Stepp *

Nikita Stepp

Columbus, Ohio 614-***-**** acxqs0@r.postjobfree.com

Summary

Passionate HR Professional with 6 years of Generalist and Operations expertise in Recruitment, Job Analysis, Standard Operating Procedures, Auditing, Employee Relations, Total Rewards, and Policy Development. Education and Certifications

Central Michigan University 2016-2018 Masters in Administration Franklin University December- 2011 Bachelors of Science in HRM SHRM-SCP December -2016 Senior Certified Professional Certificate Six Sigma White Belt December- 2011 Certificate

SHRM Assurance Jul- Aug -2011 Certificate

HR Management Experience

Diversity-Vuteq

HR Manager January 2016 –present

• Develop and administer various human resources plans and procedures for all company personnel

• Plan, organize and control all activities of the department. Participate in developing site goals, objectives and systems that align with site operations.

• Develop, recommend and implement personnel policies and procedures; prepare and maintain handbook on policies and procedures with collaboration from other HR sites

• Perform benefit administration to include claims resolution, change reporting, and approve statement for payment.

• Conducts recruitment effort for all exempt and nonexempt personnel, and temporary employees; conducts new-employee orientations; employee relations counseling, outplacement counseling and exit interviewing; writes and places advertisements, responsible for complete recruiting cycle, implement shared onboarding philosophy with operations

• Establish and maintain HR and Safety internal documents as well as governmental compliancy documents for Safety and Human Resources.

• Participate and lead internal HR staff meetings and mandatory participation in Toyota HR Bukai Seminars

• Monitor, track, and evaluate key performance indicators. Recommends new approaches, policies and procedures to effect continual improvements in efficiency of department and services performed that will increase engagement and morale and performance for operations based upon countermeasures for established KPI’s.

• Coordinate all site engagement activities and plan according to business needs and corporate wide activities

• Responsible for all tactical HR duties and responsibilities

• Responsible for all tactical duties and purchases for Safety department Toptal LLC/Contract/Temp Position

HR Manager June 2015- December 2015

• Set-up and Implement Zenefits HRIS core system into the Human Resources Department to automate HR onboarding throughout Toptal for new hires: 100 U.S. and International Employees and Contractors Stepp 2

Negotiate current Medical benefit options between Zenefits (broker) and Aetna (provider) and completely eliminate of manual paperwork automating the Medical benefit process from enrollment through Cobra payment to Aetna for 35 full-time U.S. employees

Automate payroll processes my importing workforce information from Zenefits into Intuit through API import capabilities

Manage the semi-monthly payroll file submissions to Intuit, Paypal, Payoneer, Domestic ACH’s, and International Wires

Register Toptal as a business at 16 states for Unemployment and Payroll tax purposes and also enroll and provide each state with worker’s compensation compliance paperwork

• Collaborate with the Lead of Recruitment on regulatory compliance in regard to the Applicant Tracking System to collect EEO, Disability, and Veteran status details along with communicating the importance of screening and hiring documentation and record-keeping responsibilities

Implement and write up process for recruiters to notify HR Manager of newly created positions and enter new hire information into Zenefits through manual submission or API import capabilities to help manage workforce cost

Manage the process for collecting mandatory tax compliance paperwork for our freelance engineers and core team members on day one, by automating the process through Right Signature and internal accounting system used by Toptal

• Assist Executives and Managers in resolving employee relations issues to ensure 100% compliance with US and International Employment Law

Coach Managers and employees in the interpretation and application of human resource policies and procedures through virtual communication avenues

Work closely with the 16 organizational core teams and 1000’s of freelance engineers to solve daily Human Resource concerns and help clearly communicate upcoming HR initiatives within the US and Internationally

Buckeye Boxes Inc. July 2014-July 2015

Sole HR Manager/ISO Representative

• Advise and coach leadership on Human Resources best practices in a mid-size family business

Initiate organizational development by providing continuous improvement insight to a new 2015 performance review process, cross-train employees in quality management system (ISO), and initiate leadership training through a third party vendor

Implement a Workers Compensation process from initiating the first reporting injury documents and post-accident testing process, to accommodating restrictions and deciding salary continuation to prevent loss time wages with assistance from front line supervisors

Implement a progressive disciplinary process and track all disciplinary actions and guide leaders through the importance of progressive disciplinary steps

Implemented a drug testing process throughout the organization (random, post-accident, and reasonable suspicion)

• Develop recruiting strategies for all positions in the corrugated manufacturing business (conduct job analysis, develop job postings, pre-screening questions, on-site interview questions,, and provide job description templates to managers)

Responsible for all applications, pre-screening, and managing onsite interviews with hiring managers

Implement exit interviews and analyze exit data to share with department leaders

Track and analyze turnover data on a regular basis and suggest ways to reduce turnover

• Implement new retention strategies such as quarterly focus group meetings with departments with high turnover

Implement employee engagement efforts such as quarterly employee appreciation days

Develop and implement a formal on-boarding process for all new hires including 60 day performance reviews aligned with new compensation structure Stepp 3

• Mange all the benefit enrollment such as medical and 401k benefits for new hires and for all associates during open enrollment

• Responsible for all unemployment responses, hearings, and appeals

• Deliver an updated Employee Handbook that resulted in employee law updates and aligned policies

• Partner directly with legal on all employment law matters

• Train ISO 9001 standards to ISO trainer advisors

Responsible for regular internal audits of the system, updating documentation, collecting monthly customer satisfaction surveys, tracking daily non conformances, participant in all ISO meetings, responsible for handling annual audits conducted externally through ISO certified auditors)

HR Generalist Experience

Express-Scripts Inc. (Columbus Pharmacy) December 2011-May 2014 Sr. Human Resources Assistant

• HR partner for strategy execution for 2013 Recognition Program with 20% increase in program usage each quarter

• Point of Contact for all questions on Total Rewards Program (Tuition Reimbursement, Paid Time-Off, Health and Welfare Benefits, Employee Assistance Programs, and Recognition)

Answer contractual information on Attendance, Benefit Time Policies, and/or all Company Policies

• Assist and prepare correspondence for educational institutes in regards to tuition reimbursement, unemployment hearings, and subpoena of records

• Develop annual campaigns for United Way and March of Dimes acting as Site Coordinator for all site wide fundraising and volunteer events that strategically aligned to corporate intiatives

• Design and implement training materials and develop new processes for management and employees to support eTime Timekeeping System

Responsible for ADP/HRIS reporting along with weekly attendance tracking reports

Submit documents to ADP to ensure payroll errors are corrected timely and accurately and escalate issues as needed

Deliver new employee orientation along with a follow-up after 30 days to instruct HRIS training

• Site contact for the Talent Acquisition team for re-hire eligibility along with interviewing internal and external candidates by utilizing Taleo to create positions

• Participate in developing department goals, objectives, and processes along with recommending new approaches and procedures to improve efficiency of site HR department

Serve as a steering committee team member to design and implement a new corporate wide Site Health Scorecard

Analyze training gaps and partner with operations to develop process improvements

HR partner for site LEAN and WCPOS initiatives and facilitator for HR 6s processes and HR waste elimination processes

• Enters terminations, job changes, transfers, and promotions into Workday acting as the site system administrator

Update and confirm Org Mapping/ Job Mapping initiatives for 1100+ employees in Workday to help aid compensation with merging of Job Grades and Job Positions

• Enters, audits, and run reports on all disciplinary information in Microsoft Access Database including acting as the liaison between HR and supervisors with performance management and next disciplinary action steps

Track all disciplines for every employee and generate monthly performance scorecards

• Handle all involuntary exit interviews

HR Internship Experience

eSolutech August 2011-December 2011

• Conducted new employee orientation

Stepp 4

• Acted as the liaison between company employees and Anthem

• Updated employee handbook

• Recruited Network Engineer, Web Developer, and Graphic Designer positions internally and externally

• Attended College Career Fairs for external recruitment efforts Rich Products Corporation August 2011-October 2011 Ensured proper retention procedures for employee personnel files and I-9 forms

• Participated in grievance preparation and meetings

• Maintained Training and Development tracking system for all employees through Microsoft Excel

• Designed PowerPoint show for employee communication McGraw-Hill Companies June 2010- August 2010

• Uploaded performance data into an Employee Relations Database using Microsoft Access

• Ensured proper documentation process and procedures (i.e. including I-9 forms and other required documentation) and conducted internal I-9 audit for Affirmative Action Programs

• Facilitated new hire orientation on a bi-monthly basis

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