Strategic HR Projects
Each of these initiatives reflects my approach to building scalable, data-driven HR programs that enhance engagement, strengthen decision-making, and improve organizational performance. From analytics dashboards to internship and wellness programs, my work combines structure, strategy, and people-focused innovation.
HR Data Metrics & Reporting Dashboard
Human Resources Coordinator
Overview:
Developed a comprehensive HR data dashboard and reporting system from scratch to support strategic workforce planning and executive decision-making. The dashboard captures both quarterly and annual HR metrics, integrating insights across cost, turnover, demographics, and engagement.
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Key Metrics Tracked:
Quarterly: Cost per Hire, Turnover by Employment Type, and Average Salary by Employment Type.
Annually: Gender and Ethnicity demographics, Service Years, Salary Distribution, Termination Rates, Employee Growth Rate, Education Level by Job Group, and Absenteeism Rates.
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Impact:
Enabled leadership to make data-driven compensation, hiring, and retention decisions. Improved HR transparency, reporting accuracy, and alignment with organizational strategy.
Policy & Procedure Development Project
HR Specialist
Overview:
Established consistent and compliant HR procedures to standardize operations and support organizational growth.
Program Highlights:
Authored and implemented SOPs for recruiting, payroll, and administrative workflows. Created supporting documentation and templates to improve accuracy and compliance.
Impact:
Strengthened HR infrastructure, reduced administrative errors, and increased process efficiency.
HR Communications & Engagement Campaigns
HR Coordinator
Overview:
Developed targeted HR communications to promote wellness, engagement, and organizational awareness.
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Program Highlights:
Created event flyers, newsletters, and internal campaigns to drive participation in HR initiatives and wellness activities.
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Impact:
Increased engagement by 40% and improved visibility of HR programs organization-wide.
Strategic HR Projects
Each of these initiatives reflects my approach to building scalable, data-driven HR programs that enhance engagement, strengthen decision-making, and improve organizational performance. From analytics dashboards to internship and wellness programs, my work combines structure, strategy, and people-focused innovation.
HR Internship Program Development
Human Resources Coordinator
Overview:
Designed and implemented a structured HR internship program to provide students with meaningful, hands-on experience in all core areas of human resources. The program replaced unstructured, task-based work with intentional learning and project ownership.
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Program Highlights:
Interns rotate through Payroll, Benefits, Recruiting, Learning & Development, Data Analytics, and Wellness—completing guided projects and practical assignments that enhance their career readiness.
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Impact:
Increased intern engagement, professional growth, and retention within the program. Improved onboarding consistency and created a sustainable model for future intern cohorts.
Employee Wellness Program & WELL Certification Tracker
HR Specialist
Overview:
Created and led a comprehensive employee wellness program aligned with WELL Certification standards, emphasizing physical, mental, and financial well-being.
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Program Components:
Developed Excel-based trackers to monitor certification requirements, event attendance, and program spending. Partnered with local organizations to host wellness workshops, fitness sessions, and educational events.
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Impact:
Boosted employee participation in wellness initiatives by over 40%, strengthened engagement, and advanced the organization’s WELL Certification efforts.
Recruiting Optimization Initiative
HR Coordinator
Overview:
Led the redesign of the full-cycle recruiting process to enhance consistency, communication, and candidate experience across departments.
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Program Highlights:
Developed a centralized recruiting tracker, standardized interview stages, created offer templates, and coached managers on interview techniques and compensation strategies.
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Impact:
Reduced time-to-fill by 10% and improved cross-departmental collaboration and hiring accuracy.