Emily Lederkramer

Emily Lederkramer New York, NY Phone: - E-Mail:- Objective SHRM-CP Human Resources professional with progressive experience in managing employee relations, recruitment, retention and training. Demonstrated outstanding ability in providing critical support in the development and implementation of Human Resources strategies. Skilled in counseling, investigating and problem-solving employee issues to ensure a reliable and productive workforce. Experience GlobeTax Services Human Resources Manager June 2019 - Present ● Act as the employees’ point of escalation to brokers and account managers. ● Liaise with brokers and HR business partners to ensure compliance and adherence to New York City, State and Federal law. ● Manage relationships with benefit brokers for escalation and open enrollment. ● Assist HR team with on-boarding all new hires, educate new hires on GlobeTax’s benefits and policies, enroll new hires under the benefit plan(s) of their choosing. ● Oversee GlobeTax’s recruiting process: Serve as the point of escalation for recruiting vendor relationships (e.g. LinkedIn, Indeed, Handshake), serve as the point of escalation to all recruiters and manage and update all employee job descriptions. ● Serve as the GlobeTax professional development training point of contact: maintain relationships with training vendors, research new training options to implement, assist coordinating GlobeTax internal training content development, LEAD and corporate training reimbursement policy. ● Upkeep GlobeTax’s HR policy manual, monitoring and reporting industry trends and generating new policy proposals. ● Manage semi-annual performance review process, ensuring review templates are up-to-date, collecting and saving employee reviews. ● Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems. ● Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices. ● Oversee social media strategy among the HR team by coordinating monthly posts and assigning responsibility accordingly. ● Conduct employee exit interviews. ● Execute research projects and tasks as assigned by the CHRO. ● Provide back-up assistance and coverage for the HRAdmin team. OEC Group Human Resources Supervisor ▪ ▪ ▪ ▪ ▪ July 2017- May 2019 Plans and monitors activities of the Recruitment Coordinators. Participates in developing department goals, objectives and systems. Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors. Conducts exit interviews, analyzes data and makes recommendations to the management team for corrective action and continuous improvement. Maintains and expands knowledge and understanding of existing and proposed federal and state laws/regulations affecting human resource management. Identify trends that could affect organizational objectives and/or operational resources. Interpret appropriate laws and policies and advise management, employees and retirees accordingly Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. Conducts periodic surveys to measure employee satisfaction and employee engagement. ▪ ▪ ▪ ▪ Conducts investigations when employee complaints or concerns are brought forth. Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee on-boarding or orientation, management development, production cross-training, the measurement of training impact, and training transfers. Manages the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment. Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use. Human Resources Coordinator July 2014- July 2017 Maintained knowledge of legal requirements and ensured that company policies, procedures and reporting were in compliance. ▪ Conferred with management to identify personnel needs, job specifications, job duties, qualifications and skills needed. ▪ Utilized online recruiting sources such as LinkedIn, Indeed and other social media platforms to identify and recruit candidates. ▪ Planned and conducted new employee orientation to integrate new employees into the work environment. ▪ Trained management in interviewing, hiring, terminations, promotions, performance management and non- harassment company policies. ▪ Administered performance review programs to ensure effectiveness, compliance and equity within the organization. Education ▪ SUNY at Buffalo Bachelor of Science in Business Administration ​(Concentration: Human Resources) Certifications SHRM-CP ​(effective February 2016) May 2014