Christopher Hopwood - Human Resources Relationship Business Analyst (HRBP), EngagePEO

Feedback from Christopher’s ex-colleagues

Let me see

Keep in touch with meI'm using Intch to connect with new people. Use this link to open chat with me via Intch app

Work Background

Engage PEOAccount Relationship Manager

Jan. 2022New York City Metropolitan AreaEstablish mutually productive relationships with their client base as measured by client retention and product penetration Coordinate timely resolution to client inquiries by working closely with internal department teams, ensuring service level agreements are met, and client satisfaction is achieved. Conduct Client on site visits to evaluate client relationships to ensure maximum usage of the PEO service model. This includes offering customized solutions to improve the clients' workplace efficiencies as well as ensuring compliance with Federal and State employer requirements. As the Client's point of contact, recommend strategic Engage products and services, offering customized solutions to improve the Client's workplace efficiencies. Work closely with internal department teams to assess and orchestrate the resolution of client service issues daily. Monitor operational deliverables based on negotiated timelines, ensuring the satisfaction of client expectations Conduct evaluation of client HR and payroll processes and programs to ensure maximum services delivery and client engagement Travel to client locations to identify additional value-added Engage services and products and follow through to ensure deployment Provide support to Engage Sales Professionals during prospect introductions to Engage services on an as-needed basis Proactively identifies clients' needs through meetings and assessments and recommends and implements HR products, services, and best practices to increase client engagement and retention with Engage. Work with the HR Consultants to ensure a high level of client organizational effectiveness. Partners with Engage benefits department in support of annual open enrollment. Consults with clients on benefit offerings and contribution strategies to facilitate decision-making. Keep the Client informed on the process, deadlines, etc. Provides necessary client support on communication strategies to employees, facilitating meetings, etc.

Herbalife - Independent DistributorIndependent Senior Consultant

Jan. 2011New York, New York, United States

Prestige Employee AdministratorsHuman Resources Business Partner

Jul. 2021 - Jan. 2022New York City Metropolitan AreaServe as a day-to-day point of contact for clients on Human Resource questions ensuring clients are in compliance with all applicable federal, state, and local laws. Serve as account management for Clients as it relates to Prestige services. Foster relationships with Clients and Brokers. Act as a resource and advisor to clients on all areas of human resources matters including but not limited to performance management, coaching, new hire onboarding, termination, employee handbook creation, training, investigating complaints, leave of absences, integration, and company policies and procedures. Support human resource processes and procedures to ensure accurate, timely and consistent customer service delivery to clients. Coach clients on employee relations matters including employee concerns, management of performance issues, exit strategies, selected recognition, etc. Ensure a smooth onboarding experience for new clients and newly hired employees Identify process improvement possibilities and participate in improvement efforts, sharing best practices and ideas across practices. Participate in special projects within the HR/Client Services department. Foster teamwork and a positive work environment through frequent collaboration with other HR Business Partners, Benefit and Payroll Specialists in promoting best practices. Attend HR meetings and participate in training workshops, research and present HR topics of interest at staff meetings; participate and assist with training incoming HR staff on area of expertise. Conduct off-the-shelf and customized training programs. Train and become proficient in Time & Labor Management and other additional platforms. Perform product demonstrations for prospects and clients

OasisSenior HR Generalist/Relationship Manager

Jan. 2016 - May. 2021New York, NYClient Relationship Management -Conducts face-to-face visits throughout the year -Ensure appropriate resolution of client issues by partnering with internal departments/subject matter experts and delivering action/recovery plans -Recommend strategic Oasis products and services, offering solutions to improve the Client's workplace efficiencies -Conducts orientations and annual enrollment meetings for clients -Conduct evaluation of clients HR and payroll processes and programs to ensure maximum service delivery and client engagement HR Service Delivery -Engage Regional HR Business Partners when appropriate to partner with clients on strategic HR solutions such as compensation programs, employee engagement, leadership development, talent management, etc. -Acts as liaison between clients and regional payroll processing department to ensure payroll processes and technology solutions are in line with client needs and expectations -Communicates and interprets HR policies and procedures while providing remedies for any employee relations issues that may arise -Work with clients to review FMLA, job descriptions, handbooks, policy development, etc. -Analyzing client training needs and then coordinates with Oasis Training Department to deliver appropriate training programs -Maintains knowledge of trends and changes in employment legislation at local, state, and federal laws to clients to maintain compliance -Acts as liaison to facilitate resolution of client issues regarding benefits, payroll, and human resources

Blockheads BurritosHuman Resources Director

Jul. 2013 - Jan. 2016New York, New YorkSole HR leadership for all human resources functions within a multi-unit restaurant chain operating in New York City providing support for over 400 employees at all levels, including executive leadership. Coordinated and directed all human resources activities for up to 15 managers, supervisors, and support personnel, in addition to managing a $70,000 weekly payroll budget. Recruited staff by visiting competition and other service-oriented businesses, participating in job fairs, and organizing in-store job fairs. Conducted project to overhaul the payroll and HR administration at Blockheads. Resulted in contracting new system provider that has the HR technology, with a single-database, to provide solutions for Talent Acquisition, Time and Labor Management, Payroll,Talent Management and HR Management, all in one application. Coordinated the process to revise and update the Employee Handbook. Improved the manual from a small pamphlet to a professional bound document for employee resource/reference. Developed and implemented new policies for meal reimbursement, travel and employee expense reimbursement, employee referral bonus program, coaching & counseling, standards of conduct, bereavement, and cell phone usage. Led the process for analyzing Workers Compensation plan by reviewing previous audits and reclassifying employees. Initiation of this project resulted in savings of $70,000 through three years of reimbursement to the company. Instituted a Modified Duty Program resulting in improved revenue to the company by bringing "able to work" employees back onto the payroll. Organized the transformation of the company Medical Benefits & Healthcare Plan through the offering of several affordable plans to the company benefit structure. Worked closely with insurance broker by critiquing proposals and establishing newly-restructured plans.

Bloomingdale'sHuman Resources Manager - 59th and Lex. Flagship

Mar. 1998 - Jul. 2013New York, New YorkHuman Resource Manager for the flagship store from 1998 until 2010. Promoted to HR Manager for the Huntington branch until 2013. Increased employee engagement score (59% to 70% favorable) by selective follow-up on key employee topics and implementing specific and realistic solutions with the support senior management. Reduced overall store turnover in a three year period from 32% to 10% by conducting needs assessment and revamping the orientation and onboarding program. Transformed HR from an administrative role to strategic business partner by closely aligning HR initiatives and goals to the overall organizational strategic goals by establishing business partnerships with senior management and key figures. Initiated and rolled out field recruitment, behavior-based interviewing, and skill matching pre-testing designed to appropriately place candidates in corresponding positions based on skill set, subsequently reducing employee OTH from 12% to less than 4% year over year since 2010. Streamlined worker's compensation premiums by $115,000+ in support work centers by designing cross function safety training program. Developed a human resources department that played an active role in supporting a culture of high performance teams (TQM) and encourage ownership among sales managers by establishing a creative work environment and eliminating waste and errors. Implemented an HR scorecard to hold the human resources department accountable to the business. Coached managers to properly apply policies and procedures in a union environment. Ensured corporate and regulatory compliance, including ADA, EEOC, workers compensation and FMLA.