated technical training and professional development classes for all levels of staff
• Worked with Labor Superintendents to create field HR training for Foreman & above employees
• Fostered a positive work environment through a comprehensive employee relations program
• Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes

Collaborated in the planning for the overall strategy, development, and implementation of policies and procedures of the HR department, which was responsible for 3 properties and over 250 employees. Our main focus was to increase employee retention in an industry where the turnover rate is around 75%. In addition to higher level HR management, we met on a weekly basis with the Executive Committee, participated in monthly department meetings, chaired the Safety Committees at all properties, processed semi-monthly payroll (Paychex, Paycom), ensured that we followed all pertinent Federal/State regulations, and worked with employees. and managers on various HR issues on a daily basis.

• Helped to transition from self-insured Health/Dental plan to PPO
• Created and implemented effective safety program - resulted in fewer worker's comp claims
• Created, developed and implemented ongoing HR training and professional development program
• Created and implemented official on-boarding and new hire orientation program
• Decreased turnover rate year over year, while unemployment rate also decreased
• Overhauled performance evaluation and talent management program through job analysis and new job descriptions
• Updated/revised employee handbook to current acceptable standards
• Monitored and handled employee claims involving performance-based and harassment incidents.

USAMM was a “start-up” company with about 65-70 employees when I was hired as a Customer Service Representative. Because of my education in HR Management, I quickly assumed the duties of an HR Generalist with the backing of senior management.

I handled recruitment, employment screening, pre-employment paperwork, on-boarding, layoffs/terminations, exit interviews, COBRA paperwork, Simple IRA administration, created and implemented formalized safety program including safety committee guidance and training, developed HR management program, performance evaluation and talent management program, and formalized job descriptions.

• Created and implemented formalized safety program
• Created, developed and implemented formalized HR management program
• Created performance evaluation and talent management program
• Created formalized job descriptions
• Created new employee handbook