Participate in the Culture Committee as a key member and Lead for the Fun Times Committee in ongoing initiatives throughout the year with monthly status meetings and quarterly update meetings with Alvaro. Minimum one initiative per month. Emphasis on new DEI efforts and integration.

Announce new hires in branded, culture driven social posts

Continue efforts towards maintaining Great Place to Work certification. Prepare to kickoff survey at start of next fiscal 7/14/2025, by renewing contract before 3/19/25 and announcing at end of year party.

Present an Internal Marketing plan by January 2025 and launch it in February 2025. Complete monthly activations for values takeovers

April - All for one

May - We got you

June - Spark the Good Vibes

Smart Performance (July) and Innovation that Matters (August) are in next fiscal

Assist with job postings and recruit independently, presenting at least 3 qualified candidates that interview for each open position. Add an internal survey for hiring managers on how HR managed the recruiting process for them. What can we do better for next time? Complete survey by June 2025 for all new jobs posted in 25. Managing the process is worth 70%, the survey is worth 30%.

Better utilize the Insperity ATS for touchpoints throughout the recruiting lifecycle. Improve automated messaging, including ties back to our careers page. Add personality to the emails we are sending to candidates. Complete by end of fiscal year.

Create steps to streamline the recruiting process from start to finish with efficiency and improved candidate experience at top of mind.

Make it easier to navigate with more concise information and navigation, including content updates. Complete by end of fiscal year.

Continue with a consistent cadence of monthly posts to promote our culture to attract and recruit talent by featuring AFM happenings in Recruiting platforms. Post monthly.

Engage employees is recruting efforts through promoting referal bonuses and making it easy to repost job postings on LinkedIn. Once started, continue on an ongoing basis as new positions open. Quarterly updates in March & June.

Gather employee feedback for AMBO improvements by march 2025 and work with development team to implement improvements and help present updates to company by June 2025.

Assist in managing the AMBO review process. Ongoing communication to include calendar invites, check ins, process/timeline emails. Ensure 3 AMBO reviews occur company wide per year. Follow up on year end performance review timeline and process. Remaining AMBO reviews to take place March with the end of year process in June.

Create branded strengths name desk plates for each new employee within 1 month of start date.

Continue partnership with DecisionWise by managing logistics and timeline to ensure completion of annual engagement survey. Kick off survey by beginning of April 2025. Assist in creating an action plan from results for FY25 by June. Completion of engagement survey weighs 60% and the action plans weighs 40%.

Adding the baseball card to AMBO in the appraisal process. Strengths can stay in the strength section. Add baseball card section with employee details and 360 scores, that are already apart of AMBO. Complete by April 2025

Manage the AFM Life training budget. Update training budget and present to Alvaro on a monthly basis. Collect feedback on training sessions for use in updating the library again at the start of next fiscal.

Double check the baseball cards annual data/score updates by June 2025. Scores will be entered by Mitzy.

Start with a nice base of inspiration/development/performance books and give employees a $30 reimbursement on purchasing one book to add to the library. Books in place for library by end of fiscal.

Provide 270b with 360 scores to be uploaded to AMBO according to current weights. Double check for accuracy.

Gathering content for Career Pathing role progression map. Include job descriptions, hard/soft skills, promotions requirements, and training recommendations/requirements for every role. Future years to include digitization. Complete at least 50% of roles by end of fiscal.

Update and share AFM Pay structure document and track pay scale for internal alignment based
on level of positions. Identify salary gaps and make recommendations. Share with Allison ASAP in 2025, no later than 3/1/25.

Oversee the full life cycle from onboarding to executive communication to partnering with Dunia on budget management. Provide quarterly updates.

Asses the current onboarding decks for relevancy and efficiency. Enhance the welcome meeting and move the company structure meeting to HR. Complete by end of fiscal year.

For every new hire, schedule the standard onboarding agenda which includes, Culture/Values, Culture Committee, Safety Training, Financial/Company Structure, new hire meet and greet, etc. and manage complete process.

Create a pool of avo star senders names. A name will be drawn out twice a year (per avo star). The chosen name will receive a prize. Determine the prize and announce remaining winner in June (EOY party).

Roll out annual AMBO awards at FY25 EOY meeting. Includes a direct deposit payment and a years of service trophy for each winner.

Audit all policies for any needed updates for September 2025 board meeting. Complete by end of fiscal.

Annual audit of all HR paperwork to ensure completed HR files by June 2025. (Preparation for future AMS audits)

Update and present safety procedures to all Employees.This will be updated and conducted once a year. Includes: CPR, active shooter, safety procedures. Present by end of fiscal.