Tiffany Magliaro, SHRM-CP

Compensation Strategy and Management:

• Develop and implement comprehensive compensation strategies, this includes salary banding and salary grading.
• Conduct market analyses to ensure competitiveness and compliance.
• Recommend and evaluate base pay, incentive, and bonus programs.
• Ensure consistency in compensation practices organization-wide.
• Advise on job classifications, salary structures, and pay adjustments.

HRIS Administration and Data Analysis:

• Oversee the HRIS system, ensuring data accuracy, integrity, and confidentiality.
• Collaborate with vendors for system upgrades and enhancements.
• Generate and analyze HRIS reports to support decision-making.
• Provide training and support on HRIS functionality.
• Compile and analyze compensation and HRIS data to identify trends and opportunities.

Salary Management, Compliance and Payroll:

• Manage salary surveys, providing valuable data for informed decision-making regarding compensation adjustments.
• Assess regional variations in pay scales, delivering tailored solutions for each location's unique labor market conditions.
• Assist in streamlining the annual merit increase process for a more efficient distribution of funds across all departments.
• Ensure compliance with local, state, and federal regulations.
• Oversee company audits related to HR processes and company 401k.
• Ensure compliance with audit requirements and facilitate the audit process.
• Manage the company's full payroll process, including all filings and tax obligations.
• Ensure timely and accurate submission of payroll reports and filings.

Budgeting and Collaboration:

• Develop and implement the departmental budget with Finance.
• Collaborate with Finance and Accounting on budgets, hiring, payroll, and state compliance.
• Negotiate favorable contract terms with vendors for benefit services, resulting in significant cost savings for the organization.

Analysis and Reporting:

• Conduct analysis of HR data to identify trends and opportunities.
• Prepare and generate standard and custom reports on HRIS system for other departments too gather analysis.
• Provide insights and recommendations based on HR data analysis to support decision-making processes.

Leadership and Team Management:

• Supervise a team of two to three HR professionals.

Payroll and HRIS Management:

• Implemented and maintained ADP payroll processing systems and all reporting and filing.
• Ensured accurate processing of payroll transactions and compliance with laws.
• Updated and maintained HRIS system, ensuring data accuracy, integrity, and confidentiality.

Managing Recruiting:

• Lead and oversee the recruitment process from start to finish and ensure timelines are met while finding qualified candidates.
• Assign tasks and responsibilities to recruiting team members.
• Evaluate and streamline recruitment procedures for efficiency and effectiveness.
• Provide guidance and support to recruiters throughout the hiring process.
• Collaborate with hiring managers to define job requirements and develop job descriptions with the recruiter.
• Conduct regular meetings with recruiting team to discuss progress and challenges.
• Track recruitment data to measure success and identify areas for improvement.
• Collaborate with with external recruiting partners and vendors.
• Conducted compensation analyses for recruitment and staff compensation.
• Collaborated with hiring managers during the offer process.
• Collaborated with recruiters to help develop compensation packages and maintain fair employee pay levels.

Compensation and Talent Management:

• Developed and maintained job descriptions and assessed job classifications.
• Provided expert guidance on compensation-related matters to managers during recruitment, promotion, or reassignment processes.
• Collaborated with leaders and Finance in the annual merit increase process.

Compliance and Documentation:

• Maintained compliance with employment laws and regulations.
• Created a detailed job description library for the organization and maintained relevance with regular updates.
• Gathered information about each position and related occupation through employee interviews, field observations, and industry research.

Leadership and Team Management:

• Supervised a team of three HR professionals

Recruitment Strategy and Execution:

• Conducted prescreening interviews and assessments for candidates.
• Developed recruitment plans in collaboration with management.
• Assisted with writing job postings and job descriptions for boards.
• Responded to inquiries and informed applicants of their status.
• Negotiated competitive salary packages with candidates, resulting in successful offers and acceptances.

Candidate Relationship Management:

• Built strong relationships with internal and external candidates to ensure an excellent hiring experience.
• Sourced candidates using online tools and university recruiting.

Compliance and Administrative Support:

• Maintained compliance with federal and state employment laws during the recruitment process.
• Managed references, background checks, and offer letters.
• Provided personnel policy guidance and maintained records.
• Assisted with payroll and reporting.
• Conducted onboarding and orientation of new hires.

Process Improvement and Cross-Functional

Collaboration:

• Reviewed existing policies and procedures to make recommendations for enhancing work productivity, recruitment, hiring processes, and talent management.
• Improved organizational filing systems for confidential employee records, resulting in improved accessibility and efficiency by moving all offer letters electronically, as well as all employee files.

Leadership and Teamwork:

• Acted as a team leader in group projects, delegating tasks and providing feedback.

Recruitment Strategy and Planning:

• Develop strategic plans for recruitment.
• Plan and execute university recruiting efforts.
• Establish ongoing communication channels with past applicants, creating an active network of potential future candidates.
• Collaborate with hiring managers to understand job requirements and expectations.
• Develop recruiting strategies to identify qualified candidates and build networks.

Candidate Screening and Selection:

• Identify and coordinate screenings of candidates.
• Utilize online sourcing and recruiting tools.
• Assist with writing job postings and job descriptions for boards.
• Utilize applicant tracking systems effectively, improving overall efficiency of the recruiting process.
• Pre-screen resumes prior to sending to corporate hiring managers for consideration.
• Conduct thorough reference checks, background screening, and other pre-employment checks to verify information on applicant's resumes.
• Conduct reference checks and background investigations, mitigating potential risks to the company.
• Coordinate schedules to arrange management interviews with applicants.
• Study job descriptions and qualifications to determine applicant requirements.

Candidate Experience Enhancement:

• Respond to inquiries regarding recruitment.
• Enhance candidate experience by streamlining the interview process and providing timely feedback.
• Emphasize job benefits and perks to applicants to improve the organization's attractiveness.

Administrative Support and Collaboration:

• Advertise job opportunities on job boards.
• Assist HR team with other tasks.
• Demonstrate adaptability and proficiency in learning new concepts quickly and efficiently.