Jody Hall Email and Phone Number

• Manage daily operations for HR team responsible for the success of Coyote’s HR systems, reporting, benefits, policies and procedures, talent management, onboarding/offboarding, and compensation. • Work with executive team to align strategic goals of the department with company initiatives. • Drive team performance by creating project plans, communicating strategic vision, providing direction, and answering questions as they arise. • Implement HR best practices to ensure operational efficiency, compliance, and organizational cohesion.• Comply with federal, state, and local legal requirements by studying existing and new legislation, while enforcing adherence to requirements, and involving executive team as necessary.• Build and maintain internal culture by organizing events, branding materials, and serving as a liaison between management and individual contributors.• Handle employee relations issues and meet with management regularly to provide guidance and training in areas as needed. • Develop policies, training materials, forms, and quick reference guides for employees, managers, and Human Resources’ reference.• Prepare monthly analytics including metrics on growth, turnover, transfers/promotions, tenure, and recruiting success. Use this information to alert executives of any areas for development or headcount needs.• Create financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; responsible for creating and adhering to HR budget.• Assist with mergers & acquisitions including HR framework comparison, communication, Q&A, orientation strategy, and data conversion.

Coyote was born to bring a new life to the transportation industry. Coyote is the fastest growing logistics company in the U.S. for a reason. We do what we say and say what we do. When we commit to a load, we move it. Period. No Excuses.Our dense network is one of the biggest in the industry, and we execute it with the personalized service model of a niche provider. We are a third party logistics (3PL) company. Our highly trained and motivated work force as well as proprietary software technology help us move massive amounts of our customer’s freight across North America every day by truck or train, through rain or snow, weekday or weekend. We make sure products get where they are supposed to go.Every Hour, Every Minute, Every Second.

Responsible for managing, developing, and implementing T2’s benefit policies for over 1,000 employees across North America. • Provide continuous support to the employee population by answering benefits questions, resolving claims issues, and communicating upcoming wellness events. • Benchmark T2’s benefits against the offerings of other industry leaders using survey results and market data. Identify areas for development and work with T2’s broker to implement benefits changes.• Work with T2’s executive team to develop a strategy to keep renewal costs down while meeting the needs of the company and employees.• Responsible for coordinating all leaves of absence. Established a standard procedure to help local HR Representatives communicate and process leaves focusing on federal and state policies in New York and California. Also created a guide specifically for new moms to help illustrate how the different leave policies work together to provide job protection and income replacement during maternity leave.• Administer the company’s 401K program by completing yearly discrimination testing, actively participating in the investment committee, routinely auditing 401K data, and documenting all 401K transactions. • Developed a toolkit for managers to aid with resolving personal and professional employee relations issues. The toolkit includes a menu of services provided by T2’s EAP, an engagement checklist for new hires, performance management tips, and HR procedures for managers. • Implemented an international benefits program providing medical and dental benefits for employees assigned to projects overseas.• Created on-boarding/off-boarding packages for new hires and terminations to ensure timely communication and instruction for those entering and leaving the company. Work with American Benefits Group to administer COBRA for terminated employees.

Served as T2’s global human resources information systems (HRIS) lead responsible for the development, implementation, maintenance, and administration of HR systems, processes, and projects. • Successfully implemented Oracle based HR management system (HRMS) strategically positioning T2's corporate headquarters to take on global payrolls. Implementation included system design, data conversion, user acceptance testing, security setup, and creation of HR and employee training materials. Presented in-person system training for global HR team, local employees, and responsible for ongoing training.• Created quarterly HR Dashboard used to measure HR performance and provide executive management with a clear picture of workforce metrics. The Dashboard is broken down into 4 sections and provides graphical representation of headcount trends (attrition, growth, and demographics), benefits participation/costs, and compensation & equity figures. • Continuously ensure the integrity of T2’s HR data through routine analysis and the creation of data validating tools. Designed a Microsoft Access database that can be used to audit payroll data and Microsoft Excel based HR forms that automatically validate data prior to entry into the HRIS system.• Restructured job codes resulting in a reduction of the number of jobs in the system by 60%. This efficiency has reduced the amount of time spent on preparing salary survey submissions and has served as an audit procedure for FLSA eligibility.• Generate a variety of reports including a monthly headcount, yearly EEO-1 report, time-entry allocation summary, Outlook global directory, and ad-hoc requests from finance, senior management, and T2’s HR team.• Collaborate with the Benefits, Compensation, and Payroll Managers to drive year-end increase and benefits open enrollment processes. Complete HRIS setup, prepare payroll imports, audit payroll data for accuracy, create vendor exports, and assign job codes for promotions.

Supported local HR by driving annual processes and administering company programs. • Drove H&K’s performance management and compensation review processes. Prepared communications sent out by the Chief Talent Officer, developed performance improvement plans, and delivered final results to senior management during H&K’s annual talent meeting.• Met Sarbanes Oxley compliance standards by auditing payroll changes and maintaining personnel records.• Developed training modules on workplace harassment and diversity for employees and supervisors to meet the requirements of the EEOC and Supreme Court.• Established process improvements for HR Managers on a local level by implementing HRIS solutions for paper driven procedures.• Worked with legal to develop the employee handbook, separation agreements, and the 401k summary plan description.• Administered employee stock program notifying employees of open trade windows and coordinating stock sales with H&K’s stock vendor.• Administered the company’s benefits program by answering employee questions, worked with vendors to resolve problems, managed open enrollment/life events, created yearly benefits guide, and worked with Ceridian to administer COBRA for terminated employees.

Conducted all phases of the recruiting process. • Worked with hiring managers to create job descriptions, complete new hire requests, and obtain necessary approvals. Once approved, I posted the job to internal/external job boards and reviewed resumes for matches.• Conducted phone screens and first round interviews for junior staff. Sourced senior staff by researching H&K’s competitors’ websites, collecting recommendations from senior employees, attending public relations networking events, and searching for resumes in H&K’s ATS. • Completed new hire process by preparing offer letters, coordinating background checks, starting employee personnel files, and entering new hire information into H&K’s human resources information system, UltiPro.• Recruited young talent at job fairs where I educated college graduates on the employment opportunities at Hill & Knowlton.