Meghan Fournier

Managed daily operations while overseeing multiple locations to foster increased productivity, while building an HR Department in a fast-growing company across the United States. Worked closely with organizational leadership and board of directors to guide operational strategy. Successfully integrated/onboarded large number of employees in less than one day during acquisitions. Planned and managed recruitment activities for new hires using strategic personnel, staffing, and position management practices. Reviewed and screened applicant resumes to identify qualified candidates. Briefed job applicants regarding responsibilities, benefits, and schedules to provide information regarding job specifications and logistics. Partnered with senior leadership to establish and develop corporate and HR policies and procedures. Developed and maintained positive relationships with external vendors, insurance providers and benefits administrators to establish trust and rapport.. Researched and evaluated new benefits programs to select cost-effective providers and coverage levels. Implemented open enrollment system to streamline benefits processes for employees. Coordinated and conducted employee orientations to promote understanding of coverage and options. Created detailed job description library for organization and maintained relevance with regular updates. Helped create and optimize salary structures and bonus programs.

Supports approximately 50 managers, and with a total of 500 employees. Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes. Provide advisory services on management-employee relations actions. Advise management on appropriate actions to correct behavioral or performance deficiencies in employees. Provide guidance on appropriate level of discipline to correct problems, implications of negotiated grievance procedures. Lead the management team in identifying, distributing, and balancing workload and tasks among employees in accordance with established workflow, skill level and/or occupational specialization. Resolved understaffing issues, disputes, employee terminations and disciplinary procedures. Discovered and resolved complex employee issues that affected management and business decisions. Discovered and resolved complex employee issues that affected management and business decisions. Develops or modifies evaluation objectives, work plans, guidelines, scope, methods, staff requirements and time schedules to meet project needs. Write new policies to meet those needs of the organization. Maintained confidential nature of employee and company proprietary and privileged information used or observed in course of performing job duties. Investigated and liaised with legal department to respond to complaints of harassment, discrimination, employee grievances and other sensitive issues and prepared position statements for EEOC. Streamlined complaint response management by providing guidance on policies and ensuring appropriate and accurate investigation processes.

Collected information on areas such as employee turnover data and analyzed trends to assist with making policy decisions. Led special training courses such as yearly sexual harassment, and reasonable suspicion training. Liaised between management and employees to deliver conflict resolution, alleviate problems, and interpret compensation and benefits policies. Advocated for staff members and counsel supervisors to identify and resolve conflicts. Contributed to annual performance appraisals by working with supervisors to achieve consistency and compliance with established procedures. Coordinated incoming job requisitions and applications. Facilitated all new employee orientations to foster a positive team attitude. Developed strategies to increase employee satisfaction and reduce turnover. Plan, organize, and/or direct team efforts to persuade management to accept and implement recommendations, where the proposals involve organizational resources or require extensive changes in established procedures and methods.

Addressed inquires from employees and management regarding new-hire activity, ongoing employee relation issues, provides benefits counseling to new hires and leads new employee orientation. Assists in assessing candidate qualifications, and creating job/vacancy announcements. Addressed inquires from employees and management regarding new-hire activity and ongoing employee relation issues. Advise and consult with the Executive Resources Team Lead on the status of employment activities and keeps him/her informed of significant developments. Gather data, provide advice and assistance to senior specialists and technicians in carrying out specific projects or assignments involving employment of senior executive. Provides benefits counseling to new hires and leads new employee orientation. Assists in assessing candidate qualifications, and creating job/vacancy announcements. Created organizational flow charts and career path reports to evaluate employee compensation information. Created and modified job descriptions within all departments. Processed all employment changes stemming from merit increases, promotions, bonuses pay adjustments, and terminations. Conducted cost analysis reviews for converting to electronic personnel management systems. Conducts analysis for hiring practices across pharmaceutical industry. Collaborate with and/or lead management in employing change process concepts and techniques by assessing organizational readiness for change, marketing organizational awareness, and leading change initiatives. Serves as the expert, on site, in the areas of Human Resource Management regarding any issue that surfaces during the course of a review. Plan, organized, conducts and reports on evaluations of organization programs and operations within the area of Human Resource Management. Assisted with Affirmative Action Program and reports. Researched and implemented Harassment Training company wide, as well as DocuSign to company.

Integrated employees into internal personnel system, to generate all new hire, and transfer forms. Conducted new employee orientation to foster positive attitude toward organizational objectives. Reviewed and verified documentation to verify eligibility for work authorization in United States. Addressed inquires from employees and management regarding new-hire activity and ongoing employee relation issues. Upload documents to personnel files for new hire documentation, as well as exit documentation. Supported numerous employees at all levels, including executive leadership. Conduct a variety of work projects on staff matters contributing to overall program objectives. Such projects include fact gathering; analysis and evaluation of material; written or oral presentation of conclusions both within and outside of the organization. Prepare formal reports, briefings, justification summaries in preparation of formal reports, issuances or other documents as directed by Director.

Coordinated with hiring managers to schedule in person, virtual and telephonic interviews. Scheduled 50 interviews per month, in average under 24 hour time period. Ensured that 100% of applications were on file prior to interviews being conducted in order to remain compliant with regulation. Helped audit requisitions to ensure that all required documentation was present, in order to close out requisition, and request missing information should it be needed. Cross trained in Executive Recruiting, and scheduling of Director and Vice President interviews. Cross trained in Onboarding and processing of new hire and transfers to different business units. Completed I-9 and EVerify training with passing score of 100%.