Oversaw employee relations of 24 / 7 manufacturing operation with 375 associates. Coordinated and delivered for salaried and hourly staff training and development.• Executed COVID-19 related policies, including pay, excused absences, internal exposure traceability, and corporate reporting, resulting in 0 in-house transmissions.• Constructed training system, created leadership role, educated 35 internal hourly instructors, overseeing monthly meetings (feedback and ongoing development)… Show more Oversaw employee relations of 24 / 7 manufacturing operation with 375 associates. Coordinated and delivered for salaried and hourly staff training and development.• Executed COVID-19 related policies, including pay, excused absences, internal exposure traceability, and corporate reporting, resulting in 0 in-house transmissions.• Constructed training system, created leadership role, educated 35 internal hourly instructors, overseeing monthly meetings (feedback and ongoing development), revising 16 position training packets, devising 3.5-day Simulated Orientation Program, and restructuring wage levels based on achieving milestones.• Supervised recruitment processes (salaried and hourly), using numerous sources, including direct-hire, on- and 2 off-site temp agencies, technical college, local high schools, and disability inclusion company, reaching wide range of hiring sources to attract and obtain candidates, engaging 231 employees in 2020.• Spearheaded Shift Preference Survey to address reported hiring / retention concerns, analyzing data to design 2 alternative options.• Created Recognition and Incentive Program to encourage employee appreciation from all corporate levels, recognize associates who volunteered for additional shifts, maintained perfect attendance, or provided referrals for potential new hires, resulting in improved staff engagement.• Provided HR-related guidance to plant leaders, including succession planning, culture, engagement process improvements, employee relations counseling, and performance development, devising reviews for hourly positions and initiating merit increase system. Show less

Recruited, interviewed, and hired staff, plant, and professionals. Served as business partner with all levels of organization and participated in strategic planning projects. Liaison between division's management team and hourly employees. Developed and implemented safety policies, practices, and training programs. Partnered with company nurse and site team to lead workers' compensation claims root-cause analysis.• Audited status of active FMLA claims, working with employees and leaders to… Show more Recruited, interviewed, and hired staff, plant, and professionals. Served as business partner with all levels of organization and participated in strategic planning projects. Liaison between division's management team and hourly employees. Developed and implemented safety policies, practices, and training programs. Partnered with company nurse and site team to lead workers' compensation claims root-cause analysis.• Audited status of active FMLA claims, working with employees and leaders to align FMLA processes and ensuring staff documentation and usage were within legal guidelines.• Initiated 2018 Wellness Weight Loss Challenge, securing 40 employees to participate in first event offering. Show less

Directed HR functions for 3 facilities in 2 states with 3 separate collective bargaining agreements, 1 manufacturing plant, and 2 distribution centers with 217 exempt and non-exempt regular employees and 320 seasonal employees. Addressed needs and activities of organization's people in areas of workforce planning, organizational design, talent development, succession planning, performance management, employee relations, HR administration, compensation. Managed annual budget with $290K in labor… Show more Directed HR functions for 3 facilities in 2 states with 3 separate collective bargaining agreements, 1 manufacturing plant, and 2 distribution centers with 217 exempt and non-exempt regular employees and 320 seasonal employees. Addressed needs and activities of organization's people in areas of workforce planning, organizational design, talent development, succession planning, performance management, employee relations, HR administration, compensation. Managed annual budget with $290K in labor and $300K in employee- and safety-related costs.• Led talent acquisition to recruit top talent for key leadership positions, resulting in strong succession plans, filling roles ranging from senior leaders to technical professionals to warehouse and production employees. o Recruited and hired 600 to 700 seasonal employees annually, representing diverse population; 7 languages spoken at any given time, requiring interpreters and careful training to partner for selections.• Awarded 3 Wisconsin Workforce Advancement Training (WAT) Grants, developing leadership training for all levels on topics, including roles and responsibilities, individual leadership assessments, productive workplace communication, effective feedback and contributor-ship, assertive workplace communication, and coaching / counseling. o Achieved improved employee engagement assessment ratings specifically in areas of communication, performance feedback, and leadership approachability.• Developed strategic partnership with leaders and earned reputation as employee advocate by mentoring and fostering effective goal setting, communication, and empowerment through teaching personal responsibility and building employee ownership of engagement.• Constructed and monitored annual safety training plans, utilizing classroom, computer-based exercises and practical assessments to achieve all educational goals. Show less