Jamie Johnson

• Maintain "open door" policy to encourage employee communications and resolution of issues.
• Collaborate on hiring and training of new employees, professional growth of staff and team building and motivation.
• Maintain optimal staffing levels by tracking vacancies and initiating recruitment and interview processes to identify qualified candidates.
• Develop succession plans and promotion paths for staff.
• Participate at strategic and operational level to develop and strengthen human resources services, relationships and mission.
• Recommend appropriate resolutions to employee relations concerns and handled disciplinary issues and investigations of misconduct.
• Updating employee manual to cover company policies, disciplinary procedures, code of conduct and benefits information.
• Collaborate with stakeholders across organization to maintain proper flow of communication and execution of planned initiatives and projects.
• Manage other HR staff and oversaw completion of tasks and initiatives.
• Coordinate work activities for HR managers, specialists and recruiting agents.
• Direct each phase of hiring process, encompassing employment verification, employee relations investigations, criminal background checks and onboarding.
• Maintain human resources regulatory compliance with local, state and federal laws.
• Coordinate and work with management on performance evaluations, supervisory practices, dispute resolution, and employee accountability.

• Developed and implemented plans to improve recruitment process.
• Developed recruiting strategies to identify qualified candidates and build network resulting in a high volume of qualified candidates hired during hiring events.
• Conducted reference checks, background screening and other pre-employment checks to verify information on applicant's resume.
• Evaluated strengths and weaknesses of candidates through effective screening processes.
• Placed advertisements, evaluated applicant credentials, conducted initial interviews and pre-screening assessments.
• Assisted with onboarding and orientation of new hires to expedite acclimatization process.
• Coordinated schedules to arrange management interviews with applicants.
• Conducted phone interviews to assess applicants relevant knowledge, skills, experience and aptitudes.
• Advertised job opportunities on social media platforms and job boards.
• Collaborated with hiring managers to understand job requirements and expectations.
• Operated and maintained applicant tracking and candidate management systems.
• Built strong relationships with internal and external candidates to ensure an excellent hiring experience.
• Studied job descriptions and qualifications to determine applicant requirements.
• Developed and maintained relationships with external recruiters to obtain referrals to qualified candidates.
• Assisted with writing job postings and job descriptions for boards.
• Pre-screened resumes prior to sending to corporate hiring managers for consideration.

• Interviewed potential hires, negotiated salaries and benefits and performed reference checks.
• Directed hiring and onboarding programs for new employees.
• Educated employees on company policy and kept employee handbook current.
• Performed administrative and customer service functions by responding to general employee inquiries, addressing employee relations issues and scheduling meetings.
• Recommended appropriate resolutions to employee relations concerns and handled disciplinary issues and investigations of misconduct.
• Coordinated and engaged with leadership in planning and organizing calendars, events and activities.
• Managed other HR staff and oversaw completion of tasks and initiatives.
• Maintained human resources regulatory compliance with local, state and federal laws.

• Followed programs closely to assess effectiveness and make proactive changes to meet changing demands.
• Oversaw workers' compensation program for employees injured on job.
• Answered employee inquiries regarding health benefits and 401k options.
• Monitored and handled employee claims involving performance-based and harassment incidents.
• Conducted exit interviews to better understand reasons why employees were separating from company.
• Addressed employee conflicts with appropriate urgency, following all corporate procedures.
• Directed job fairs to bring in local talent for long term and seasonal positions.
• Handled on-boarding process for newly hired employees and distributed all paperwork.

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• Updated key human resource metrics on turnover and terminations using reporting tools on HRMS database.
• Provided guidance to managers and employees on talent management, payroll, FMLA, and benefits.
• Improved quality of hiring decisions by working with hiring managers on new comprehensive employment selection processes.
• Collaborated with payroll to complete and upload pay data and worked with managers to support proper wage and hour compliance.
• Liaised with HR and payroll to coordinate and manage employee leaves of absence.
• Created organizational flow charts and career path reports to evaluate employee compensation information.
• Coached and educated management throughout organization on appropriate guidelines for maintaining legally-compliant workplace.
• Facilitated initiative to address disparities in hiring racial and ethnic minority applicants.
• Developed and built internal and external relationships with project teams, department managers and consultant teams to improve delivery of HR services.
• Built comprehensive employee recruiting strategy.
• Conducted career fairs, screened resumes, and interviewed applicants to build candidate pipelines and enhance company culture.
• Handled new-hire orientation and basic recruiting tasks for best-in-class talent identification.
• Spearheaded talent acquisition, playing instrumental role in building and retaining high-caliber teams.
• Facilitated criminal background check process for new hires.
• Managed employee rewards programs.
• Explained and administered medical insurance, disability and flexible spending accounts.
• Managed change through open communication for addressing employee concerns, allowing for different opinions and publicizing new strategies.
• Audited workplace, employee and management policies and procedures.