Hanyu Chen Email & Phone Number

Here, I lead a team of ten exempt and six non-exempt HR professionals while overseeing the HR operations of a site encompassing over 3,000 associates and over 90 exempt leaders. I drive labor planning, weekly expense forecasting, strategic initiatives, and eliminate operational roadblocks by collaborating with the finance and operations teams. I also review and consider the associate feedback while planning new HR programs and projects.One of the key initiatives I led her involved introducing leadership training on soft skills to help improve leaders’ reasoning when dealing with associates. Not only did this initiative reduce the attrition rate significantly but also improved leader engagement. Based on the leaders’ positive feedback, the training has now been extended to take place every month for the rest of the year. Another initiative involved launching the Olympian Program aimed to cross-train employees on multiple job functions. The program currently has 300 associates onboard. Through this initiative, I streamlined the rotation of associates across job functions ensuring business coverage. Some of my other accomplishments include:- Boosted employee engagement by executing the Associate Recognition Program, Associate Activities Committee, Birthday Round tables, Manager Round tables, and Monthly Engagement Calendar.- Facilitated succession planning by leading a talent management project to review the performance of 2,000+ leaders.- Launched a mentorship program to improve the safety performance of leaders; improved unfavorable safety score by 8%.- Boosted the site ranking in customer service by refocusing HR training to make the team customer-centric.Key Skills: Succession Planning | Talent Management | Program Planning & Execution | Training & Development | Employee Engagement | Onboarding & RetentionHere

Here, I mentored HR business partners and led progressive initiatives for employee retention and engagement. I initiated weekly one-on-ones with the senior operations team to pinpoint instances of risk and develop associated action plans.My key project here included overseeing the Regional Talent Review for 700 managers within the first and third quarters of 2021. To this end, I coordinated the completion of supporting documents by collaborating with the site POCs. I also presented diversity and inclusion data along with action items for the sites and the region.Furthermore, I launched a Weekly Mini Manager Training program in collaboration with the operations and senior leadership teams to train teams on Difficult Conversations, HR Escalations, Self-Service Tools, Accommodation Process, Reasonable Suspicion, and Attrition 101.Key Skills: Program Planning & Implementation | Process Improvement | Diversity & Inclusion | Executive Coaching, Conflict Resolution | KPI Tracking & Reporting | Data Analysis | Action Plan Development

In this role, I facilitated the launch of a new facility by developing a standard work cadence for the HR department, rolling out training initiatives, and hiring over 2,000 associates within two months. I also developed and reinforced a safe and inclusive workplace culture from the launch. Additionally, I participated in the COVID-19 task force to facilitate multiple policy changes around safety and scheduling. By establishing seamless communication with associates and ensuring resource availability, I improved their attendance by 5% during a previously high-attrition period.Key Skills: Talent Acquisition, Diversity Strategies, Business Partnership, Employee Engagement, HR Best Practices Implementation

As the HR director at this vacation retreat and luxury hotel, I reformed HR practices to operate as an integral component of daily operations. I also led positive change management, for which I earned a 2018 leadership award for Leading Through Change. To support these initiatives, I managed a $630K budget and developed the department’s financial plan. I developed a hands-on approach to streamline and improve employee management; this included tactfully addressing and resolving escalated employee cases through in-depth investigations and reviews. Furthermore, I created efficient auditing processes to track performance management, regulatory compliance, and workforce progress.Some of the other improvement initiatives that I led here were revamping the recruitment, onboarding, and new hire induction processes; this helped maintain a low turnover rate and create a positive cultural experience. One of my favorite projects here was directing the 8-week Polar Express Train event. This included leading all aspects of recruitment and onboarding while hiring 100 part-time participants; I also increased customer success scores during this time by implementing detailed customer management training.SELECTED ACCOMPLISHMENTS:CULTURAL DEVELOPMENT: Improved employee performance, morale, and engagement by establishing a collaborative and growth-oriented work culture.RESOURCE MANAGEMENT: Improved resource management and utilization by implementing advanced HR administration tools; optimized onboarding and recruitment functions.HR DATABASE REFORMATION: Digitized HR database and composed an updated digital employee handbook to simplify policy implementation and ensure regulatory compliance.Key Skills: Change Management, Budget Management, Financial Plan Development, Employee Management, Investigations & Reviews, Improvement Initiatives, Auditing Processes, Performance Management, Regulatory Compliance, Recruitment & Onboarding, Customer Success & Management Training.

As the HR Manager of this pharmacy and drug testing program provider, I managed operations for multiple office locations and labs. I led versatile improvements in all aspects of HR by developing employee engagement programs, identifying growth potential, and implementing external management tools. In order to achieve this, I re-established trust between HR and the workforce; this allowed me to further streamline processes and improve the operational structure.Moreover, I improved productivity, time management, and ROI by introducing progressive training plans, building active communication channels, and implementing employee suggestion and recognition programs, through which we accumulated numerous proposals on how to augment lab operations. SELECTED ACCOMPLISHMENTS:EMPLOYEE TURNOVER: Reduced quarterly turnover by implementing an ambassador program to efficiently onboard new hires.PERFORMANCE MANAGEMENT: Improved performance management by introducing advanced programs for leadership training and appraisal. POLICY CREATION: Protected the business against legal liabilities by updating policies for worker compensation, sexual harassment, and employee conduct; provided training for these policies.Key Skills: Cross-Office Management, Operational Improvements, HR Program Creation, Growth Identification, Management Tools, Process Streamlining, Time-Management, Active Communication, Talent Onboarding & Training Programs.

As the HR Advisor for this information management services company, I oversaw policy development and service provision for 15 locations. I helped lead our transition to a virtual operating platform by analyzing improvement areas and developing advancement strategies. I also served as the thought leader on all HR inquiries on various topics ranging from labor laws, performance management, employee relationship management, recruitment, cross-country policies, and workers compensation; I did this while maintaining compliance with internal policies as well as legislative guidelines for multiple countries and states. Lastly, I managed 3 unions groups and their archives; I enabled accurate record keeping and compliance management during the structural change by developing a detailed union guidebook.SELECTED ACCOMPLISHMENTS:HEALTH & SAFETY: Decreased monthly worker’s compensation cases from 9 to 1 and mitigated risk by implementing an injury review board.CHANGE MANAGEMENT: Sustained workforce performance and morale during organizational change by implementing innovative learning strategies and engagement training.REGULATORY COMPLIANCE: Reversed non-compliant business status by updating policies and enforcing strict adherence to regulatory guidelines. Key Skills: Policy Development, Performance Management, Employee Relationship Management, Workers Compensation, Legislative Guidelines, Union Management, Injury Review, Workforce Performance & Morale, Records Management & Organizational Change.

Ma, I/O Psychology

Activities and Societies: Graduate Student Association, and Psychology Graduate Student Association

Ba, Psychology

Activities and Societies: Psychology Club