Brenda Kubesh Sphr, Mba Email & Phone Number

Jordan, Mn, Us

United States

United States

United States

United States

Retired

Greater Minneapolis-St. Paul Area

Managed a team of HR professionals responsible for all aspects of human resources and training.• Increased flex staff ratio to 50+% by working with operations leadership to increase productivity through adding a weekend shift, training, increasing flex, regular employee and top 20% performer wages.• Reduced training time by 10 - 40% by developing Video-based training for technical products to address needs of ESL employees while maintaining strict medical device compliance requirements.• Implemented Lean principles including 8 step problem solving methodology and daily GEMBA walks resulted in streamline department deliverables and increased HR visibility.• Partner with business unit leaders to identify develop HR strategies and facilitate employee engagement across multi-site, multi shift organization.• Site strategic planning and development of HR team members.• Realigned HR department to interview, hire and onboard 500+ direct labor associates in 2017 and 2018.• Led effective change management to 900+ associates during acquisition.• Design Training & Development strategy to assure all employees participate in technical and compliance training for a medical device manufacturer.• Create career paths for 600+ direct labor associates which addressed attendance, productivity, quality and performance aspects of positions. • Revise New Employee Learner plans to maximize learning and improve training effectiveness and consistency.• Assess training needs of departments through GAP analysis and development of skills to build career paths to promote from within the organization. • Partnered with leaders to drive down turnover and increase employee engagement during a critical growth period.• Drove retention initiatives including stay bonuses, retention bonuses, and bonus incentives to flex staff.• Led change management effort through Stay Conversations, 1:1’s, and supervisory action plans.

Plymouth, Mn

Strategic HR Business Partner to VP of Quality, advising on all issues and providing resources to support a 450+ employee organization. • Championed change initiatives insuring human capital demands kept pace with the changing business environment. • Collaborated with team members to integrate policies, processes and procedures post acquisition. • Advised senior leaders and managers on organizational design, driving end to end initiatives from concept through roll out. • Aligned talent with business objectives by creating an environment that engaged top performers.• Coached senior management on how to address and resolve employee relation issues by providingoptions, advice, risk mitigation, and solutions.• Leveraged internal and external resources to successfully mitigate risk of litigation during reductions in force while maintaining dignity and integrity of individuals, without disrupting the business needs.

Provided all strategic and tactical HR service to stand-alone US Division. 500 employees worldwide.•Redesigned US benefits program, negotiating a more competitive package at a reduced cost: o11% reduction in health premiums. oAdded Disability, Life Insurance, Employee Assistance and Flexible Spending programs. oUsed savings to increase employee 401k match via Board of Directors justification.•Partnered with managers to implement a major organizational restructuring, following M&A: oDrove planning, recruiting, and relocation for a 30% US staff expansion. oManaged performance-based and business-based terminations. oAligned US salaries for internal and Radford-based market equity.•Partnered with President to re-develop US organization structure, compensation strategy and policies.•Reduced costs by developing Immigration policies and managed VISA sponsorships.

Advised Manufacturing and Operations business units. Completed Corporate HR projects.500 employees worldwide.•Re-vamped hiring and termination processes to ensure smooth employee transitions, resulting in fewer employee concerns, and increased manager productivity. •Increased manager effectiveness and confidence with Leadership Development Program by contracting with recognized experts to provide leadership competency training. •Led the Affirmative Action and EEO efforts to ensure manager compliance with company initiatives.

Delivered HR services in 5 multi-union plants. 250 employees.•Led all union contract negotiations (Locals 633, 132, 120 and Teamsters National Freight Agreement) in partnership with Operations General Manager to agreement with no work interruption.•Resolved employee relations issues in accordance with union collective bargaining agreements.•Oversaw all recruiting in MN and FL factories. Reduced time-to-recruit by 30+%.•Led project to implement electronic time reporting in 3 plants. Reduced time reporting errors by 50+%. •Enhanced professional environment for managers and employees by providing training on Performance Management, Change Management and Harassment Prevention.•Established key policies and procedures (New Hire and Termination, Auto, Firearms, and Safety). Clearer understanding of policies led to 25% reduction in violations.

Led HR organization. 200 employees.•Improved performance management tool by tying the corporate objectives to the individual objectives.•Reduced ISO 9004 deficiencies by documenting HR and training processes. •Seamlessly integrated small German employee group into company.

Business partner to division leadership of a worldwide professional services group and installation teams. 22,000 employees worldwide.•Developed and delivered change management and sexual harassment prevention training to management and employees resulting in clearer understanding of the cause and effects of actions.•Coordinated first large-scale nationwide reduction in force (RIF) of 400+ employees. Employees were released with respect and dignity while protecting company assets with no resulting litigation.•Integrated compensation and benefits practices of 2 European acquisitions.•Collaborated with corporate staff to develop company-wide performance management program, implemented an electronic employee change form process and standardized the RIF process.

Sr. Compensation Analyst 1999-2000•Led an international team to develop a world wide employee incentive plan still presently in place. •Benchmarked domestic and international positions through market pricing and facilitated company wide salary planning processes which led to compensation equity across divisions.•Partnered closely with assigned business units to address potential turnover concerns.

Mba, Human Resources

Ba, Human Services Administration