HR law and regulatory guidance — autonomously interpret and advise managers on complex EEO, ADA, FMLA, and labor law questions across a multi-department or multi-site organization.
Strategic talent acquisition — design and execute end-to-end recruitment strategies for hard-to-fill or specialized roles, leveraging sourcing channels, assessments, and labor market data.
Complex employee relations — investigate harassment allegations, work complaints, and conduct concerns independently, document findings, and recommend proportionate corrective actions.
HR policy development — draft, revise, and implement HR policies and employee handbook content aligned with legal requirements and organizational culture.
Workforce records governance — oversee employment records lifecycle for the full employee population, ensuring compliance with retention schedules and audit standards.
Affirmative action program management — conduct availability analyses, set placement goals, and prepare AAP documentation in compliance with OFCCP requirements.
