MARY GIBSON

• Develop and implement HR strategies aligned with organizational goals and workforce planning initiatives.
• Serve as a trusted advisor to executive leadership on talent, organizational design, and change management.
• Lead HR initiatives that support company culture, employee engagement, and performance excellence.
• Oversee talent acquisition, onboarding, retention, and succession planning strategies.
• Design and implement performance management and leadership development programs.
• Support managers in coaching, feedback, and employee development initiatives.
• Foster a positive, inclusive, and compliant work environment.
• Provide guidance on employee relations issues, conflict resolution, and corrective actions.
• Ensure compliance with federal, state, and local employment laws and regulations.
• Oversee HR policies, procedures, and documentation to ensure legal and ethical standards.
• Partner with legal counsel as needed on employment-related matters.
• Oversee compensation structures, benefits programs, and incentive plans.
• Conduct market analyses to ensure competitive and equitable pay practices.
• Manage vendor relationships and benefits administration.
• Lead HR systems, data analytics, and reporting to support informed decision-making.
• Establish HR metrics and KPIs to measure effectiveness and drive continuous improvement.
• Utilized HRIS tools to maintain accurate employee records and streamline reporting processes.
• Designed and delivered training programs to enhance staff skills and productivity.

Human Resources:

• Managed 75 onsite and remote employees.
• Design effective employee engagement plans and facilitate actions for supporting organization’s culture.
• Enhanced employee satisfaction by implementing streamlined HR policies and procedures.
• Streamlined recruitment processes, expediting hiring of qualified candidates.
• Complied with labor laws and regulations while managing payroll functions efficiently.
• Ensured compliance with federal, state, and local labor laws through regular audits and policy updates.
• Facilitated smooth onboarding processes for new hires, leading to faster integration into workplace culture.
• Implemented employee recognition programs, fostering positive work environment and increased retention rates.
• Drove employee engagement and morale through targeted incentive programs, recognition initiatives, and constructive performance feedback, contributing to improved retention and workplace culture.
• Led open enrollment periods for health insurance coverage options, assisting employees in making informed decisions regarding their benefits selections.
• Reviewed and screened applicant resumes to identify qualified candidates.
• Provide guidance and assistance for complex workplace investigations.
• Assist with compensation structures and benefits plan to help with employee retention.

Financial:

• Improved financial accuracy by performing detailed account reconciliations and resolving discrepancies.
• Streamlined accounting processes for efficiency, implementing automation tools and software solutions.
• Increased efficiency in accounts payable and receivable management, reducing processing time and minimizing errors.
• Assisted auditors during annual audits, providing necessary documentation and addressing inquiries promptly.
• Supported month-end closing process by preparing journal entries, account reconciliations, and variance analysis reports.
• Leveraged advanced Excel skills to create dynamic financial models for decision-making purposes.

• Successfully maintained 7% turnover rate while working with Leadership in other areas of organizational development.
• Enhanced recruitment process for faster hiring by utilizing various sourcing tools such as job boards, social media, and networking events.
• Develop, facilitate, and implement all phases of recruitment and onboarding process and brainstorm ideas to create programs to attract top talent.
• Streamlined new hire processes by developing efficient task workflows and checklists.
• Evaluated effectiveness of onboarding strategies, continually updating approaches based on feedback and best practices.
• Managed multiple onboarding projects simultaneously, ensuring timely completion while maintaining high-quality standards.
• Optimized orientation schedules to minimize downtime for new hires, maximizing their early contributions to organization's success.
• Assisted with writing job postings and job descriptions for boards.
• Source and screen qualified candidates for open positions (Class A CDL, Professional (entry and mid-level career, Administrative).
• Streamlined communication between candidates and hiring managers, leading to higher satisfaction on both sides.
• Maintained compliance with federal and state employment laws during entire recruitment process.
• Organized job fair events that attracted diverse talent pools, increasing company's reach within local communities.
• Developed visually engaging marketing and branding materials to support job fairs and promotions.
• Actively participated in industry conferences and networking events, keeping up-to-date on current trends and expanding professional network.
• Provide training and support for Operations team on variety of HR related topics.
• Maintain in-depth knowledge of ERISA and regularly host Title VII presentations to Leadership and Operations.
• Ensure compliance with federal, state, and local employment laws and regulations, and company policies.
• Respond to general HR questions and concerns from employees.
• Support operations and managers in day-to-day activities.

Human Resources:

• Collaborated with departmental managers to understand talent needs.
• Led recruitment efforts to attract top talent in competitive job market.
• Coordinated onboarding processes, providing new hires with smooth transition into company culture.
• Conducted performance evaluations, identifying areas of improvement and offering constructive feedback.
• Supported managers in addressing employee concerns, fostering positive workplace relationships.
• Conducted thorough internal investigations, addressing employee concerns with fairness and transparency.
• Facilitated open communication channels between employees and management, resolving conflicts swiftly when needed.
• Maintained company compliance with local, state, and federal laws, in addition to established organizational standards.
• Successfully created and administered company handbook and company-wide compensation plan for 40 employees.
• Supported HR functions with emphasis on record keeping, data entry, and general HR tasks.
• Developed and facilitated training to managers for interviewing, anti-harassment, conflict resolution, and supervisory skills.
• Leveraged human resources management experience to direct organizations’ HR needs, as well as prepare strategies, and solutions that ensure safe working conditions in high-production, fast-paced environment.
• Organize daily roles within organization to ensure fluid strategic process is met.

Financial:

• Increased financial efficiency by streamlining and automating financial reporting processes.
• Checked payroll, vendor payments, commissions and other accounting disbursements for accuracy and compliance.
• Enhanced budget management by implementing expense tracking and cost reduction strategies.
• Prepared year-end reports for W-2s and 1099s, ensuring accuracy and timeliness in tax filing.
• Maintained confidentiality of sensitive employee information while addressing payroll concerns or disputes.
• Optimized cash flow with diligent monitoring of accounts receivable and payable.
• Ensured compliance with tax regulations by preparing accurate federal, state, and local tax filings on time.

• Managed multiple projects simultaneously, prioritizing tasks and meeting deadlines consistently.
• Conduct thorough research to stay updated on industry trends and best practices, providing informed recommendations to clients.
• Partner with executive leadership and business owners to design and implement HR strategies aligned with organizational goals.
• Advise clients on employment law compliance, HR policies, and risk mitigation across multi-jurisdictional environments.
• Lead complex employee relations matters, including investigations, corrective action, and dispute resolution.
• Develop and update employee handbooks, policies, and procedures to ensure legal compliance and operational efficiency.
• Support organizational change initiatives, including restructures, growth planning, and workforce optimization.
• Deliver leadership coaching and training on compliance, performance management, and employee engagement best practices.