Hannah Dean Email & Phone Number

Detroit, MI, US

Dearborn, Michigan, United States

• Manage HR support for 2k+ unionized and non-unionized employees across 6 plant locations and 8 corporate functions, including Talent Management, benefits, compliance, and employee and labor relations.
• Consult and collaborate with 2 HR Directors facilitating new leader assimilation, customized talent management plans, performance management alignment, and targeted career and leadership development programs.
• Leveraged SuccessFactors data analytics to gain insights into potential skill gaps, talent designations, and departmental trends to ensure fair and objective talent management practices.
• Overhauled people development committees to implement succession planning to ensure the retention of emerging and top talent.
• Facilitate functional Supply Chain talent reviews, assess the organizational design, and aligned with the company-wide talent strategy.

• Served as the HRBP for 3 C-suite leaders and 30 senior leaders, providing coaching to drive leadership development, align talent strategies, and maximize human capital investments.
• Oversaw TA for 9+ functions, including Global Supply Chain, Legal, Corporate Affairs, Transformation, Commercial Strategy, Research and Development, Marketing, Insights and Analytics, Corporate Canada, and Temporary.
• Improved time-to-fill metrics through proactive strategic planning, workforce planning, and skills gap identification; successfully filled 45 requestions in 6 months.
• Collaborated with leadership and legal to develop a performance improvement plan (PIP) framework, process, and documentation; adopted as a standardized process company-wide.
• Headed the annual compensation process, leveraging market data, performance data, and competitive analysis to conduct salary benchmarking, design bonus programs, and inform merit increases.
• Used tools like SuccessFactors performance management systems to foster a culture of continuous improvement through goal setting, feedback, and personalized development plans.

• Spearheaded successful initiatives to transition 6 teams and 1500 employees during a spinoff divestiture, mitigating potential disruptions and ensuring business continuity.
• Implemented change management efforts, including executing strategic communication plans by sending out 500+ notifications and integrating talent strategies and programs.
• Revitalized underutilized internal platforms to encourage cross-functional connections, exposure to new career opportunities, and employee assistance programs (EAP) use.
• Launched the inaugural Multicultural Sales Council to identify skills gaps and strategically place 40 employees to drive culture competency, inclusive practices, and employee development.
• Deployed surveys to 200+ people managers to identify and inform program development to bridge skill gaps; facilitated people manager and employee training forms to manage talent cycles effectively and build a.
• Led the Sales People Development Committee in succession planning for top talent; executed communication strategies to drive alignment and increase career advancement opportunity visibility.

• Managed the full cycle recruitment processes for positions across 5 departments, fulfilling talent needs.
• Collaborated with hiring managers to develop customized recruitment plans, ensuring clear communication, alignment, and accurate and efficient hiring timelines.
• Expanded sourcing strategies, optimized workflows, and encouraged knowledge sharing by presenting best practices and identifying and educating the team on tools and partnerships.
• Elected as the inaugural Recruitment Lead on the KAARG National Leadership Team.
• Sparked senior leadership engagement in talent acquisition by identifying paint points and leveraging data-driven insights and industry trends to inform solution development.
• Led development of recruitment strategies across Kellogg North America (KNA) to build robust candidate pipelines; identified 125k+ potential candidates through innovative sourcing methods.

Grand Rapids, Michigan

• Headed GBS KAARG’s communication and marketing initiatives, including planning and executing community outreach events to increase awareness and engagement of diverse employees.
• Spearheaded a project to implement Americans with Disabilities Act (ADA) compliance statements on all Kellogg job descriptions, collaborating with Legal to produce language and mitigate potential legal risk.
• Expanded the talent pipeline by developing a strategic partnership with the National Federation of the Blind to collaborate on sourcing strategies to attract top, diverse candidates.
• Consulted with hiring managers on recruitment slates, advocating for diverse and qualified candidates and providing coaching on recruitment best practices.
• Produced and presented customized recruitment strategies to stakeholders, establishing and gaining buy-in on sourcing methods, hiring timelines, and ideal candidate profiles.
• Utilized behavioral interview techniques in phone interviews to assess candidate suitability and expedite the recruitment process.

Greater Grand Rapids, Michigan Area

• Executed the full-cycle recruiting process for diverse positions and seniority levels across Finance and Accounting, IT, Engineering, Manufacturing, and Healthcare.
• Delivered impactful results within a commission-based environment, maintaining consistent successful placement levels monthly.
• Boosted transparency, visibility, and communication by documenting and tracking candidate and client progress in an Excel dashboard housed on SharePoint.

Kalamazoo, Michigan Area

• Served as the Interim Service Manager for the Battle Creek branch to ensure operational continuity by managing all branch operations, including supervising 5 employees.
• Recruited and onboarded 15 employees, facilitating weekly onsite orientations to ensure a smooth transition into their roles.
• Cultivated strong client relationships by proactively conducting onsite meetings with 10 key clients to gather feedback and ensure customer satisfaction with AccessPoint contractor performance.