Heather Frank Email & Phone Number

United States

As a Principle Consultant in Mercer’s Workforce and Organization Transformation function I provide organization design, workforce strategy and planning, leadership and talent transformation, HR transformation and M&A transaction advisory. I am responsible for building and converting a pipeline of high value consulting opportunities addressing the business needs and requirements of clients and prospects. In have an important role in providing strategic consulting advice and directing the delivery of major projects. I demonstrate through engagements that Mercer is an expert advisor in Workforce and Organization Transformation. I lead solution design, drawing in relevant experts as required, to provide an optimal outcome for the client and for Mercer. I plan, design, resource and direct major client projects, ensuring appropriate project delivery team and project management processes to fully delivery project outcomes to client expectations. I provide trusted advice to senior level clients on complex, significant and/or sensitive issues.

Remote - United States

Global

 Review existing global HR processes to identify opportunities to standardize, simplify and optimize Develop an HR process improvement prioritization plan and budget ensuring alignment with the global HR operating model, HR Strategy, and people strategy  Lead and manage process improvement initiatives associated with global HR processes using Workday, Service Now Platform, Etc Develop and translate consistent process documentation, job aids, training and user guides for Administrators, HR and business users. Build and maintain collaborative relationships with the teams in HR COE, HR Shared Service, HR Business Partners and HR leadership. Ensure effective, accurate and timely communication and training of process improvement across the global organization

United States

 Lead the M&A project efforts for large and small scale acquisitions and sales.  Served as the key point of contact for the US Region with COE partners, external HR consulting support and the internal integration teams  Led global analysis and implementation of Time and Absence consideration for large scale global acquisition.  Coordinated 12 week post acquisition hyper-care process to mediate employee questions and concerns using Service Now Ticket platform.  Reported and maintained KPI data to report progress across integration efforts.  Meet contractual commitments to enable acquisition deal close as well as support the longer-term integration to realize the full value of the acquisition in the coming years. Developed and executed an onboarding and integration plan for the US region that meets the strategic goals of the acquisition.  Partner with stakeholders to implement the overall C&B strategy, staffing, onboarding and retention strategies for the integrated sites/employees  Ensure regular updates and communication to the HR community Support HR BPs and ESC and supply tools/resources in execution of local talent assessment process to support organizational design, both before and after close

Fort Dodge Ia

 Active member of the Plant Leadership Team responsible for driving strategic initiatives including workforce planning and labor modeling that support multi-site and overall business goals.  Led HR team members in support of multi-site HR needs and overall business strategic efforts.  Developed HR team members to allow for their personal growth into alternate roles.  Managed budgetary responsibilities for HR activities including site wellness and engagement activities. Provided consultation to leaders in achieving business goals. Advised management on organizational effectiveness, especially the alignment of processes, systems within the guidelines of the labor contract. Prepares and presents statistical reports related to labor utilization, headcount, retention, budget, recruitment and labor management efforts.  Monitors implementation of policies concerning wages, hours, and working conditions, to ensure compliance. Ensured solid working relationship with Labor Union leadership Functioned as chief negotiator in Labor Contract negotiations. Developed strategies and proposals with site leadership and talent acquisition to ensure the hiring of talent to meet business needs.

Boxholm Ia

Increased gross revenue by 20% in the first year of ownershipImplemented a point of sale system to monitor monthly profit/lossManage financials including sales data, profit/loss, expenses, raw material costs, menu price points and accounts payableCoordinate marketing initiatives (print and electronic), advertising, promotions and public relationsCarry out events such as cooking competitions, tournaments, motorcycle ride stops and birthday events. Oversee ordering, inventory, supplier relationships and vendor accounts Handle employee matters including recruitment, scheduling, training, directing and dismissalDevelop business relationships with suppliers, vendors and other local businesses

Midwest

 Functioned as an internal consultant to leaders in achieving business goals. Advised management on labor capacity planning, especially the alignment of processes, systems within the guidelines of the labor contract considering labor utilization. Arranged and scheduled meetings between grieving workers, supervisory and managerial personnel, and Business Representative, to investigate and resolve grievances. Prepared statistical reports, using records of actions taken concerning grievances, arbitration and mediation cases, and related labor relations activities, to identify problem areas. Monitored implementation of policies concerning wages, hours, and working conditions, to ensure compliance with terms of labor contract. Advised management and union officials in development, application, and interpretation of labor relations policies and practices. Prepared for contract negotiations by coordinating management proposals and issues, ensuring alignment with bargaining unit on process and schedule, and participating in the collective bargaining process. Partnered with management and talent acquisition to ensure the hiring of talent to meet business needs in alignment with our headcount workforce and resource planning.

Midwest

 Provided support to over 2000 employees including all levels of management through a consistent approach to improving employee relations, labor relations and compliance.  Implemented a consistent approach to discipline, coaching, performance improvement plans, etc Trained management and HR team on effective coaching, performance management and labor relations practices.  Managed labor relations tasks including grievance resolution, arbitration proceedings and contract negotiations.  Investigated and resolved workplace complaints, disputes including discrimination and harassment matters related to the Company Code of Conduct.

Fort Dodge Ia

Member of an HR team working with an 800+ employee group in a manufacturing setting including bargaining unit. Worked with employee relations, labor relations, employment reviews, management coaching, supervisor training and development, staffing, etc.

Ames, Ia

 Created and implemented a working human resources department. Developed a policy manual, the recruitment and hiring processes, employee relations plan, a benefits program including insurance and employee appreciation program, an employee review process, an employee orientation program, oversaw the establishment of a safety program including employee trainings, and all other needs for 100+ employees.

Ames, Ia

Managed all human resources and management functions of a small office setting including payroll, quarterly and yearly tax preparation, hired, oversaw and trained employees, created and maintained client database, completed logs and monthly headquarters reports, coordinated customer appreciation events

Master'S Degree, Human Resources Management And Services

Bachelor'S Degree, Art/Art Studies, General