Melissa Martin

The Office of State Budget & Management (OSBM) HR is comprised of an HR Director position and my position, HR Business Partner. As a HR team of two, we serve approximately 100+ employees in administering state HR responsibilities that comply with NC state government HR policies. OSBM thrives on the value of evidence-based data to make decisions.

• Consult with management to administer high impact HR in the following areas: recruitment, salary administration, classification, compensation, benefits administration, training, learning, and development, time, leave, safety, and workers compensation.
• Collaborate with leadership to design and implement employee engagement and retention initiatives to foster a positive workplace culture.
• Analyze HR metrics to identify trends to inform to help Executive Leadership to help make informed decisions.
• Responsible for comprehensive hire and salary packets for HR Director's review and approval, addressing equity and baseline issues to support informed hiring and salary decisions.
• Initiate and complete all Personnel Action (PA) and Organizational Management (OM) actions in SAP GUI. I have 100% payroll impacting action track record (no overpayments) every month.
• Accountable for administering and performing all HR related roles and tasks in Workday, Human Capital Management System.
• Attend 10+ targeted recruitment events each year to recruit for Budget Analysts, Internal Auditors, Grants Administrators, etc.
• Accountable for managing and collaborating with internal and external university stakeholders for OSBM's talent pipeline and internship Program.
• I regularly present in all staff monthly meetings on relevant and seasonal HR topics.
• During NCVIP cycles, the HR Director and I will hold multiple "HR Coffee Chat" and "Office Hour" sessions to go over the NCVIP process, expectations, timelines, creating goals, answer questions, and ultimately provide transparency for the NCVIP process for employees and managers.
• OSBM's Strategic Plan is cross-walked to our NCVIP goals and tasks.
• To stay informed on state policy updates I regularly attend the following Office of State Human Resources policy update meetings: Workday HR Director and Point of Contact's Monthly Connect Meetings, Talent Acquisition Network Meetings, Total Rewards Network Meetings, Performance Management Meetings, Training Director's Meeting, Ed2NC Meetings, Safety & Worker's Comp meetings.
• I regularly attend Office of State Controller's monthly payroll call to note any impacts to our OM and PA actions.
• I serve as an Employee Relations Advocate.
• We had an Agency HR Consultant I on our team and I served as Team Lead for that position.
• I have attended Management Team meetings in the absence of our HR Director.

• Partner with Agency Leaders to understand, consult, and support their recruitment needs while ensuring state human resources policy (merit-based hiring practice) is followed.
• Successfully implement various kinds of recruitment strategy depending on talent desired, including industry specific job boards, Linkedin, university partnerships, managing an internship program, nonprofit partnerships, and county government partnerships.
• Accountable for qualifying new hire, transfer, and promotion actions to ensure proposed salary is fair by completing and reviewing salary justifications, equity overviews, competency assessments, and salary qualification worksheets. These salary assessments ensure that the candidate's proposed salary is equitable to other positions in the agency.
• Utilized Applicant Tracking System, Neogov, to efficiently screen candidates and create targeted job marketing postings for all agency positions.
• Take a customer service approach to consult with the Examination division leaders to serve as the Subject Matter Expert for Field Auditors and Tax Auditors, to identify model Auditor candidates and strengthen job marketing posts for continuous postings, to ultimately create viable talent pools.
• Coordinated and/or represented NCDOR at 35+ university recruitment events, including "Meet the Firms", career fairs, presenting to accounting classes, and accounting club visits since spring 2015. These recruitment events and regular consultation with Exams has been highly successful by bringing down the average of 50+ Auditor vacancies down to approximately 10 vacancies in a couple of months.
• Accountable for building a pipeline of COBOL/ mainframe candidates by partnering with the best NC university COBOL/mainframe programs at NC A&T University and ECU by offering NCDOR internships to their students.
• Maintain a university database to track university events, career event advertising costs, contact info, job board usernames and passwords, etc.
• Evaluated social media outlets and job boards' return on investment to identify optimal resources for filling hard-to-fill positions, including Linkedin advanced searches and university job boards.
• Utilize my personal and DOR's Linkedin accounts to attract passive candidates to Revenue's critical vacancies.
• Discover and partner with non-profit organizations such as Dress for Success (DFS) and Capital Area Workforce (CAW) and created partnerships in order to supplement a deficit in staffing for Tax Season temporary employees. Through these partnerships I was able to hold an information session at each organization.
• Worked with Agency Leaders to create a database to keep track of and think of ways to improve Tax Season Temporary recruitment.
• Developed, collaborated, and presented "Applicant Experience" workshops for a division at Revenue to improve internal applications and interviewing skills.
• Created Tax Season Temp and Auditor brochures for recruitment events.
• Present Talent Acquisition's part in every new hire orientation.
• Manage and encourage hiring managers to take advantage of Youth Advocacy Involvement Office (YAIO) Internship Program and Revenue's Internship Program. Consult with hiring managers to create intern job descriptions, intern selection, and intern new hire orientation.
• Leveraged university job boards to successfully recruit more than 20 Taxpayer Assistance Interns in three weeks.
• Collaborated with team members to support and enhance critical roles in the recruitment lifecycle.
• Served as SECC Volunteer for Human Resources in 2015 and 2016.

• I served as a Sr. Recruiter for our light industrial temporary staffing positions.
• Sourcing & Attraction: Identified potential talent through job boards, social media (like LinkedIn), networking, and employee referrals.
• Candidate Screening: Reviewed resumes and conducted initial phone or video interviews to evaluate skills, qualifications, and cultural fit.
• Client Management: Meeting with clients to define job requirements, agreeing on qualification criteria, and providing regular updates on the hiring pipeline.
• Interview Coordination: Scheduling interviews between qualified candidates and client hiring managers.
• Offer Negotiation: Managing the final stages of the process, including salary negotiations and extending employment offers.
• Onboarding: Assisting new hires with paperwork, background checks, and initial orientation to ensure a smooth transition.

• I served as a Sr. Recruiter for our call center and light industrial positions.
• Sourcing & Attraction: Identified potential talent through job boards, social media (like LinkedIn), networking, and employee referrals.
• Candidate Screening: Reviewed resumes and conducted initial phone or video interviews to evaluate skills, qualifications, and cultural fit.
• Client Management: Met with clients to define job requirements, agreeing on qualification criteria, and providing regular updates on the hiring pipeline.
• Interview Coordination: Scheduled interviews between qualified candidates and client hiring managers.
• Offer Negotiation: Managed the final stages of the process, including salary negotiations and extending employment offers.
• Onboarding: Assisted new hires with paperwork, background checks, and initial orientation to ensure a smooth transition.

• Transaction Processing: Handled deposits, withdrawals, check cashing, loan payments, and currency exchanges.
• Cash Management: Balanced cash drawers daily, identified counterfeit currency, and managed vault or ATM cash supplies.
• Customer Advocacy: Greeted customers, answering account inquiries, and resolving basic issues with professionalism.
• Sales Referrals: Identified customer needs to recommend appropriate products like credit cards, savings accounts, or specialized loans.
• Compliance & Risk: Verifying customer identification to prevent fraud and adhering to regulations.