Stanene Douglas

· Strategize & Lead: Develop and execute HR strategies, policies, and programs aligned with organizational goals. Spearhead workforce planning and succession initiatives, forecasting talent needs and building robust talent pipelines. Advise senior leadership on human capital strategies, organizational design, and change management.

· Talent Management: Oversee the complete employee lifecycle, from recruitment and onboarding to retention and offboarding. Design and implement effective talent acquisition strategies to attract and retain top-tier talent. Develop robust onboarding programs for seamless new hire integration. Guide performance management systems, including goal setting, reviews, and feedback. Champion employee development, training, and career advancement initiatives.

· Employee Relations & Engagement: Cultivate a positive and inclusive work environment by fostering strong employee relations. Manage and resolve complex employee grievances, disputes, and disciplinary actions. Develop and implement employee engagement programs, surveys, and communication strategies. Act as an impartial advocate for employees, ensuring fair and equitable treatment.

· Compensation & Benefits: Design, administer, and manage competitive compensation structures, including salary bands, incentive programs, and equity plans. Oversee comprehensive employee benefits programs, ensuring cost-effectiveness and compliance. Conduct market research and compensation analyses to ensure internal equity and external competitiveness.

· Compliance & Risk Management: Ensure HR practices comply with all federal, state, and local employment laws (e.g., ADA, FMLA, OSHA, EEO). Develop and update HR policies and procedures to reflect legislative changes and best practices. Mitigate legal risks related to employment, including investigations and dispute resolution, often collaborating with legal counsel.

· HR Operations & Technology: Oversee daily HR department operations, managing staff and delegating tasks effectively. Leverage HR Information Systems (HRIS) to streamline processes, manage employee data, and generate meaningful reports. Utilize HR analytics to identify trends, predict turnover risks, and inform data-driven HR decisions. Manage the HR department budget.

• Develops and facilitates strong business relationships with leadership on a wide range of human resource matters including employee relations, performance management, employee development, corrective action issues, employee engagement, recruiting, compensation and employment terminations
• Responsible for full lifecycle recruiting for positions at all levels including position and requirement definitions, pre-employment screening, coordinating/scheduling interviews, maintaining candidate engagement, and employment offers
• Coordinates and administers the onboarding program
• Help drive people processes (performance, development, and career) to ensure that employees’ level of performance and capabilities meet current and future personal and professional needs
• Supports key performance management initiatives including annual goal setting, mid-year and annual review processes
• Conducts exit interviews and analyzes data collected to improve overall employee experience and retention
• Assist in planning and execution of company sponsored events
• Responsible for processing payroll on a weekly basis to include completion and accuracy of employee timecards
• Communicate HR policies to ensure compliance with all federal and state laws and regulations
• Provide mentoring and coaching to managers for employee development
• Administer and manage employee benefits program working with broker and plan sponsors
• Act as an impartial advocate to ensure that all individuals receive fair and equitable treatment
• Provide oversight to manage all employee relations efforts as needed
• Communicate with external legal counsel as needed
• Develop appropriate human resource plans in support of key business needs in a dynamic, changing environment and develop/implement appropriate change management plans as required
• Advise management on performance issues and ensure proper documentation of performance related issues.

• Provide personnel policy and procedure guidance to employees and management
• Maintain up-to-date knowledge of federal and state employment law and compliance requirements
• Coordinate open enrollments, changes, and training for employee benefits programs
• Respond to human resources-related inquiries
• Processed Payroll for 300 employees
• Create and distribute internal communications regarding status changes, benefits, or company policies
• Administer new employee on-boarding and orientation
• Develop and maintain talent management processes
• Monitor employee morale and company culture
• Collaborate with the human resources team to develop effective recruitment strategies
• Identify future staffing needs
• Process complaints regarding sexual harassment, discrimination, or other instances of workplace harassment and assist in any necessary investigations and disciplinary actions
• Maintain employee personnel records
• Processed Offer letters and pre-employment background for new hire
• Benefits, I-9’s E-verify
• Processed Workers Compensation related issues.