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About the HR Sandbox
The HR Sandbox is a hands-on extension of TeemBuild’s mission — to explore how people, process, and technology intersect in the modern workplace.
In this space, I simulate real-world HR challenges across recruiting, onboarding, and employee relations, documenting each case as if I were managing it inside an active HR department.
Each scenario begins with a situation — a realistic workplace problem — followed by the steps I took to resolve it, the deliverables I produced, and the lessons I learned. Together, these projects reflect how I think, communicate, and operate as an HR Generalist who values both structure and empathy.
Scenario 1: Recruiting Workflow
The Situation:
TeemBuild needed a Customer Service Representative to assist with employee inquiries. As the HR Generalist, I was responsible for creating the full recruiting process from job posting to candidate evaluation.
What I Did:
Designed a job description clearly defining responsibilities, required skills, and qualifications.
Created a structured interview guide to ensure consistent, bias-reduced candidate assessment.
Built a candidate evaluation form to help hiring managers document feedback objectively.
Ensured alignment with equal opportunity practices and SHRM-recommended hiring standards.
My Takeaway:
Structured hiring reduces bias, improves candidate experience, and ensures fair, documented decisions.
Scenario 2: Onboarding & Orientation
The Situation:
A new employee joined TeemBuild as a Customer Service Representative. My task was to develop an onboarding plan that promoted engagement and role clarity in the first 90 days.
What I Did:
Designed a 30–60–90 Day Plan covering orientation, skill development, and performance goals.
Created a welcome email template to set the tone and communicate Day 1 expectations.
Developed a manager onboarding checklist to ensure consistency and accountability.
Focused on connecting new hires to culture, feedback loops, and early career success.
My Takeaway:
Intentional onboarding strengthens engagement, productivity, and retention from day one.
Scenario 3: Employee Relations Case
The Situation:
Two employees expressed conflict over workload distribution. Morale was declining, and both sought HR support.
What I Did:
Conducted fact-finding interviews and reviewed call logs to validate workload data.
Documented the issue using an Employee Relations Case Template to ensure neutrality.
Developed an action plan to rebalance workload and improve communication.
Drafted a follow-up summary email to both employees to document resolution.
My Takeaway:
Effective employee relations requires balancing empathy with policy and documenting every step clearly.
Scenario 4: Benefits Enrollment Mix-Up
The Situation:
Two new hires reported errors in their medical and dental plan elections after onboarding. Their coverage tiers were entered incorrectly in the vendor system, risking inaccurate payroll deductions.
What I Did:
Reviewed each employee’s original enrollment forms and verified vendor file accuracy.
Logged discrepancies in the Benefits Administration Tracker.
Submitted correction requests with supporting documentation to the vendor.
Drafted a quick-reference SOP update: “Benefits Data Verification Before First Payroll.”
Communicated resolution and confirmation to both employees.
My Takeaway:
Early data audits prevent costly payroll and benefits issues. Clear vendor communication, detailed logs, and proactive follow-up protect both employee trust and organizational compliance.
Scenario 5: Payroll Cutoff Confusion
The Situation:
On payroll Wednesday, three separate issues surfaced: a missed clock-out, missing PTO hours, and a late timesheet. The payroll cutoff was approaching, and employees needed answers quickly.
What I Did:
Reviewed time entries and verified hours against system reports.
Processed corrections using the Time Entry Correction Form and logged actions in a Payroll Exception Sheet.
Coordinated with a manager for late approval and verified PTO adjustments.
Drafted employee and manager email responses confirming resolution.
Added a new FAQ entry titled “What to Do If You Miss a Clock-In.”
My Takeaway:
Accurate, timely communication is critical during payroll cycles. Maintaining organized documentation and closing the loop with employees builds reliability and prevents repeat errors.
Scenario 6: HRIS Data Accuracy Audit
The Situation:
The HR Manager requested a quarterly HRIS data audit after noticing mismatched job titles and pay rates between HR and Finance records.
What I Did:
Cross-checked employee data in the Employee Data Log for pay rate, job title, and review-date accuracy.
Flagged inconsistencies and documented results in the Data Audit Report Template.
Summarized key findings and recommendations in a memo to HR Manager.
Created a concise Data Accuracy SOP outlining quarterly verification steps and confidentiality standards.
My Takeaway:
Reliable HRIS data is the foundation of every HR function. Routine audits safeguard compliance, improve reporting quality, and strengthen leadership confidence in HR metrics.
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