Donna Lain Email & Phone Number

Managed a staff of 13 Project Administrators in the Dallas office of a global consulting firm.Recruited and hired to sustain the level of support required in the Dallas office for 500+ projects. Conducted performance appraisals, coordinated time off and maintained salary equity for staff of 13.Conducted and facilitated training in Dallas office for the conversion from EBT to Oracle Financials to assure Sarbanes Oxley Act compliance for Project Management and Invoicing.Spearheaded the improvement of the 'uns' (unapproved contracts, unbilled revenue, and uncollected invoices) statistics for the Dallas office resulting in a 60% improvement overall.Oversaw all client invoicing.

Critical member of team formed to create and implement HR policies, practices, and philosophies of the new company following the merger of isola with AlliedSignal Laminate Systems. Managed the HR functions in; 200 employees at each site) spending 75% of my time in Chandler, AZ. Launched and perpetuated "Desert Storm in Chandler" (a quality awareness and reward initiative).Orchestrated and implemented the conversion to new benefit programs in both Fremont and Chandler.Maintained a positive work environment, in three plants (California, Arizona and South Carolina), throughout the merger through communication and accessibility to all staff at all times (total of approximately 650 employees).Introduced new hourly handbook and roll-out of new policies resulting from the merger to employees in California, Arizona and South Carolina.

DIRECTOR OF HUMAN RESOURCES (1990-1999)Directed all aspects of Human Resources including, but not limited to: Recruiting, Compensation, Benefits, Safety, Security, Training, Conflict Resolution, Policy Development, Communication, and Employee Functions for manufacturing facilities in Fremont, California and Ridgeway, South Carolina.  Computerized HR department through identification and purchase of HRIS system. Developed and taught “Leadership and Team Skills” training program. Established Corporate HR policies and published an Employee Handbook. Managed the relationship between isola USA and OSHA.  Established and wrote Safety policies in compliance with SB198 and CFR1910. Reduced turnover from 300% in 1989 to 22% in 1992 through improved screening and hiring practices, revision of wage structure and introduction of an active “Drug-Free Workplace” program. Converted benefit programs and vendors to provide a higher benefit level and stability of premiums. Revamped hourly and salaried performance appraisal systems. Established HR department in Ridgeway, South Carolina upon opening of plant. Developed job descriptions in full compliance with the ADA. Established a compensation plan with job codes and associated ranges. Reviewed annually for competitiveness in area. Worked closely with County, State and local officials in the establishing of a new manufacturing facility in an Enterprise Zone in Ridgeway, South Carolina. Devoted 75% of time in 1998 in Ridgeway, South Carolina to the successful launching of $12 million capacity expansion.

Psychology

Activities and Societies: Acted in theatrical performances of the school.

Education record