Teresa Domingo

• Source and recruit a diverse pool of applicants for leadership positions using methods including, but not limited to, talent evaluation and screening (assessing skills, testing, ranking, etc.). Job advertising and posting internally and externally, including third party recruiting agencies.

• Develop and implement targeted recruitment plans for openings which have unique requirements, are underutilized, or consist of multiple openings for the same position. Clearly define tactics for sourcing,service level, performance criteria and timeline. Partner with team members to ensure a seamless flow of service to the customer. Handle higher level leadership requisitions which may require negotiation more complex elements of a total offering.

• Accountable for full life-cycle recruiting; including consulting with the hiring leader on the specific requirements, duration and verbiage of the job posting, recruiting tactics, and coordinating with other individuals in HR as necessary to conduct assessment tests, provide an appropriate offer, and administer the recruitment/selection process.

• Review and approve all offers based on internal equity evaluation. Partner with compensation on salary reviews and market adjustments/recommendations. Accountable for delivering candidates and commitments per the established timeline.

• Collaborate with leadership and HR partners to develop best practices and foster idea generation while researching and developing new recruiting techniques resources and supporting continuous improvement efforts.

• Assist in the development and implementation of business unit and enterprise-wide recruiting strategies and plans, as well as assist in coordinating college intern programs, and other duties as assigned.

• Acts as an internal consultant by analyzing and recommending solutions to complex human resource issues relating to the business area
• Leads and partners with other HR areas on day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions)
• Manage the performance management process to ensure effective and timely use
• Support leaders in addressing and communicating employee performance issues and in developing performance improvement plans when necessary
• Works with HR Business Partners to infuse employee insights into organizational strategies
• Drives the development, coordinating and recommending changes for the improvement of HR processes
• Collaborates with other HR areas to develop, implement and communicate HR plans, programs and services to the business areas
• Partners with centers of excellence and collaborate with HR business partners to design HR programs that enable business areas to meet their goals

• Responsible for managing Human Resources department
• Guides executive team and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values
• Created and implemented Employee Handbook
• Responsible for Payroll for entire company
• Handled all unemployment related claims/appeals
• Maintains work structure by updating job requirements and job descriptions for all positions
• Responsible for full cycle recruiting for four operating companies
• Including, screening candidates, interviewing and sending offer letters
• Implemented employee onboarding program
• Researched options for employee benefits plans and implemented entire benefits program
• Implemented a new HR/Payroll system as well as a time tracker for field employees
• Executed various legal contracts and worked closely with Ownership team on policies, procedures and legal compliance

• Responsible for all aspects of Human Resources for the 150 plus staff, including recruitment, hiring, terminations, employee relations, employee benefit support and administrative support to General Manager and management staff
• Manage all phases of recruitment, including defining hiring needs from management staff, writing job descriptions, and posting available positions to job boards
• Implementation of new applicant tracking software
• Performance and employee relations management
• Conduct all new hire orientations
• Set up and maintain employee files via Viewpoint and work closely with Payroll
• Setup/manage benefits and 401k deductions
• Process and approve 401k loans
• Responsible for all benefit and leave administration including, enrollments, FMLA, STD and terminations

• Process, verify, and maintain documentation relating to all employees/craft field files
• Enter employee management transactions in HRIS system
• Respond to routine questions on human resources policies and procedures
• Scheduled phone and in person interviews
• Assist with recruiting and candidate management-hosting, travel facilitation, scheduling
• Facilitate and plan for campus recruiting efforts
• Conduct new hire orientation and manage onboarding process including I9 verification and filing
• Event coordination and meeting management
• Process and administer per diem payments
• Conduct and record exit interviews
• Facilitate all leave administration (STD, LTD, FMLA)
• Process all craft field hires including onboarding, background checks and pre-employment drug screening
• Work closely with payroll to manage all field transactions
• Coordinate with local unions for employee eligibility and process pay rate changes

• Act as strategic business partner with site leadership on all recruitment related issues.
• Proactively engage the Leadership teams to establish a common understanding of Talent Acquisition processes, outcomes and service standards.
• Serve as consultant with leadership in the development of effective talent acquisition, sourcing and workforce planning strategies.
• Serve as source/search expert for the functional area, while collaborating with the
• hiring manager to understand the needs and the priorities for candidate skill sets.
• In partnership with our sourcing team, facilitate proactive resource planning with supply and demand analysis and work with HR Business Partners to proactively understand resource needs and talent gaps.
• Manage the presentation, selection, offer, negotiation, and closing components involved in full-life cycle recruiting.
• Develop a qualified applicant pool from multiple sources, including direct sourcing, competitive information, web sites, referrals, job fairs, and advertising, networking, and internal candidate pools.
• Follow the service level agreement to ensure service excellence, efficiency and meeting time to fill targets.
• Complete continuing professional development opportunities including training and project participation.

• Provide assistance to team members regarding benefit and human resource questions and issues
• Prepare offer packets, benefit packets and other employee related information
• Coordinating employee benefit eligibility, enrollments, terminations, and payments
• Prepare employee census information for insurance, 401(k), and other reports
• Coordinating new hire paperwork, and new hire orientation meetings
• Assisting with the creation of training manuals, HR manual, and employee handbook
• Updating job descriptions, as needed
• Review, screen, and maintain applications and resumes
• Assist in preparation of special events such as Year End Celebration and other office or company gatherings
• Process invoices for Human Resources
• Back-up for payroll processing for field employees
• Assist with additional projects, as assigned

• Scheduled HVAC/Plumbing service and installation work, dispatched calls to service techs, set up service calls
• Scheduled all customer service and start up requests promptly and dispatched appropriate service technician based upon the customer, nature of the call, skill level or response time required
• Ordered and scheduled delivery of filters and equipment for all planned maintenance customers
• Coded and processed time cards weekly
• Used database to apply payments and update maintenance schedules