MYESHA N. PEARL

• Consults with executive physician leadership and administrative physicians on human resources matters pertaining to physicians.

• Coaches physician leaders when dealing with physician human resources issues.

• Develops and delivers to administrative physicians human resources training modules such as sexual harassment, hiring, counseling and terminating employees, and general HR practices.

• Develops training tools for administrative physicians to assist them with human resources issues.

• Accountable for conducting or coordinating thorough confidential investigations of complaints or charges pertaining to physicians.

• Works with local executive physician leadership, regional SCPMG and KFHP legal representatives, and local HR as necessary.

• Develops, disseminates, updates and maintains human resources policies applicable to SCPMG physicians and other providers in coordination with SCPMG Legal.

• Establishes effective working relationship with Local HR Leaders; partners with them in the delivery of training modules and the investigation of complaints and/or charges as appropriate.

• Promotes organization values, compliance with SCPMG Partnership Agreement, Rules and Regulations, Principles of Responsibility and pay practices, and compliance with all State and Federal laws and regulations.

• Maintains strict privacy and confidentiality of information pertaining to physicians, and reports noncompliance with applicable federal, state, and SCPMG Rules and Regulations and other policies to property authority.

• Development and execution of personnel procedures and policies while providing guidance and interpretation for business operations and employees
• Creation of HR objectives and systems, including metrics, queries, and standard reports for ongoing company requirements
• Effectively creating procedures and policies to continually improve efficiency of the HR department and organization, and to improve employee experience
• Ensure legal compliance of HR state and federal regulations and applicable employment laws, and update policies and/or procedures as required
• Prepare paperwork, schedule, and facilitate smooth new hire onboarding process, coordinating with cross-functional departments to deliver an exceptional first-day experience
• Provide effective employee relations counseling to employees in relation to absence and health issues, conduct and capability, grievance matters, organizational change, and all other employee-relations matters
• Conduct exit Interview for voluntary terminations
• Administration of benefits, compensation, and employee performance programs

• Prepare offer letters and new hire documents as requested, coordinate pre-employment screening process
• Ensure all documents are returned, complete and correctly completed and conduct new hire orientation
• Enter all new hire data into Payroll System in a timely basis and coordinate with Payroll for first payment and benefits enrollment in the HRIS system, Paycom
• Maintain employee files, ensure they contain all up to date required documents, ensure no additional documents are included, and that they are locked and secure
• Ensure all employment posters are ordered and posted for all office locations and always up to date
• Administer benefits, 401k including assisting with open enrollment, adding new hires, making changes for current employees and the termination of benefits when an employee leaves the Company including COBRA benefits
• Process Leave of Absence Requests and documentation and maintain records
• Track time and coordinate with Benefits providers (if necessary) and Payroll
• Provide internal customer service to employees – monitor HR email account daily and respond to routine employee inquires
• Direct non routine questions to HR Management to assist and help resolve
• Assist in the administration of HR policies and procedures
• Assist to resolve employee relations issues and assist management with conflict resolution to ensure that issues are identify and address promptly and fairly
• Investigate injuries and handle all Workers Compensation claims
• Work with inside and outside counsel to ensure communication and compliance with company policies, procedures and with local, state, and Federal laws in all areas of HR and payroll including EEO, FLSA, HIPAA, COBRA, FMLA, ADA, OSHA reporting, and safety compliance.

• Help maintain a positive pulse of employee morale and leadership experience to various U.S
• Locations
• Serve as a point of contact and interface for employees and internal management re: ER issues, concerns, problems, and complaints
• Help to ensure a fair and consistent approach to the implementation and interpretation of the company’s HR Policies and Procedures, thus minimizing financial and legal exposures
• Assist in conducting fact-finding internal investigations (under the close guidance of appointed internal employment counsel) re: various ER problems, issues and complaints registered through the HR organization
• Coach and advise managers on constructive discipline, assuring consistent and aligned approach in accordance with policies and procedures
• Perform timely, comprehensive, and diligent HR and Legal (under guidance of appointed internal legal counsel) reviews of all disciplinary action cases and ensure appropriate documentation are in place
• Guide managers and people leaders through performance management and conflict resolution process, ensuring timely and relevant follow up through closure
• Advocate for culture of values and business ethics across the company
• Work with all levels of managers, employees, recruiters, and HR staff to promote a diverse and inclusive work environment
• Develop, promote, and implement training programs to enhance employees’ and managers’ positive understanding of company policies and procedures in compliance with local legislation/employment laws regarding equal employment opportunity, affirmative action, diversity and inclusion
• Counsel employees and managers on how to recognize, accommodate and appreciate individual differences, and how these can be bridged back to assist in meeting company’s business goals and strategy
• Develop metrics to monitor and measure effectiveness of company’s HR ER programs and initiatives.

• Performs administrative duties in support of the maintenance of employee personnel files including employee status changes, new hires, job reclassifications, address changes, department transfers and benefits enrollment, via HRIS System EV5 and Successfactors

Maintained personnel files in compliance with applicable legal requirements

• Processes enrollments, changes, and terminations of participants in all benefit plans and programs
• Answer questions regarding eligibility, salaries, and other pertinent information to EDD for unemployment and leave of absence claims
• Conducting I-9 Audits for active and terminated employees
• Respond to employment verifications
• Conduct new hire orientation
• Creating and maintaining user manuals for data entry processes

• Resolve and respond to customer requests in a call center environment via email and phone
• Update/Create Business Listings using Search Engines like Google, Yahoo, Bing
• Assist customers with advertising recommendations to drive more customers and revenue for their local business
• Sell & Upsell products/services to existing customers and new customers
• Identify, research, and resolve escalated calls with irate or dissatisfied customers
• Liaison between Tech Support & Sales Team and communicate bottle necks and provide resolutions and suggestions

• Processed and filed all address and phone number changes, salary changes, supervisor changes, leave of absences, transfers, and status Changes into HRIS system Oracle
• Handled HR discrepancies with Field HR Generalists, Directors and Employees
• Created new hire folders and maintained personnel files
• Trained new administrators with various business units on policies and procedures
• Primary contact for all business unit human resource benefits, policies and procedure

• Worked with recruiting teams and human resources representatives to accomplish hiring objectives.
• Coordinated incoming job requisitions and applications.
• Operated and maintained applicant tracking and candidate management systems.
• Oversaw full cycle recruiting for 100+ vacancies each quarter.