Talent Acquisition Multi-State

Michael Sartor **** **th St., Twin Lake, MI ***** 231-***-**** *********@*****.***

Professional Summary

Strategic HR Executive with 15+ years of experience leading workforce strategy, talent acquisition, compliance, and technology implementations. Proven expertise in aligning HR strategies with business objectives to drive workforce expansion, retention, and operational efficiency. Adept at implementing and optimizing HRIS platforms, developing high-performance cultures, and ensuring multi-state compliance. I am pursuing a Doctorate in Business Administration (DBA) to further my strategic HR leadership and corporate governance expertise.

Core Competencies

HRIS Management & Implementation (ADP, Kronos, Avionte BOLD, Custom Match, Bullhorn)

Data Analytics & HR Reporting

System Optimization & Process Automation

Talent Acquisition & ATS Integrations

HR Compliance & Multi-State Employment Law (FMLA, ACA, FLSA, EEOC, OFCCP)

Employee Engagement & Training

Project Leadership & Change Management

Compensation & Benefits Administration

Professional Experience

WORKFORCE Employment Specialists Head of HR & Operations

2017 – 2024

Led multi-state HR operations, ensuring legal compliance and process efficiency across all locations.

Developed and implemented workforce planning and talent acquisition strategies, scaling operations to 800+ employees.

Spearheaded HR technology implementations (HRIS, ATS, Payroll Systems), improving hiring efficiency and workforce analytics.

Directed HRIS and ATS implementations, streamlining recruitment, onboarding, and payroll processes.

Managed FMLA, ADA, and employee relations cases to maintain compliance and minimize risk.

Designed succession planning frameworks, strengthening leadership pipelines and internal career mobility.

Optimized HR restructuring using Lean principles, reducing operational inefficiencies and turnover.

Adecco Regional Operations Manager

2012 – 2017

Managed HR compliance, talent acquisition, and workforce planning across a $100M business region.

Led HR restructuring using Lean principles, improving efficiency and reducing turnover.

Negotiated HR vendor contracts, improving profitability and strengthening compliance frameworks.

Conducted multi-state compliance audits using HRIS tools to assess risk and ensure adherence to employment laws.

Developed compensation and benefits dashboards within HRIS to track market trends and internal equity in pay structures.

Education & Certifications

Doctor of Business Administration (DBA) – In Progress (Expected 2026)

University of Michigan-Flint

Master’s in American Culture (Corporate Social Responsibility)

University of Michigan

Bachelor of Science, Business Leadership

Grand Valley State University

PHR Certification (Valid until 2026)

Human Resources Certification Institute

Certified Staffing Professional (CSP) – Valid through 2026

SHRM-SCP

Society of Human Resource Management – Valid through 2028

Achievements & Impact

Expanded organization from 3 locations in 1 state to 6 locations across nine states, utilizing HRIS for seamless workforce management.

Successfully led the implementation of a new timekeeping and payroll system, reducing payroll errors by 40%.

Enhanced employee data tracking and reporting, improving workforce analytics accuracy by 25%.

Negotiated vendor contracts for HR technology solutions, securing 15% cost savings on HRIS licensing fees.

Developed an HRIS-integrated contingent labor management system, improving compliance and efficiency for over 500 employees.

Technology & Tools

HRIS Platforms: ADP, Kronos, Avionte BOLD, Custom Match, Bullhorn

Talent & Workforce Management: ATS, CRM, Payroll & Benefits Software

Additional Capabilities

Multi-State HR Compliance & Policy Development

HR Process Improvement & Workforce Planning

Employee Engagement & Workplace Culture Development

Directed large-scale organizational improvement initiatives, including HRIS implementations, workforce restructuring, and DEI program rollouts, managing cross-functional teams, executive stakeholders, union representatives, and external vendors to ensure alignment, compliance, and successful outcomes.

Designed, deployed, and analyzed employee engagement, culture, and pulse surveys to assess organizational health, retention risk, and workforce satisfaction, presenting actionable insights to leadership and informing talent strategies and policy development.

Managed full vendor lifecycle, including developing statements of work, negotiating contracts, overseeing vendor performance, and ensuring service delivery met organizational goals, regulatory requirements, and budget constraints.

Led and developed HR and cross-functional teams responsible for recruitment, employee relations, labor relations, benefits administration, compliance, training, and payroll; provided coaching, performance management, and succession planning to drive engagement, retention, and leadership development.

Served as a complementary negotiator in complex labor negotiations, collaborating with legal counsel, union leadership, and executive teams to resolve sensitive employment matters, implement policy changes, and uphold a culture of equity, transparency, and accountability.

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