Sanaya Biabani

· Support the onboarding process for new hires, ensuring a smooth transition into the company.

· Address employee inquiries and concerns, providing guidance and support.

· Investigate and resolve employee complaints, working with managers and other relevant parties.

· Help to maintain a positive and productive work environment.

· Ensure compliance with company policies and procedures, as well as relevant laws and regulations.

· Stay updated on changes in employment law and regulations.

· Benefits Administration.

· Maintain accurate and up-to-date HR records, including employee files, compensation, and benefits information.

· Assist with employee training and development programs.

· Support HR initiatives and projects as assigned.

• Implement HR policies, procedures, and programs to ensure compliance with legal requirements and company standards
• Manage full-cycle recruitment process including sourcing, screening, interviewing, and onboarding which includes I9 of new employees
• Implement performance management system to track employee goals, provide feedback, and conduct annual reviews resulting in improved employee engagement
• Lead training initiatives for managers and employees on topics such as diversity and inclusion, sexual harassment prevention, and effective communication
• Administer benefits programs including health insurance plans, retirement savings accounts, and wellness initiatives
• Maintain accurate employee records in compliance with state and federal regulations
• Collaborated with department heads to develop workforce planning strategies aligned with business objectives
• Conduct investigations into employee complaints or policy violations ensuring fair resolution while minimizing legal risks
• Create a comprehensive employee handbook outlining company policies, procedures, benefits information etc
• Manage the implementation of HRIS software resulting in streamlined processes for payroll administration and reporting functions
• Develop compensation structures based on market research to attract top talent while maintaining internal equity
• Facilitate organizational change initiatives by providing guidance on restructuring efforts or implementing new systems/processes
• Coordinate employee recognition programs to foster a positive work environment and boost morale
• Ensure compliance with labor laws including FMLA leave requests, ADA accommodations etc
• Lead the implementation of a new performance management system resulting in improved goal alignment and feedback processes
• Develop and deliver training programs on unconscious bias awareness to promote diversity and inclusion within the organization
• Manage successful resolution of employee relations issues, minimizing legal risks for the company
• Serve as a strategic partner to senior leadership team providing guidance on HR matters related to organizational growth and development

• Sourcing and reaching out to qualified candidates for current open roles
• Coordinating the hiring process end-to-end
• Build and report on quarterly and annual hiring plans
• Create and publish job ads in various portals
• Network with potential hires through professional groups on social media and during events
• Collaborate with hiring managers to set qualification criteria for future employees
• Screen resumes and job applications
• Conduct initial phone screens to create shortlists of qualified candidates
• Interview candidates in-person for a wide range of roles (junior, senior and executive)
• Track hiring metrics including time-to-hire, time-to-fill and source of hire
• Design, distribute and measure the results of candidate experience surveys
• Train and advise hiring managers on interviewing techniques and assessment methods
• Host and participate in job fairs
• Follow up with candidates throughout the hiring process
• Maintain a database of potential candidates for future job openings
• Partner with the leadership team to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning
• Oversee I-9 process
• Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations
• Manage the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings
• Analyze trends in compensation and benefits; research and propose competitive base and incentive pay programs to ensure the organization attracts and retains top talent
• Partner up with hiring agency to evenly distribute hiring needs
• Create learning and development programs and initiatives that provide internal development opportunities for employees
• Oversee employee disciplinary meetings, terminations, and investigations
• Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law
• Oversee payroll functions
• Timecard corrections
• Update OSHA logs
• Conduct safety walks and attend safety committee meetings
• Create strategic timelines for safety trainings throughout the company
• Generate reports from HRIS
• Work order log update for OSHA
• Onboarding corporate and warehouse new hires
• Creating Sop
• Conducting drug tests for warehouse positions
• Employment verification
• Updating employee handbook as per latest labor law
• Performs other duties as assigned
• Training and compliance

• Recruits, interviews, hires, and trains new staff in the department
• Oversees the daily workflow of the department
• Provides constructive and timely performance evaluations
• Handles discipline and termination of employees in accordance with company policy
• Partners with the leadership team to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning
• Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations
• Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings
• Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent
• Create learning and development programs and initiatives that provide internal development opportunities for employees
• Oversee employee disciplinary meetings, terminations, and investigations
• Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law
• Performs other duties as assigned

• Prepare and review compensation and benefits packages
• Administer health and life insurance programs
• Implement training and development plans
• Plan quarterly and annual performance review sessions
• Inform employees about additional benefits they’re eligible for
• Update employee records with new hire information and/or changes in employment status
• Maintain organizational charts and detailed job descriptions along with salary records
• Forecast hiring needs and ensure recruitment process runs smoothly
• Develop and implement HR policies throughout the organization
• Monitor budgets by department
• Process employees’ queries and respond in a timely manner
• Stay up-to-date and comply with changes in labor legislation
• Create schedule
• Run biweekly payroll

• Responsible for taking money in the form of cash, check, or credit card
• Scan items, provide change, balance drawer, and process card transactions
• Promote and sell credit cards and membership programs
• Engage in conversations with customers along with providing quality customer service
• Acts as lead and provides guidance when needed to sales team members in Apparel and Footwear to ensure that exceptional customer service is the priority of every interaction and for execution of operational tasks
• Assists store manager with daily planning of operational tasks assigned to the store
• Oversees special or ongoing process improvement projects and initiatives
• Cash register pick-ups and change drop-offs