Saybeck Liggins

versaw HR operations across East Coast and UK markets, serving as a strategic partner to senior leadership on workforce planning, talent strategy, organizational design, and change management.

• Directed company-wide Inclusion and Belonging initiatives, creating multi-year DEIB plans, launching programs that elevated cultural engagement, and co-leading the Inclusion Council to achieve enterprise-level goals.
• Executed ERG initiatives, heritage month programs, and company-wide cultural engagement events, enhancing participation and aligning organizational culture.
• Advised executives and managers on complex employee relations matters, investigations, performance issues, and conflict resolution, ensuring consistent and equitable outcomes.
• Partnered with Legal, Payroll, and Benefits to streamline processes and improve compliance, enhancing employee experience through effective cross-functional collaboration.
• Leveraged HR data and reporting dashboards to provide insights that informed leadership decisions, improved performance management cycles, and supported organizational planning.
• Supported leaders through periods of organizational change, workforce transitions, and communication planning, ensuring transparency and employee trust.
• Championed a collaborative, inclusive, and high-performance culture, reinforcing company values across teams and markets.

• Assisted managers with performance evaluation, employee discipline, compensation and workforce management, advised them of best practices, company policy and possible solutions
• Counseled employees on discipline actions such as absenteeism, performance problems, policy violations; helped resolve disputes with coworkers, supervisors, subordinates or management
• Partnered with recruiting team to source applicants both internal and external, screened resumes, interviewed candidates, counseled with hiring managers on hiring decisions
• Assisted in development and production of reports, decisions and results of department in relation to established goals; recommended new approaches, policies and procedures to effect continual improvement in efficiency of department and services performed
• Facilitated the implementation of systems, programs, tools and processes designed to improve management and employee performance, productivity, engagement and business results; maintained Human Resources Information System records with accuracy and timeliness
• Composed, prepared, and issued correspondence such as internal memos, letters, and forms such as change of status, counseling memos, termination letters, and written warning documentation for employees; maintained records for new hires, transfers, and promotion programs
• Managed FMLA and other leave of absence programs

• Assisted with administration of human resources policies and programs, and carried out responsibilities in the following functional areas: employee relations, training and development, benefits, compensation administration, documentation and staffing
• Established relationships with appropriate external recruiting providers for cost-effective sourcing and recruiting
• Processed all new hire and terminated employee records
• Conducted reference checks and managed the pre-employment screening process
• Conducted new employee orientations and exit interviews for employees who have left the company voluntarily
• Handled employees' and managers' issues with effective discussion, documentation and response
• Processed Leave of Absences and Workers' Compensation claims
• Kept detailed records of data to meet compliance standards and support future reviews for Affirmative Action plan

• Performed administrative and office supports to several departments (Human Resources, Finance, & Real Estate) by assisting the day-to-day operations
• Coordinated and scheduled meetings for various sessions such as managerial presentations and new hire orientation
• Reviewed and responded to all resumes by communicating with candidates
• Prepared outreach projects - new hire and medical packets, Star Awards (recognition), and employee events
• Gather data and compiled various reports for the different senior managers assisted with Accounts Payable and certification process; distributed New Business Incentive reports to supervisor
• Received and distributed mail and correspondence; ordered office supplies
• Referred visitors to the appropriate HR personnel.

• Assisted the HRIS Manager with the daily business requirements including transitioning the department to a paperless environment using Ultipro Software, scheduling and assisting with training sessions, presentations and reporting
• Processed confidential employee records such as salary data, performance ratings, separations and new hires
• Entrusted by HR Leadership to handle the managerial functions in absence of immediate supervisor
• Received high praise from management and other employees on job performance, professionalism, interpersonal skills and teamwork