Jessica Jackson

Design and implement efficient, scalable HR processes, systems, and policies to support the employee lifecycle, including onboarding, offboarding, and compliance. Oversee the implementation and management of HRIS technology to ensure accurate and secure employee data management. Develop and manage competitive compensation structures, ensuring alignment with industry benchmarks and internal equity. Lead the strategy, design, and implementation of employee benefits programs to attract and retain top talent. Manage and execute company-wide performance review cycles, providing tools and guidance to managers and employees. Continuously improve performance management practices to align with business goals and support employee development. Generate and maintain HR metrics and dashboards Lead analytics projects to inform decision-making and improve processes. Partner with senior leadership to ensure HR operations align with and support the organization’s strategy and goals. Act as a trusted advisor to executive leadership on HR operations and total rewards.

Works with managers to improve leadership capabilities, workforce performance and overall engagement. Responds to employee/supervisor needs to address performance concerns, interpersonal conflicts, and other employee relations issues. Assists in creating, delivering, and being an ongoing advocate for company’s mission, vision, and culture. Recruits, interviews, and facilitates the hiring of qualified job applicants for open positions; collaborates with departmental managers to understand skills and competencies required for openings. Creates and maintains all job descriptions with collaboration from hiring managers and CEO. Works closely with Accounting and the PEO to maintain payroll processes, including enrolling of employees in system, requests for employment information and input of information into employee payroll/HR software and entering bi-weekly payroll hours. Ensures all necessary onboarding and termination task lists are completed as assigned. Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications. Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

Spearheaded new department creating standard operating procedures for all HR functions. Performance Management, Employee Relations, HR Investigations Recruiting, Onboarding, and Training Benefits Administration Events and Engagement

First contact and friendliest face of the company for talent and new employees. Manage the full recruiting cycle for all Engineering, Accounting, Customer Care, Product Management, and Sales positions, including talent sourcing and attracting candidates, to interviewing and hiring great employees. Hire candidates and onboard in ADP/ Salesforce, Onboard, orient, and oversee our newest employees transition to Brivo. Manage benefits enrollment, point of contact for employee questions. Consult with hiring managers to develop recruiting strategies for open positions regardless of location. Work with hiring managers to create compelling job descriptions that attract the best candidates Prepare recruitment materials and identify creative ways for promoting jobs to appropriate job boards, associations, trade groups, social media sites, internal employees etc. Collaborate with department managers to ensure job requirements and expectations are clearly understood, candidates are assessed for relevant knowledge, soft skills and aptitude and feedback is provided to both candidates and hiring managers on the progress. Design and implement monthly employee engagement Manage external vendors, as needed, to support sourcing activities

Our team in Rockville Maryland won a top spot as a best place to work in the Washington Business Journal listing. Crain’s 2016 Business Magazine (CBM) has listed Green Key Resources as #1 on their list of New York's Largest Executive Recruiting Firms in New York (up from the #2 spot in 2013). Green Key Resources, has been named to the prestigious Inc. 5000 list of the nation’s fastest growing private companies. Inc. magazine ranked Green Key for its triple digit growth rate on the widely regarded list, where such firms as Dell, Pandora and LinkedIn gained early national exposure.

· Work directly with clients and candidates to supply top level candidates for accounting and finance positions. · Interview an average of 10 candidates per week, and compile and organize them in an electronic database. · Match quality candidates with the appropriate position based on the needs and requirements of the client. · Exceeded hiring goals for temp to perm positions, improved diversity hiring, and maintained positive business relationships with clients as the face of CFS. · Review federal and state laws to confirm and enforce compliance of new hires, and advise management on appropriate employee corrective actions. · Handle all salary changes stemming from merit increases, promotions, bonuses, and pay adjustments, onboarding and terminations. · Create and modify job descriptions, and write and post ads for openings. · Address inquiries regarding new-hire activity and ongoing employee relation issues, as well as benefits, promotions and sick/vacation leave.

· Responsible for all employment eligibility paperwork, compliant use of E-Verify, and keeping employee documentation up to date. · Handled all new hire, and termination, salary changes, promotions, etc. · Processed all applications for qualified candidates, imported and organized all candidates electronically. · Scheduled interviews, and managed calendar for management, employees, and candidates. · Responsible for import and organization of all potential employees in electronic system, as well as obtaining HR paperwork, and attaching to candidates file. · Trained all recruiting staff on phone skills, successful ad writing, interview etiquette, and ultimately tripled hiring.

· Personal sales ranking in the top 5-20 of 150 employees for length of employment in all positions. · Heavy cold/ warm calling, in person sales and service meetings, canvassing, marketing, followed up on referrals. · Managed over 30 sales professionals covering MD to WV and responsible for more than six branches · Built and maintained sales/ business relationship with three credit unions, to generate referrals for car sales customers, via marketing, and in person sales and service calls. · Quickly and effectively solved customer challenges, maintained quality control, customer satisfaction, and sales records, constantly developing new ways to improve customer service. · SME on 120 makes and models of cars for sale, lenders and financing options, and obtaining insurance.

· Managed a branch with over 100-125 cars for rent, and about 10 employees. · Coordinate training, scheduling, payroll, interviewing, and hiring. Conduct employee performance reviews on a monthly and yearly basis. · Plan and implement employee training and development strategies by introducing team building exercises and competitive contests to drive optimal revenue results. · Interviewed potential employees, integral in hiring and terminating. · Track operational performance with review of monthly financial statements, achieved recognition for managing cost control. · Kept all vehicles properly maintained, coordinated vehicle movement to ensure proper vehicle mix for reservations and possible walk in business. · Responsible for creating daily, weekly and monthly sales reports, branch reports, and vehicle reports. · Lead the development and planning of marketing strategies, including building relationships with key decision makers from corporate accounts, body shops, hotels and repair facilities. These efforts resulted in steady increase in fleet growth.