Bolingbrook, Illinois, United States
Responsive thorough leader utilizing relational and task-orientated styles to develop and manage HR disciplines, including compliance, employee relations, investigations, operations, data management and analytics, and consulting. Motivated collaborator working with senior leadership teams and utilizing in-depth experience in developing and rolling out major HR initiatives. Mentor and coach training teams in fast-paced environments for positive outcomes.
Manages the planning, organizing, coordinating and implementing of Walgreens’ Affirmative Action Plans (AAP) as well as other state and local regulatory requirements. Overall responsibility for AAP dissemination to the field and other internal constituents. Uses analytics knowledge to identify trends and make recommendations. 1. Manages the development, implementation & monitoring of over 9,000 Walgreen’s Affirmative Action Plans. 2. Leads response and submissions of plans and documents in response to state and local AA regulations or directives. 3. Delivers AA and other compliance training to increase understanding, participation & buy-in from constituents. 4. Serves as key contact with external partner on AAP development and communications 5. Conducts affirmative action compliance and diversity-related research and analysis in support of the organization’s affirmative action compliance programs and diversity initiatives. 6. Conducts review of internal data to identify areas of opportunity that may impact business results, affirmative action compliance objectives or achievement of diversity goals. 7. Recommends ways to capture, synthesize, and analyze workforce data from across WBA business 8. Develops key internal relationships and serves as an internal resource to other departments to provide the affirmative action compliance and diversity perspectives. 9. Engages with Talent Acquisition on good faith efforts and AA and other regulatory compliance education. 10. Evaluates department policies and procedures to measure AA impact, assessing and recommending changes as appropriate. 11. Ensures timely submission of regulatory reports, e.g., EEO-1, VETS-4212. 12. Researches external DEI best practice research / competitive intelligence. 13, Manages special projects as needed.
Responsible for the development of organization strategies through the research and identification of HR issues and providing information, analysis and recommendations to the leadership team that are aligned with overall HR objectives and company goals. Ensure the organization’s compliance with federal, state, and local employment laws and regulations, maintaining knowledge of trends, best practices, and new technologies and providing recommendations on policy change and/or practice to upper management. Shared responsibility for the oversight of HR systems; employee relations; business-wide staffing needs and related activities; and employee training. 1. Develop organization strategies by researching and identifying HR issues and making recommendations to leadership which includes information and analysis, and which aligns with overall organizational objectives. 2. Monitor and ensure compliance with federal, state, and local employment laws and regulations; recommend best practices; review and modify policies and practices to maintain compliance. 3. Maintain knowledge of trends, best practices, regulatory changes, and new technologies in HR, talent management, and employment law; apply this knowledge to communicate changes in policy, practice, and resources to upper management. 4. Develop and implement company-wide policies and HR programs to ensure compliance with employment law and regulations and drive employee engagement. 6. Support management by providing HR advice, counsel and decisions. 7. Guide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines. 8. Develop corporate plans and manage special projects for a variety of HR matters such as compensation, benefits, health, safety, etc. 9. Support employee development by devising strategies for performance evaluation, staffing, training and development, etc.
Responsible for ensuring productive labor and employee relations so as to effect heightened efficiency and execution of corporate goals and objectives, as well as sustained positive employee morale. Support current and future business needs through the development, engagement, motivation and preservation of human capital. Oversee and manage all day to day HR processes, including but not limited to: staffing programs; performance appraisal and compensation processes; payroll; FMLA, FLSA, Worker's Comp, and ADA leave administration; employee training, including orientation, functional, developmental and otherwise; HR policies and procedures consistent with established corporate goals, existing CBAs and legal compliance considerations; benefits programs, including employee training, renewal change recommendations, and claims processing; responding to complaints filed with labor and employment administrative bodies (NLRB, EEOC, HRC, etc.); represents company in unemployment hearings and disputes; and records management. Also working with Corporate Management to develop HR Compliance function, serving as a resource to Company HR team on ensuring regulatory compliance within all locations. • Designed and implemented new reporting and database for Corporate Safety Initiative, which was rolled out through all Corporate locations. • Designed and implemented new exit interview reporting initiative to support Corporate process. • Identified areas for improvement and implemented change within the HR systems, which resulted in the ability to bring payroll processing back in house effectively.
Developed and managed regulatory compliance in employee investigations, vendor management, background checks, federal and state postings, HR policies and controls, I-9s, and E-Verify for 350 US locations and 6.5K US employees. Identified potential failures and made recommendations for corrections. Audited and modified processes and procedures as needed. Collaborated with VP HR, HR directors, function leaders, and legal department in claim resolution for policy violation issues. • Aligned overall HR and diversity initiatives with company business strategy and objectives by providing counsel and training to HR business partners. • Attained 100% compliance, building and implementing overall HR compliance strategy and working with multiple committees and engaging leadership. • Developed integrated policy on job postings, candidate selections, background check procedures, I-9 processes, including data maintenance, managing and coordinating diverse committees. • Created HR compliance learning program and delivered general regulatory compliance and EEO training at HR annual meeting, developing requirements for applicant flow, employee and job maintenance, and compensation strategy. • Promoted collaboration, acting as liaison for professional and governmental organizations (OFCCP, Center for Workforce Compliance, US Business Leadership Network, Chicagoland Business Leadership Network, and Direct Employers) and sharing ideas for positive outcomes.
Developed and managed design and implementation of HR compliance strategy for North America, encompassing 15K employees and 650 locations. Liaised with internal employee relations and compensation teams regarding changing regulatory landscape and implementation within company. Provided subject matter expertise with respect to employment law-related government regulations, EEO, and diversity initiatives supporting company business strategy, including training, implementation, compensation, and policy. - Built affirmative action compliance strategy in less than 12 months through development of collaborative committees and leadership engagement, saving $100K annually in outsourcing costs. - Improved enterprise program results, providing direction and expertise for development and implementation of disability inclusion strategy by working with US / Canadian teams and presenting US strategy to key leadership committees. - Facilitated company recognition as leader in disability inclusion through sponsorship and participation in ADA 25 Chicago Advancing Leadership program and start of BMO Disability Business Resource Group. - Identified tactics that improved accessibility for people with disabilities in application processes, employee procedures and tools, including improved accommodation process. - Liaised with retail line of business, improving access and accommodations for customers with disabilities. - Increased awareness and buy-in of US compliance requirements within governance team and employee relations through enterprise-wide training sessions.