Sandra Enshiwat

Provide direction and oversight for HR strategy, initiatives, and operations. Drive continual improvement of HR business processes and prioritize initiatives related to employee relations/engagement, compliance, compensation planning, recognition, benefits, and budget. Manage all people operations activities; create job descriptions, determine roles, define areas of expertise, and support employee development. Leverage data to analyze current practices. Design and develop programs to facilitate optimal recruitment and ensure balance of cost and equitable pay and support for employee lifecycle.

HR Operations

• Manage and enhance all HR processes, from onboarding and offboarding to handling data changes, maintaining internal ticketing systems, managing employee records, and ensuring EEO reporting and compliance.
• Ensure that HR operations run efficiently, accurately, and in accordance with relevant laws and regulations.
• Drive continuous improvement initiatives to boost the effectiveness and efficiency of HR operations and services.

Strategic Partnership

• Work with HR Business Partners (HRBPs) and other cross-functional teams to pinpoint major business challenges and opportunities.
• Offer expert advice and data-driven recommendations to shape talent and organizational strategies.
• Serve as a reliable consultant to senior leadership on issues concerning people operations and analytics.

Change Management

• Lead change management efforts to facilitate the effective rollout of new processes and systems.
• Clearly communicate changes throughout the organization to ensure understanding and support.
• Optimize project timelines by effectively delegating tasks and prioritizing workload among team members.
• Cultivate a culture of innovation by promoting creative thinking and encouraging employees to take calculated risks in pursuit of solutions.
• Create an agile working environment, enabling rapid response to changing business needs without sacrificing quality or performance standards.
• Streamline operations for increased efficiency with process improvements and automation.
• Facilitate seamless business transitions during mergers or acquisitions, ensuring minimal disruption to ongoing operations while integrating teams effectively.

HRIS

• Supervise daily operations of the Workday system, including updates, maintenance, and troubleshooting.
• Maintain data integrity, accuracy, and security within the Workday system.
• Monitor system performance and implement best practices to ensure high reliability and performance.
• Develop and keep current HRIS documentation, such as system processes, user guides, and training materials.
• Partner with third-party administrators to create and manage benefit integrations, streamlining and automating the benefits enrollment process.

Benefits & Compensation (Total Rewards)

• Develop and execute comprehensive total rewards strategies aligned with organizational goals and industry best practices.
• Lead the design, implementation, and evaluation of competitive benefits programs.
• Oversee the administration of employee compensation, including base pay, bonus, and incentives.
• Evaluate market trends and benchmark data to guide decisions on compensation and benefits.
• Manage relationships with vendors and outsourced service providers.

• Lead strategy, design, implementation, and administration of rewards program for US and global employees (1000+). Leveraged research and data to drive compensation/benefits philosophy. Monitored effectiveness of policies and programs in alignment with business priorities. Provided support for compensation package delivery, including market pricing and benefit programming. Administered salary/bonus programs, including annual performance appraisals and bonus cycles.
• Managed, maintained, and developed ongoing, trusting relationships with outside consultants, brokers, and vendors, both domestically and internationally.
• Organized employee surveys, driving value from the analysis of scores and breakdown of cost vs. benefits.
• Executed company-paid condition management (Diabetes and Hypertension) and behavioral health program for employees in Q3 of 2020.
• Created and applied policies for paid pregnancy disability leave and military differential pay in Q1 of 2020.
• Implemented vendor RFPs, compared costs, and implemented plan design changes, allowing for reduction in deductibles and out-of-pocket maximums while realizing savings of $100K (2020) and $180K (2021).
• Crafted and implemented an inclusive health and welfare strategy in Q3 or 2019, incorporating corporate vision and guiding principles for future benefit decisions.
• Designed a rewards and recognition program in Q4 of 2019 with an ongoing engagement of 89%.
• Designed, implemented, and managed benefit offerings in various countries, including Mexico, Spain, El Salvador, UK, and Japan.

• Administered HR functions and employee relation activities for 350+ employees, including compensation programming, performance evaluation, policy implementation, and employee guidance/issue resolution. Created and implemented departmental operating plan and annual budget. Facilitated the design, acquisition, and administration of employee benefits programs. Crafted HR communications to support varied employee needs.
• Coached, developed, and managed a Human Resource Generalist and Payroll Analyst as manager.
• Consulted and advised managers through leave processes, ensuring compliance with job protections and employment rights while advocating for corporate needs.
• Saved corporate funds by reviewing cost projections and analyzing statistics of possible modifications to existing programs as well as implementation of new programs.
• Aided in the preparation and maintenance of the Employee Handbook and relevant personnel policies.
• Served as subject matter expert and administrator of company benefits, including FMLA, LOA, COBRA, Worker’s Compensation, Medical, Dental, Vision, Life, Disability, and 401K.
• Conducted and monitored reference checks, pre-employment background investigation reports, 401K/FSA non-discrimination testing, and 5500 filings for 401K and Health/Welfare.
• Managed employee relations issues professionally, resolving conflicts efficiently while maintaining confidentiality at all times.
• Maintained accurate HR records in compliance with applicable laws, ensuring efficient data retrieval when required.
• Streamlined HR processes for increased efficiency, reducing paperwork and manual tasks through automation.
• Developed comprehensive onboarding programs to facilitate smooth integration of new employees into the organization.
• Used technologically relevant digital systems to manage payroll and benefits programs.
• Led negotiations for employee benefits packages, securing cost-effective solutions while maintaining high-quality offerings.
• Streamlined HR processes for increased operational efficiency through the development of standard operating procedures.