Pamela Clark

• Recruited to direct the HR department on a task force basis with complete oversight but not limited to recruitment, employee relations, employee engagement, recruitment, labor relations, benefits administration, L&D, payroll to 980 employee count.
• Responsible for hiring and training new employees, professional growth of staff and team building and motivation.
• Facilitated successful policy implementation and enforcement to maintain legal and operational compliance.
• Managed complex employee relations issues, reducing legal risks and maintaining a positive work environment.
• Maintained optimal staffing levels by tracking vacancies and initiating recruitment and interview processes to identify qualified candidates.
• Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.

• Responsible for diversified HR; benefits, compensation, interpreting and updating policies and procedures, troubleshooting and resolving HR issues, talent acquisition, employee education/training, management development, employee relations and regulatory/compliance.

• Global talent acquisition strategies and business objectives to achieve high end business goals and support growth.

• Communicated and advised department heads on talent acquisition matters as it relates to regulatory and compliance.

• Communicated with employees as well as senior management regarding policies and procedures/ compliance.

• Addressed HR conflicts utilizing analytical, problem-solving and critical thinking skills.

• Oversaw onboarding function, employee benefit programs as well as employee evaluations and compensation.

• Interfaced with GM and management team.

• Analyzed data on performance and impact of HR programs, processes, policies and act as troubleshooter handling all HR business initiatives, as well as process improvement/efficiencies.

• Prepared budget of HR operations and business strategies and organizational effectiveness.

• Created and implemented forward-thinking initiatives to improve employee engagement.
• Structured compensation and benefits according to market conditions and budget demands.
• Reduced time-to-hire metrics by optimizing recruiting processes, utilizing technology, and streamlining candidate screening methods.
• Enhanced team workflows and employee job satisfaction by coordinating communication between managers and employees.
• Introduced competitive compensation packages to attract high-caliber professionals while maintaining budgetary constraints.
• Regularly analyzed workforce trends to proactively address potential skill gaps or staffing needs.
• Streamlined HR processes for increased efficiency, reducing paperwork and manual tasks through automation.
• Maintained accurate HR records in compliance with applicable laws, ensuring efficient data retrieval when required.
• Spearheaded successful recruitment campaigns, attracting top-tier talent to fill key company positions.
• Maintained human resources regulatory compliance with local, state and federal laws.
• Coordinated company-wide training programs to enhance workforce skills and promote professional growth.
• Facilitated onboarding sessions and on-the-job training for new hires bolstering position knowledge and skillset.

• Performed budget analysis to control expenditures and predict future budget needs.
• Reviewed and screened applicant resumes to identify qualified candidates.
• Liaised between management and employees to deliver conflict resolution, alleviate problems, and interpret compensation and benefits policies.
• Analyzed and reported on employee turnover rates to determine root causes and make recommendations for improvement.
• Advocated for staff members, helping to identify and resolve conflicts.
• Managed payroll processing and benefits to compensate employees for service rendered.
• Developed and monitored employee recognition programs.
• Enhanced workplace culture by promoting diversity, inclusion, and open communication initiatives.
• Supported company growth by leading successful recruitment and hiring campaigns.
• Ensured compliance with labor laws, reducing legal risks through regular policy reviews and updates.

• Managed all project phases, including initiation, planning, execution, monitoring, control and closure
• Use structured implementation/migration methodology, manage project risks, and manage project administration
• Effectively tracked issues and risks, communicated status and escalated concerns via status reports and communication to management
• Identified and implemented opportunities for process improvement
• Aligned HCM tool to suit client business needs and ensure regulatory compliance
• Worked with technical and security architects to mitigate product gaps, facilitating functional analysis of the test environment
• Worked in concert with technical team, analysts, development and QA testing teams throughout the projects' life cycle
• Reviewed all Federal I-9 and supporting documentation line by line for verification
• Facilitated timely migration of client data, maintaining overall client relationship
• Ensured milestones are successfully met through oversight of project vehicles and coordination of resources
• Provided scheduled and on-demand status reports and updates
• Assessed, managed, resolved and escalated (if necessary) risks and issues using HCM and industry best practices
• Ensured that project management practices and standards and procedures are adhered to on all projects
• Engaged client and business owners with requirements gathering, process re-design and gap analysis
• Successful setup and implementation of benefits and ACA requirements for client base of 50+ full-time employees for accurate completion of 1094-C and 1095C
• Educated the client on the legal/legislative compliance (i.e
• Reporting requirements, measurement periods, affordability, eligibility guidelines, transition relief and annual reporting requirements) to ensure client compliance with IRS regulations ACA requirements.