Megan Horton

Recruitment & Hiring Employee Relations Compensation & Benefits Training & Development Performance Management Workplace Policies Diversity & Inclusion Employee Well-being HR Technology & Administration

• Job Postings & Advertisements: Writing and posting job descriptions on various platforms (LinkedIn, job boards, etc.).
• Resume Screening: Reviewing resumes and applications to identify qualified candidates.
• Interviewing: Conducting initial screenings, phone interviews, and in-person interviews.
• Background Checks: Verifying the candidate's references, education, and criminal background.
• Offer Letters & Contracts: Preparing and sending job offers, negotiating salary and benefits, and drafting employment contracts.
• Onboarding: Ensuring new hires understand their role, completing necessary documentation, introducing them to the company culture, and providing training.
• Conflict Resolution: Mediating and resolving conflicts between employees or between employees and managers.
• Employee Engagement: Ensuring employees are satisfied and motivated, often through surveys, team-building activities, and feedback.
• Disciplinary Actions: Addressing behavior issues, performance concerns, or policy violations and applying disciplinary actions.
• Workplace Culture: Promoting an inclusive, diverse, and supportive work environment.
• Exit Interviews: Conducting interviews with employees who leave the company to understand reasons for departure and gather feedback.
• Salary & Wages: Setting salary structures, negotiating pay, and ensuring competitive compensation.
• Benefits Administration: Overseeing employee benefits programs like health insurance, retirement plans, paid time off (PTO), etc.
• Bonuses & Incentives: Managing performance-based bonuses, commissions, and incentive programs.
• Payroll: Ensuring timely and accurate processing of employee pay, deductions, taxes, and compliance with labor laws.
• Tax Compliance: Ensuring that payroll is in compliance with local, state, and federal tax regulations.
• Onboarding Training: Providing initial training to new employees on company policies, software, and procedures.
• Skill Development: Offering programs for continuous learning and development in relevant skills and competencies.
• Leadership Training: Training current and future managers and leaders in communication, conflict management, and organizational behavior.
• Compliance Training: Ensuring employees are aware of legal requirements such as workplace safety, harassment prevention, and anti-discrimination laws.
• Performance Reviews: Conducting regular performance evaluations to assess employee productivity, strengths, and areas for improvement.
• Goal Setting: Helping employees set professional development goals aligned with the company's objectives.
• Feedback Systems: Implementing systems for ongoing feedback between employees and managers.
• Recognition Programs: Designing programs to acknowledge and reward outstanding employee performance.

Compliance & Legal Issues

• Labor Laws: Ensuring compliance with federal, state, and local employment laws and regulations (e.g., Fair Labor Standards Act, Equal Employment Opportunity).
• Health & Safety: Overseeing workplace safety and compliance with Occupational Safety and Health Administration (OSHA) standards.
• Anti-Discrimination Policies: Ensuring the organization follows equal opportunity and anti-discrimination policies.
• Workers’ Compensation: Managing workers’ compensation claims and ensuring appropriate handling of workplace injuries.
• Policy Creation & Enforcement: Developing and communicating clear workplace policies (e.g., remote work, dress code, leave policies).
• Employee Handbooks: Creating and maintaining employee handbooks that outline company policies and expectations.
• Leave Management: Overseeing various leave programs such as sick leave, family leave, vacation time, and holidays.
• Remote Work & Flexible Schedules: Managing policies around remote work, flexible working hours, and telecommuting options.
• Diversity Hiring: Promoting diverse hiring practices and ensuring fair treatment across all demographics.
• Inclusion Programs: Creating programs that foster an inclusive workplace culture and support minority groups.
• Training & Awareness: Providing diversity and inclusion training for staff and leadership to reduce unconscious bias and promote respect.
• Affirmative Action: Ensuring the company follows federal or state affirmative action requirements.
• Health & Wellness Programs: Offering mental health support, wellness initiatives, and resources for employees to maintain a work-life balance.
• Work-life Balance: Supporting flexible working arrangements, parental leave, and time-off policies to promote a healthy work-life balance.
• Stress Management: Offering programs or workshops on stress reduction and mental health awareness.
• Employee Assistance Programs (EAPs): Providing confidential support for employees dealing with personal or work-related issues.
• HR Software: Managing and maintaining HR systems (HRIS) to track employee data, attendance, performance, and benefits.
• Data Privacy: Ensuring compliance with data protection laws regarding employee information (e.g., GDPR, CCPA).
• Document Management: Maintaining accurate employee records and ensuring proper documentation of all HR activities.
• HR Analytics: Using data analysis to make informed HR decisions (e.g., turnover rates, employee satisfaction, recruitment metrics).

Succession Planning

• Talent Identification: Identifying high-potential employees who could fill future leadership roles.
• Career Pathing: Developing career growth plans for employees and aligning them with the organization's needs.
• Knowledge Transfer: Ensuring knowledge and skills are passed down from senior staff to successors, especially in critical roles.

Employee Relations Compensation & Benefits Performance Management Compliance & Legal Issues Workplace Policies Diversity & Inclusion

• Conflict Resolution: Mediating and resolving conflicts between employees or between employees and managers.
• Employee Engagement: Ensuring employees are satisfied and motivated, often through surveys, team-building activities, and feedback.
• Disciplinary Actions: Addressing behavior issues, performance concerns, or policy violations and applying disciplinary actions.
• Workplace Culture: Promoting an inclusive, diverse, and supportive work environment.
• Exit Interviews: Conducting interviews with employees who leave the company to understand reasons for departure and gather feedback.
• Salary & Wages: Setting salary structures, negotiating pay, and ensuring competitive compensation.
• Benefits Administration: Overseeing employee benefits programs like health insurance, retirement plans, paid time off (PTO), etc.
• Bonuses & Incentives: Managing performance-based bonuses, commissions, and incentive programs.
• Payroll: Ensuring timely and accurate processing of employee pay, deductions, taxes, and compliance with labor laws.
• Tax Compliance: Ensuring that payroll is in compliance with local, state, and federal tax regulations.
• Performance Reviews: Conducting regular performance evaluations to assess employee productivity, strengths, and areas for improvement.
• Goal Setting: Helping employees set professional development goals aligned with the company's objectives.
• Feedback Systems: Implementing systems for ongoing feedback between employees and managers.
• Recognition Programs: Designing programs to acknowledge and reward outstanding employee performance.
• Labor Laws: Ensuring compliance with federal, state, and local employment laws and regulations (e.g., Fair Labor Standards Act, Equal Employment Opportunity).
• Health & Safety: Overseeing workplace safety and compliance with Occupational Safety and Health Administration (OSHA) standards.
• Anti-Discrimination Policies: Ensuring the organization follows equal opportunity and anti-discrimination policies.
• Workers’ Compensation: Managing workers’ compensation claims and ensuring appropriate handling of workplace injuries.
• Policy Creation & Enforcement: Developing and communicating clear workplace policies (e.g., remote work, dress code, leave policies).
• Employee Handbooks: Creating and maintaining employee handbooks that outline company policies and expectations.
• Leave Management: Overseeing various leave programs such as sick leave, family leave, vacation time, and holidays.
• Remote Work & Flexible Schedules: Managing policies around remote work, flexible working hours, and telecommuting options.
• Diversity Hiring: Promoting diverse hiring practices and ensuring fair treatment across all demographics.
• Inclusion Programs: Creating programs that foster an inclusive workplace culture and support minority groups.
• Training & Awareness: Providing diversity and inclusion training for staff and leadership to reduce unconscious bias and promote respect.
• Affirmative Action: Ensuring the company follows federal or state affirmative action requirements.
• Work-life Balance: Supporting flexible working arrangements, parental leave, and time-off policies to promote a healthy work-life balance.
• Stress Management: Offering programs or workshops on stress reduction and mental health awareness.
• Employee Assistance Programs (EAPs): Providing confidential support for employees dealing with personal or work-related issues.

Succession Planning

• Talent Identification: Identifying high-potential employees who could fill future leadership roles.
• Career Pathing: Developing career growth plans for employees and aligning them with the organization's needs.
• Knowledge Transfer: Ensuring knowledge and skills are passed down from senior staff to successors, especially in critical roles.

Other Tasks included :

• Directed HR team performance and established KPIs for department success with up to 1500 associates

Recruitment & Talent Acquisition Client Relationship Management Employee Placement & Onboarding Employee Engagement & Support Performance Monitoring & Feedback Compliance & Legal Responsibilities Payroll & Benefits Administration Staffing Agency Operations Training & Development Employee Offboarding Marketing & Networking

• Client Needs Analysis: Collaborate with client companies to understand their staffing needs, job requirements, and organizational culture.
• Sourcing Candidates: Develop and execute strategies to source candidates for client roles through job boards, social media, networking, and database searches.
• Screening & Interviewing: Review resumes, conduct initial screenings, and interview candidates to assess their qualifications, skills, and fit for client positions.
• Client-specific Placement: Match candidates to specific roles based on the client’s requirements, ensuring both skills and cultural fit.
• Temporary, Permanent & Contract Recruitment: Manage the recruitment process for temporary, permanent, or contract positions based on client needs.
• Candidate Database Management: Maintain an up-to-date database of qualified candidates for future placements.
• Building Client Relationships: Develop and maintain strong relationships with client companies to ensure repeat business and long-term partnerships.
• Consultative Support: Provide advice to clients regarding workforce planning, job market trends, compensation standards, and best practices for hiring.
• Client Reporting: Provide clients with regular updates on the status of candidates, staffing needs, and placements.
• Custom Staffing Solutions: Tailor staffing solutions to meet the unique needs of each client, including flexible workforce solutions for peak seasons, special projects, or niche roles.
• Candidate Placement: Coordinate the placement of candidates in client roles, ensuring smooth transitions and quick integration into client teams.
• Onboarding New Hires: Facilitate the onboarding process for new hires, including conducting orientation, completing necessary paperwork, and providing initial training.
• Job Briefing: Ensure candidates are fully briefed on the job role, client expectations, and workplace environment before starting the assignment.
• Employee Retention Strategies: Implement strategies to engage and retain temporary or contract workers, ensuring they remain committed to assignments and are satisfied with their roles.
• Regular Check-ins: Conduct periodic check-ins with both candidates and clients during placements to address any concerns and ensure satisfaction.
• Issue Resolution: Address any employee concerns or conflicts that arise during placements, providing timely solutions for both the employee and the client.
• Candidate Performance Monitoring: Track the performance of placed candidates through regular follow-ups and client feedback to ensure they meet client expectations.
• Providing Performance Feedback: Relay client feedback to temporary or contract employees to ensure continuous improvement.
• Managing Contract Extensions: Coordinate the extension or termination of temporary or contract assignments based on client needs and employee performance.
• Workplace Compliance: Ensure that candidates placed with clients are compliant with local, state, and federal labor laws, including work permits, wage regulations, and benefits.
• Employee Documentation: Oversee the completion of all necessary documentation (e.g., contracts, tax forms, and employee benefits enrollment) for placed workers.
• Health & Safety: Ensure that temporary employees are aware of workplace health and safety standards, especially for industrial or high-risk environments.
• EEO and Diversity Compliance: Ensure all recruitment and placement activities are conducted in accordance with Equal Employment Opportunity (EEO) guidelines and company diversity policies.
• Payroll Management: Oversee payroll processing for temporary and contract staff, ensuring timely and accurate payments.
• Benefits Coordination: Manage employee benefits (such as health insurance, retirement plans, etc.) for temporary or contract workers, if applicable.
• Tax Compliance: Ensure proper tax withholding and compliance with tax regulations for temporary or contract employees.
• Agency Staffing Strategy: Develop and execute staffing strategies that align with the agency’s goals, focusing on client acquisition, candidate sourcing, and placement efficiency.
• Workforce Planning: Forecast staffing needs to ensure the agency is well-prepared for upcoming client demands or market changes.
• Recruitment Process Improvement: Continuously evaluate and improve the recruitment process, from candidate sourcing to placement, to enhance efficiency and candidate satisfaction.
• Data Tracking & Reporting: Maintain records of placements, candidate performance, client satisfaction, and other key performance metrics to track agency success and client needs.
• Budget Management: Manage the agency's budget for staffing-related activities, ensuring cost-effective operations.
• Training Temporary Staff: Provide orientation or job-specific training to temporary or contract employees before they begin their assignments.
• Ongoing Employee Development: Offer career development resources, training opportunities, or certifications to placed candidates, ensuring they are equipped to handle future roles.
• Client-specific Training: Work with clients to understand their specific training needs for new hires or temporary staff and coordinate any required training.
• End of Assignment Procedures: Manage the offboarding process for temporary or contract workers, including exit interviews, return of company property, and final paperwork.
• Post-placement Feedback: Conduct post-placement feedback sessions with both the client and employee to evaluate the overall success of the placement and identify areas for improvement.
• Talent Pool Building: Actively participate in local networking events, job fairs, and online communities to build a strong talent pool for the agency.
• Marketing Staffing Solutions: Promote the agency’s staffing services to potential clients, highlighting the agency’s ability to provide tailored staffing solutions.
• Employer Branding: Work on building the agency’s brand as an employer of choice for top talent.

Market Research & Analysis Lead Generation & Prospecting Sales & Relationship Management Strategic Planning & Business Growth Marketing & Branding Financial & Budget Management Collaboration & Cross-Functional Work Negotiation & Contract Management Reporting & Documentation Team Leadership & Development (if applicable) Customer Feedback & Continuous Improvement Example of How a Business Development Manager Might List Their Tasks on a Resume:

• Industry Trend Analysis: Research market trends, competitor activities, and customer needs to identify new opportunities for growth.
• Identify Target Markets: Analyze market data to identify potential industries, geographies, or customer segments for expansion.
• Competitive Intelligence: Monitor competitors’ strategies and offerings to adjust the company’s approach accordingly and maintain a competitive edge.
• Customer Insights: Gather feedback from existing clients to identify pain points and opportunities for product/service improvements.
• Identify New Leads: Actively identify new leads through networking, referrals, industry events, and online research.
• Cold Calling & Outreach: Conduct cold calls, send emails, or use LinkedIn and other platforms to reach potential clients.
• Networking: Attend industry conferences, trade shows, and events to build relationships with prospects and expand the business’s network.
• Developing Partnerships: Establish partnerships with other companies, suppliers, or organizations that can help expand the company's market presence.
• Client Meetings & Presentations: Set up meetings with potential clients to present the company’s offerings, products, or services, and tailor solutions to meet their specific needs.
• Negotiation & Closing Deals: Lead the negotiation process with clients to close business deals, ensuring mutually beneficial terms for both parties.
• Maintain Client Relationships: Establish and maintain strong relationships with clients and partners to secure repeat business and referrals.
• Account Management: Oversee and manage key accounts, ensuring ongoing satisfaction and seeking out additional opportunities within existing accounts.
• Develop Business Strategies: Create and implement business development strategies to drive revenue and market share growth.
• Revenue Targets: Work with senior leadership to set sales and growth targets, monitoring progress and adjusting strategies as needed.
• Business Proposals: Prepare and present business proposals, including customized solutions, pricing models, and contract terms.
• Product Development Collaboration: Work closely with product or service teams to refine offerings and ensure they meet market demand and client expectations.
• Brand Awareness: Work with marketing teams to increase brand visibility and recognition in the market through campaigns, advertising, and public relations efforts.
• Lead Nurturing: Use various marketing channels (email, social media, events) to nurture leads through the sales funnel.
• Content Creation: Assist in creating promotional materials, case studies, and presentations that highlight the company’s strengths and value propositions.
• Digital Strategy: Leverage digital tools and platforms (like LinkedIn, SEO, and webinars) to attract potential clients and showcase the company’s expertise.
• Budgeting for Growth Initiatives: Work with finance teams to plan budgets for business development activities, ensuring cost-effective operations.
• Revenue Forecasting: Provide revenue forecasts and pipeline management to senior management, ensuring targets are met.
• Profitability Analysis: Evaluate potential business opportunities for profitability and return on investment (ROI) before pursuing them.
• Work with Sales & Marketing Teams: Collaborate with the sales team to ensure alignment on business development activities and with marketing for promotional campaigns.
• Internal Communication: Keep internal teams informed of new business opportunities and customer requirements, ensuring alignment on product/service delivery.
• Coordinate with Operations: Work with operations teams to ensure the company’s infrastructure and capabilities can handle new business opportunities efficiently.
• Customer Success Team: Collaborate with customer success or support teams to ensure smooth onboarding of new clients and their ongoing satisfaction.
• Drafting Proposals & Contracts: Prepare and finalize contracts, agreements, and terms with potential clients, ensuring they meet the company’s objectives and legal requirements.
• Legal Compliance: Ensure that all business development activities comply with relevant laws and regulations.
• Negotiating Terms: Lead contract negotiations to secure favorable terms for the company while addressing client needs and concerns.
• Performance Metrics: Track and report on key performance indicators (KPIs) such as lead generation, conversion rates, sales revenue, and client satisfaction.
• Sales Pipeline Management: Keep an updated and accurate sales pipeline, monitoring progress through various stages of business development.
• Client and Deal Tracking: Maintain records of all interactions, proposals, and negotiations with clients in CRM (Customer Relationship Management) systems.
• Market Insights Reporting: Prepare reports on industry trends, market changes, and competitor activities for senior management.
• Team Building: Lead and manage a team of business development representatives or junior managers, providing mentorship, guidance, and performance evaluations.
• Training & Development: Organize training sessions for the team to improve sales skills, product knowledge, and industry expertise.
• Performance Management: Track and assess the performance of business development team members, providing feedback and setting goals.
• Gather Feedback: Collect and analyze feedback from clients to assess satisfaction and identify areas for improvement in products, services, or the sales process.
• Service Adjustments: Work with product or service development teams to make changes or improvements based on client feedback and market demands.
• Continuous Learning: Stay up to date with industry trends, market conditions, and emerging business development practices to remain competitive.

Business Development Manager | ABC Solutions | March 2018 – Present

• Identified and developed new business opportunities, increasing annual revenue by 30% through strategic partnerships and expanded market reach.
• Managed the sales pipeline, closing deals worth over $5 million annually by identifying client needs, crafting tailored solutions, and leading negotiations.
• Coordinated cross-functional teams (sales, marketing, and product) to deliver on business objectives and ensure client satisfaction.
• Built and maintained relationships with over 50+ key accounts, generating 20% of company revenue from repeat clients.
• Conducted market research and competitive analysis, resulting in the identification of two new key target markets.
• Prepared and delivered customized proposals and presentations, securing contracts with Fortune 500 clients.

Sales Representative Management Employee Relations & Communication Compensation & Benefits Training & Development Compliance & Legal Management Sales Performance Tracking & Reporting Sales Representative Offboarding HR Technology & Systems Management Strategic Workforce Planning

Recruitment & Staffing

• Sourcing Sales Representatives: Develop recruitment strategies to attract high school and college students, part-time workers, or entry-level professionals for direct sales roles.
• Conducting Interviews & Screenings: Interview candidates for sales positions to ensure they align with company values and meet the basic qualifications (e.g., strong communication skills, enthusiasm).
• Recruitment Campaigns: Collaborate with local schools, universities, and job fairs to recruit sales representatives, ensuring a steady pipeline of talent for the sales team.
• Onboarding: Manage the onboarding process for new hires, ensuring they understand the company’s sales structure, products, compensation plans, and expectations.
• Managing Seasonal Hiring: Plan and execute hiring strategies for peak seasons, particularly when the demand for new sales representatives is high.
• Performance Monitoring & Coaching: Track the sales performance of independent contractors and employees, providing one-on-one coaching to improve results.
• Training and Development: Organize and deliver training sessions for sales reps, focusing on product knowledge, sales techniques, customer service skills, and compliance with Vector's sales process.
• Recognition & Incentives: Develop and manage employee recognition programs, such as awards, bonuses, or incentives, to motivate and reward top-performing sales representatives.
• Setting Sales Targets: Work with management to establish realistic sales targets and performance goals for representatives.
• Support for Independent Sales Reps: Act as a support resource for sales representatives, addressing questions, challenges, and helping them succeed in their roles.
• Building Relationships with Reps: Foster a positive relationship with sales representatives to ensure a supportive work environment and address any concerns or issues.
• Handling Complaints: Address complaints from employees or contractors regarding working conditions, sales territories, or commission disputes.
• Motivation & Retention: Develop strategies to retain high-performing sales reps and reduce turnover, which is often high in direct sales environments.
• Conflict Resolution: Mediate any disputes between sales representatives or between staff and sales reps, ensuring that all parties are treated fairly.
• Commission Structures: Oversee the administration of commission-based pay structures for sales representatives, ensuring it aligns with performance metrics.
• Compensation Tracking: Ensure timely and accurate payment for sales representatives, including commissions, bonuses, and incentives.
• Incentive Programs: Develop incentive programs tied to sales milestones and performance goals to keep sales reps motivated and engaged.
• Reporting & Analysis: Track compensation data and performance metrics to assess the effectiveness of the compensation and incentive structure.
• Sales Skills Training: Regularly schedule training programs and workshops to improve the skills of both new and existing sales representatives.
• Product Knowledge: Ensure that all representatives are trained on the features and benefits of the products they are selling, keeping them updated on any new product launches.
• Leadership Development: Identify high-potential sales reps and offer leadership training or mentorship to prepare them for team leader roles or other positions within the company.
• Labor Law Compliance: Ensure that the company’s recruitment, hiring, and employee relations practices comply with local, state, and federal labor laws (including classification of independent contractors versus employees).
• Tax & Employment Regulations: Stay informed of tax laws and work with accounting to ensure that sales reps are correctly classified and taxed, particularly since many are independent contractors.
• Workplace Safety: Ensure that any in-office, training, or product demonstration spaces meet safety and compliance standards.

Employee Engagement & Retention

• Sales Team Motivation: Organize regular team-building events, challenges, or sales contests to keep the morale of the sales representatives high.
• Retention Strategies: Work to create an environment that promotes long-term relationships with successful sales reps by offering growth opportunities, career development, or rewards for staying with the company.
• Feedback Mechanism: Regularly collect feedback from sales reps on their experience with the company, addressing any pain points or opportunities for improvement.
• Performance Metrics: Develop systems to track and analyze sales rep performance data, including revenue generated, calls made, meetings scheduled, and sales closed.
• Reports for Management: Create and provide performance reports to senior leadership, helping guide business strategy and identifying areas for improvement.
• Tracking Incentives: Monitor and track sales reps' eligibility for various incentives and bonuses to ensure timely distribution of rewards.
• Exit Interviews: Conduct exit interviews with departing sales reps to gather feedback about their experience with the company, reasons for leaving, and opportunities for improvement.
• End of Contract Procedures: Ensure smooth offboarding for temporary or seasonal sales representatives, including returning company property and final commission payments.
• Rehire & Alumni Programs: Maintain a database of former sales reps for potential rehire opportunities or ongoing networking.
• HRIS Management: Oversee the HR software used to track sales rep performance, commission payments, training, and other HR functions.
• Automating Processes: Streamline HR and recruitment processes through technology to reduce administrative burdens and improve efficiency.
• Data Analytics: Utilize data to optimize recruitment strategies, identify high-performing sales territories, and assess the effectiveness of training programs.
• Forecasting Staffing Needs: Work closely with the sales leadership team to forecast the need for sales reps based on business goals, seasonal peaks, and regional demand.
• Developing Career Pathways: Create career development paths for high-performing sales representatives, identifying opportunities to promote them into leadership roles, such as branch managers or team leaders.
• Succession Planning: Identify potential candidates within the sales team who could be promoted to leadership positions, ensuring the company has a strong internal talent pipeline.