Nekita Morthel

• Administer end-to-end HR programs across staffing, payroll, compensation, benefits, safety, and training, ensuring full compliance with federal, state, and internal regulations.
• Support complex investigations, audits, and special projects by researching policy, compiling documentation, and delivering clear, audit-ready reports.
• Serve as a trusted point of contact for employee concerns, resolving sensitive issues with discretion, neutrality, and professionalism.
• Engage with HR leadership to tackle employee relations cases, policy violations, and workplace conflicts, decreasing risk and reinforcing accountability.
• Review HR procedures and recommend process improvements that enhance compliance, efficiency, and service quality.
• Ensure precise employee records through utilization of HRIS and mainframe systems, enhancing data integrity and reporting accuracy.
• Handle confidential information in strict alignment with ethical, legal, and privacy standards.
• Oversee health, life, disability, insurance, retirement plans (401k), paid time off, and wellness programs, facilitating enrollments and resolving issues.
• Clarify complex benefit plans for employees during orientation and continuous support.
• Serve as a point of contact for employee questions, provide training, and communicate program changes and offerings.
• Oversee HRIS and benefits platforms, sustaining data accuracy for payroll, enrollment, and reporting.
• Assemble Compensation and Benefits data for necessary reports.

Impact Contributions

• Strengthened compliance posture by improving documentation standards for investigations and audits.
• Increased HR service effectiveness through process reviews and targeted procedural improvements.
• Enhanced employee trust by serving as a consistent, fair, and confidential resource.

• Managed entire spectrum of HR operations such as recruiting, onboarding, payroll administration, employee relations, performance management, and ensuring compliance.
• Conducted investigations into employee complaints, misconduct, and policy violations, ensuring fair, thorough, and timely resolution.
• Interpreted labor laws, regulations, and internal policies to guide leadership in compliant decision-making.
• Managed disciplinary processes, implemented terminations, and developed corrective action plans with thorough and defensible documentation.
• Maintained compliance with EEOC, labor relations, and regulatory requirements across all HR practices.
• Prepared investigation summaries and risk assessments for executive leadership.
• Coordinated interactions between employees, leadership, and external agencies.
• Ensured confidentiality, objectivity, and professionalism in all HR and investigative processes.

Impact Highlights

• Reduced employee relations risk through consistent investigations and policy enforcement.
• Enhanced leadership decision-making through comprehensive, well-documented HR guidance and reporting.