Johanna Reyes

Led all facets of HR operations for a national Employer of Record, including onboarding, employee relations, compliance, and benefits administration. I developed and optimized HR policies and processes to ensure alignment with state and federal regulations, organizational goals, and client needs. Served as a trusted advisor to leadership and employees, resolving workplace concerns with fairness and empathy while fostering a culture of trust and engagement. Oversaw HR systems such as Paychex Flex, WorkBright, e-Verify, and Sage to maintain accurate employee data, reporting, and compliance documentation. Managed benefits programs, handled claims and incident investigations, and ensured all HR practices met the highest standards of compliance and integrity.

Function as HR Generalist for Power Technique North America. Responsible for Benefits/Compensation, Training & Development, Recruitment/Selection and Employee Relations. Assist in the implementation of a new international team to be hosted in Atlas Copco facility. Coordinate new hire relocation and conduct training and on-boarding. Supervise immigration compliance for international employees. Source and recruit hourly and salary positions, including the internal and external posting process, and onboarding selected candidates. Provide counsel and guidance to employees in response to various issues and inquiries. Revise company Travel and Fleet Policies and Procedures for legal compliance and communicate HR policies and procedures throughout the organization. Manage the HRMS (SAP-SuccessFactors) system, including entry and maintenance of employee information and reporting. Provide back-up support of the bi-weekly hourly and salaried payroll processing functions.

Function as HR Manager for the US, responsible for Payroll Administration, Benefits/Compensation, Training & Development, Recruitment/Selection and Employee Relations. Manage employee relations, performance management, evaluation and talent acquisition. Foster a teamwork/open-door environment conducive to positive dialogue across the organization. Overseeing the full recruitment cycle. Formulate and improve multiple HR policies and processes in compliance with the state employment laws. Providing specialist information and guidance to employees and managers on HR policy/practice and employment law. Assisting with the annual salary review process for the US. Supporting Managers to ensure the success of their teams. Assisting Benefits brokers with the employee enrollment process. Controlling costs and ensuring that they do not exceed budgets. Managing payroll operations for the US through ADP. Processing immigration paperwork for work permits through a company lawyer. Assisting with day-to-day HR related questions. Investigating disciplinary and grievance matters. Manage Maternity/Paternity leave requests as well as PTO administration. Planning and delivering training, including inductions for new staff.

Organize office operations and procedures and delegate work accordingly. Organize the office layout and order stationery and equipment as needed. Manage contracts and price negotiations with office vendors, service providers, office lease and customers. Manage the onboarding process for new hires and maintain employee files. Develop and implement personnel policies and procedures and Prepare and maintain a handbook on policies and procedures for CSG Security employees. Perform benefits administration including claims resolution, change reporting, approving invoices for payment, annual re-evaluation of policies for cost-effectiveness, information activities program and cash flow. Plan in-house or off-site activities like celebrations and conferences. Establish and maintains department records and reports and participate in administrative staff meetings. Evaluate reports, decisions and results of company initiatives in relation to established goals and recommends new approaches, policies and procedures to effect continual improvements in efficiency of department and services performed. Ensure compliance with all federal, state and local employment laws.

Processing and adjudicating the background check results for international candidates who present an acceptable to low risk to Merck. Confirm compliance with Merck’s screening process including confirmation that all required background checks were conducted in accordance with Merck’s practices and applicable federal, state, and international laws. Confirm compliance with applicable statutory requirements such as fingerprinting, clearance requirements and/or occupational licenses and registrations. Handle the issuance of required notices to conditional hires consistent with Merck’s practices and applicable law. Document adjudication determinations and communicate those determinations to internal business partners. Assist with background check practices in areas outside of hiring/employment such as volunteers, subcontractors and temporary labor. Respond to employee and manager inquiries about Merck’s background check practices and processes. Process HR transactions like change in pay, department, position and Latin America new hire paperwork in SAP. Run queries and reports relating to Merck’s background check practices and processes in Taleo. Handle phone calls from HRBPs’, Managers, and employees in Latin America on a day-to-day basis, and often resolve more complex issues requiring detailed systems and applications knowledge.

Manage all aspects of new, active and inactive applications in accordance to company policy. Identify worthy candidates through prescreening interviews and reference verifications. Maintain available positions on job boards and social media sites. Investigate candidate eligibility for employment through use of E-Verify. Ensure time and attendance accuracy for payroll of 60 StaffMasters temp employees.

 Filtered initial round of candidates by prescreening over 100 resumes daily.  Conducted new hire orientation sessions ensuring completion of onboarding process.  Verified accuracy of employee files by partnering with clients to perform audits.  Maintained job classification for new and existing positions.  Performed investigation of employment eligibility of prospective employee candidates.