Erin Sander, SHRM-CP, PMQ

* Oversee employee-related compliance across federal, state, and local regulations, ensuring consistency across a multi-state workforce * Maintain adherence to internal controls and external frameworks such as SOC-2 and PCI-DSS for employee data and processes * Administer and regularly audit Form I-9 documentation, including remote verifications, re-verifications, and E-Verify compliance * Manage all aspects of leave administration, including FMLA, ADA, state-mandated leaves, and company-specific policies * Manage all aspects of employee accommodations, including ADA, PWFA and Religion * Maintain accurate and complete documentation of all employee transitions in HRIS and file management systems * Execute offboarding procedures including termination documentation, final pay in compliance with state laws, asset recovery, and access revocation * Create and maintain SOPs and internal documentation related to compliance workflows, contract administrations, and risk controls * Regularly update and help enforce employment policies in collaboration with Legal

• Created, implemented, and managed SOP for onboarding, performance management, and coaching processes as well as scheduling and timekeeping for Call Center operations • Human Resources point of contact for over 120 Call Center employees • Develop and implement strategy to reduce turnover resulting in a reduction by 10% • Coach managers on employee engagement, including interpretation of HR policies and procedures and conflict resolution • Project management for full remote workforce, to include developing and implementing remote work policy • Project management to implement seasonal employees for Call Center, hired and onboarded 100+ YTD 2024 • Worked closely with two executive-level team member for data analysis and HR programs implementation • Structured employee engagement program to include progressive disciplinary action process, terminations, and promotions • Developed and implemented 30-day onboarding and exit surveys as well employee engagement • Compensation structuring to align with eight job roles within the Call Center • Conduct investigations into employee relation issues • Policy creation for attendance and remote work • Full recruiting to include writing job descriptions, posting open positions, sourcing and interviewing candidates

• Process and procedures documentation for over five processes, including payroll, benefits, leave administration, and onboarding • Time Management reconciliation for hours-worked accuracy between Paycor and JIRA • Monthly headcount reporting and organizational structure for Board meetings • Human Resource point of contact for over 120 Call Center employees, including coaching and counseling management on employee engagement and disciplinary actions in a Human Resource Business Partner capacity • Analyze data and report creation for multiple teams across 10 teams • HRIS management of employee data for 300 employees – process pay rate changes, job title changes, annual leave allowance, structure changes, and configuration of employee recognition system • SharePoint configuration of employee wellness blog and monthly posts

• Bi-weekly payroll processing for over 250 employees, to include 1099, Salary, Hourly, Part-time, Full-time • Benefits Administration for over 100 employees, to include open enrollment configuration of Paycor • Leave Administration to include Emergency Sick Leave and Emergency Family Sick Leave due to COVID-19 • Multi-state tax administration and registration for over 10 states • Reconciliation of benefit invoices for three carriers for payment processing • Work with broker on annual renewals and implemented open enrollment period for employees, provide communication and meetings related to

• Created process-based onboarding experience for over 90 employees, including 20 remote employees including non-US • Assisted VP of Human Resources in employee and manager training programs for 120 employees and 28 managers • Creation and implementation of 5 HR policies for organizational growth and employee engagement for 120 employees • Developed compensation grading for 120 employees with over 50 job titles • Configuration and implementation of two new end-to-end HRIS suites for 120 employees • Transitioned from monthly to bi-monthly payroll cycle for 120 employees • Administered payroll for 120 employees • Multi-state benefits and payroll processing for 20 employees in 20 states including multi-state tax accounts • Open enrollment and Benefits Administration of 6 plans for over 115 employees