Denise Becker, M.Ed. Lssbb Email and Phone Number

TriHealth is ranked among the top employers in the country, most integrated systems in the country and top heart hospitals with over 12 thousand employees. As a Staffing Consultant, responsible for high volume full cycle recruitment.As a Human Resources Consultant to current position as Business Partner, facilitated the delivery of workplace strategies that impacted culture and drove attainment of key business strategies for the organization and with assigned customer group.

Spearheaded internal hiring events; developed TABE Testing procedures which could be used as a model for other Arbor operations. Managed high-profile accounts and placements for the center and the President of the Workforce Investment Board. Designed, coordinated and facilitated training workshops. Identified and implemented process improvements that reduced workload and increased efficiency. Received personal recognition letters from Cincinnati Mayor for Youth Job Fairs. Significantly increased hiring placements which impacted Super Jobs Center performance measures.

Traveled extensively; provided training and turnover management for 13 remote sales offices. Researched and resolved conflicts/employee relations issues, managed internal investigations, and counseled employees regarding performance issues. Coordinated with division managers to ensure training needs were met.• Successfully audited 12 remote sales offices within a 5-month period. Identified solutions to resolve internal equity issues and implemented compensation adjustments. • Introduced the Management Tool Box, a skill-builder and development tool for managers and supervisors. Trained managers in developing soft skills, e.g., interviewing, coaching, counseling, and termination procedures.• Created “Welcome Aboard” binders to facilitate new-hire orientations. Provided HR policy updates and employee handbook training for new supervisors. Developed 2 Reward & Recognition Programs for Sales Representatives• Introduced Emergency Action Manuals and safety training, which included division-specific information.

Served 1,900 employees in 2 client groups (1,300 pilots and 600 flight attendants) in 2 locations. Worked with 2 unions (ALPA and Teamsters). Extensive involvement in training and development of professional staff, problem identification, conflict resolution, and development of policies and procedures.• Developed a new Sexual Harassment Policy and Position Statement. Developed sexual harassment prevention training and presented to over 1,000 employees. Significantly reduced harassment complaints.• Facilitated a joint effort between company and union to implement HIMS study, which focused on identification, prevention, and rehabilitation of employees with substance abuse problems. • During the first pilot strike in company history, kept non-striking employees productive by using downtime for training and development. Averted layoffs for 6 weeks before the company was forced to furlough 1,800 employees. Played a key role in ensuring smooth transitions during the workforce reduction and subsequent recall after strike ended.

Supervised human resources and safety functions for a $70 million plant employing 350 people. Assisted with budget preparation and control. Primary responsibilities: employee relations, union avoidance, policy and program development. Recruited/hired/oriented 50 new workers within 2-months, despite record low unemployment. • Started ESL classes to help employees from other countries improve their English language skills. Introduced a paperless MSDS system that provided instant 24x7 access to Material Safety Data.

Coordinated human resource activities such as employee relations, training, benefits, and safety for 5,000 merchandisers nationwide. Designed and implemented innovative motivational/incentive programs to increase merchandiser productivity, reduce field problems, and decrease costs. Developed employee relations programs (Wellness, Profit Enhancement, Direct Deposit, “Write to Know”). Collaborated in developing and teaching an award-winning Employee Literacy Program that helped long-term employees adjust to complex new equipment. Program earned special recognition from the Governor of Ohio. • Headed negotiations between corporate HQ and distribution center for service discounts. Projected savings $70,000+ 1st year.Prior positions: Manager. Communications & Employee Services (1988-1994); HR Manager, Distribution Center (1994-1995).