Holly Hodge Email and Phone Number

-Partner with business leaders to share best practices to track labor costs and to predict staffing needs.-Partner with business leaders for policy training, compliance and implement new policies.-Lead employee engagement initiatives to reduce turnover.-Participate in discussions with leaders and employees to drive a positive culture and ensure a safe work space.

-Assists in the implementation of human resources policies and procedures and their dissemination through multiple communication instruments.-Manage special projects, as required, that support human resource and organizational strategy.-Monitor and review the performance evaluation process and continually develop as necessary, ensuring that annual reviews are carried out in a timely manner.-May handle employee relations activities in absence of or to support the HR Manager, including investigation of complaints.

-Conduct employee relations investigations.-Completing and distributing daily and weekly reports to managers.-Coordinate with managers, using labor-tracking tools, to ensure employees are on the correct schedule patterns.-Calculate turnover metrics for salary and hourly associates.-Assist associates with various timekeeping and pay questions.

-Lead COVID-19 directives; processes and procedures; manage temperature takers. -Engage hourly employees to reduce absenteeism and turnover. -Serve as the primary point of contact for the client as it pertains to the overall client relationship and service delivery, and leads 4 direct reports.-Identify business growth opportunities with additional end-users, departments, divisions, services lines, and or account solutions.

Hired as an employee with additional responsibilities, to include Affirmative Action, Division Recruiter, Talent Management project team, co-op management and recruiting process improvement.-Design and implement strategy for candidate life cycle experience for attraction and retention of top talent-Develop and implement strategy to source and recruit engineers and other functional positions-Strategic role with managers to asses needs and select top talent-Manage and implement the development of Materion Elmore’s recruiting brand image to be consistent with Corporate standards.-Use strategic recruiting tools and social media to reduce agency fees by 35%-Implement cost improvement measures to reduce recruiting costs by $35,000 annually-Implement strategy for new interview and screening process to reduce time-to-fill-Strategically implemented recruiting metrics used to reduce time-to-hire by 20 days-Lead engineering co-op program strategy and sourcing-Responsible for plant affirmative action plan and compliance-Manage RPO relationships and all 3rd party sourcing efforts

-Contractor position to act as Recruiting Manager for salaried positions (technical, professional etc.)-Role has expanded to include support for 3 additional locations-Provide recruiting metrics used to improve hiring process-Work with internal customers to assess needs, specify requirements, write & place ads, and utilize 3rd party recruiters when necessary.-Coordinate all external candidate needs, i.e. travel, and pre-employment requirements-Conduct analysis and reports data related to workforce such as: applicant flow and selection process for salaried positions

Managed recruiting work assignments for 15+ people for the company's first centralized, talent acquisition center of excellence; recruiting for all hourly and salaried positions (400+ combined monthly openings) in the United States and Canada. -Lead the staffing function for the US and Canada -Develop and execute a strategy for recruitment, employment branding, and maintained a high level of service to clients -Work with a variety of contingent labor providers, and recruiting agencies. -Work closely with HR and leadership team to understand organizational initiatives and develop approaches for recruiting and workforce planning. -Managed Engineering intern/co-op program-Six Sigma Project Manager 1. Implement lean practices in our staffing organization to reduce cost and improve efficiency. 2. Extensive review of our 3rd party vendor’s document retention program where we reduced errors and the mishandling of documents.

Provided support and training for Dana Affirmative Action programs. This included assisting human resource managers in the development and maintenance of affirmative action plans as well as responding to desk and onsite audits by the OFCCP. -Delivered mandatory AA training for our management training program-Defined direction and AA strategy in conjunction with goals to increase the company’s diverse workforce-Prepared and submitted all required Affirmative Action reports to the OFCCP

Customer Support CenterAssisted with establishing and implementing, team policies required to support global IT initiatives. -Assisted with strategic planning, goal setting, and performance management.-Served as liaison between customers and CSC to implement customer support standards for resolving customer problems.PeopleSoft SupportProvided back office support to HR managers at over 50 locations in the U.S.-Helped solve payroll run problems-Updated employee records-Trainer for PeopleSoft applications