Essa Taqi

• Responsible for aligning business objectives with employees and management in designated business units.
• Conducts weekly meetings with respective business units.
• Consults with line management, providing HR guidance when appropriate.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation.
• Develops contract terms for new hires, promotions and transfers.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Identifies training needs for business units and individual executive coaching needs.
• Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.

Maintain all personnel policies and procedures and provide guidance and interpretation to staff.
Maintain in-depth knowledge of legal requirements related to HR, reducing legal risks and ensuring regulatory compliance.
Maintain knowledge of industry trends and make recommendations to Management Team and Board of Directors for improvement of organizations policies, procedures and practices on personnel matters.
Develop and maintain human resources systems that meet HRiA personnel information needs.
Consult with line management providing HR guidance when appropriate.
Building and maintaining positive relationships with cross functional teams including Human Resources, Legal, Finance and Accounting.



Monitoring programs, services, processes and activities and recommending innovative and forward-looking approaches.
Organizing training to meet personal, professional and organizational needs of company employees as well as organizational development plan.

• Oversees the planning, coordination, implementation, and management of the Bank’s human resources functions, objectives, initiatives, programs, services, processes, and activities to align with the Bank’s strategic objectives. Offers innovative and forward-looking approaches
 Responsible for developing compensation and benefits programs focused on becoming an employer of choice and creating a culture of service excellence.
 Ensure strategic alignment of the organization’s compensation and benefits objectives and competitive position in the market.
 Monitors and evaluates existing benefit programs, including self-insured and fully insured insurance programs, 401(k) plan, leave and time off policies, ensuring that all programs are current, and competitive with regards to trends.
 Collaborates with the administrator to ensure that the plan is compliant with all laws and regulations and that yearly audits, testing and reporting is done accurately and on time
 Acts as the primary liaison with insurance carriers, vendors, brokers, and consultants on various matters such as health and welfare plan design, contracts, plan coverage and plan
 Designs communication programs to increase perceived value of programs and ensure appropriate understanding by employees
 Stays current on laws, regulations, and program design trends, ensuring that the organization's policies and programs are compliant
 Leverages technology to streamline compensation and benefits practices as needed

 Administer compensation, benefits and performance management systems, and safety and recreation programs.
 Identify staff vacancies and recruit, interview and select applicants.
 Allocate human resources, ensuring appropriate matches between personnel.
 Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits.
 Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
 Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.
 Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
 Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
 Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
 Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations. and employee relations.
 Analyze training needs to design employee development, language training and health and safety programs.
 Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
 Analyze statistical data and reports to identify and determine Causes of personnel problems and develop recommendations For improvement of organization's personnel policies and Practices.
 Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization.
 Conduct exit interviews to identify reasons for employee termination.
 Investigate and report on industrial accidents for insurance carriers.
 Represent organization at personnel-related hearings and investigations.
 Negotiate bargaining agreements and help interpret labor contracts.
 Prepare personnel forecast to project employment needs.
 Prepare and follow budgets for personnel operations.
 Develop, administer and evaluate applicant tests.
 Oversee the evaluation, classification and rating of occupations and job positions.
 Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends

 Supervises all plant human resources functions including recruitment and retention, compensation and benefits, employee relations, regulatory and legal compliance, training and development.
 Recruits for all plant exempt and non-exempt positions.
 Provides a qualified pool of talent, reflective of market demographics, to support the plant's Affirmative Action goals, and business growth.
 Manages job-posting process, ensuring appropriate paperwork trail for all positions.
 Conducts exit interviews, and manages to satisfactory levels of turnover to maintain a competitive workforce.
 Monitors the plant compensation, to ensure equity and consistency with company guidelines, and recommends adjustments when appropriate. Performs market surveys to ensure market competitiveness
 Administers annual plant bonuses and merit increases
 Supervises the administration of all employee benefits programs
 Develops and implements the plant's Affirmative Action Plan
 Positively creates ongoing strategic partnerships. And is sought out by management for advice and solution to emerging, complex issues. Brings critical expertise to the HR function, which is aligned with — and positively impacts the business.
 Provides employee relations counseling and problem solving for managers and employees to ensure a productive work environment, consistent with company values, and in adherence to state and federal regulatory law
 Primary contact for employees and managers to answer inquiries and provide general employee information including: compensation, benefits, attendance, performance reviews/evaluations and terminations
 Develops human resources staff, and supervises and monitors activities to ensure the attainment of departmental goals, and the maintenance of all necessary personnel records including employee personnel files, department records, benefits administration
 Spends an adequate amount of time on the production floor with the workforce, and conducts listening sessions with all departments and all levels of employees
 Ensures the consistent application and interpretation of company-wide policies and programs including performance management, employment, diversity and inclusion, and career development
 Develops and conducts training sessions consistent with plant goals and objectives
 Conducts thorough investigations and recommends solutions concerning employees issues/situations
 Offers recruiting and retention strategies for the plant

 Responsible for providing support in the various human resource functions, which include recruitment, staffing, training and development, performance monitoring and employee counseling.
 Provide support to supervisors and staff to develop the skills and capabilities of staff.
 Monitor staff performance and attendance activities.
 Coordinate staff recruitment and selection process in order to ensure a timely organized and comprehensive procedure is used to hire staff.
 Provide information and assistance to staff, supervisors and Council on human resource and work related issues.
 Perform other related duties as required.