• Per business needs and as a stretch goal, performing second role as a Continuous Improvement Site Resource.o Educating employees on Lean/Six Sigma strategies methodologies such as 5s and process optimization.• Collaborated with senior leadership team to create and roll-out 3-year plan to eliminate $7.5 million in losses by 2020.o Deployed IWS methodologies of on-the-job trainings, Ideation meetings, KATA trainings, APS/6W2H trainings, individual trainings, calibration requirements of qualifiers, individual qualifications, and Document Control Systems to key shareholders aimed to drive out losses.

• Lead for developing and growing capabilities of all hourly and salaried staffing.o Worked with key stakeholders to develop skill assessment qualifying tools used to develop and create career pathing in hourly roles.• Key member in reintroducing Kellogg K-Values to the workforce.o Collaborated with department stakeholders to develop and facilitate hourly deployment strategy for 2017.• Designed and presented management-training programs ranging from first-line supervisors to senior management teams to facilitate understanding of employment relations, diversity issues, employment law, recruiting, and organizational development; program functioned as cornerstone for employee retention, conflict management, coaching, and leading people.• Provided timely communication to supervisors regarding new initiatives and policies, including relevant regulatory updates. Worked closely with managers and supervisors to monitor and communicate all phases of employment related issues, labor relations issues, and past practices.• Developed and rolled out education and training tools used to eliminate skill related losses (AM Training books, One Point Lessons, & Communications of Business documents) through use of Alchemy and Learning Management Systems (LMS) resulting in reduced safety and quality incidents and a 5% improvement in overall OEE in both Q1 and Q2 2017.• Worked with managers, supervisors, and employees to resolve employee relations and provide advice, assistance, & follow-up.

• Developed and deployed the COOL employee document retention policy for Kellogg North America that led to 36% increase in site participation.• Led cost savings overpayment project across several functions resulting in the collection of $480,000 of unclaimed overpayments for 2016.• Utilizing data analysis and Lean techniques, reduced costs of Record Management team’s document retention process from $.39 to $.27 per page, saving $44,135 in 2016.• Assisted talent team in university recruiting events. Identified top talent through pre-screening, on-the-spot interviews, assessments, and made recommendations on top candidates.• Developed and implemented Service Level Agreements, metrics, and created tools to measure the Fulfillment and Record Management team’s productivity.• Educated Kellogg locations in North America, Mexico, and Europe on electronic personnel file record management procedures and implementation.• Utilized case management software to assist multiple teams in cases of litigation, grievances, and employee relations.• Facilitated onboarding events for all salaried new hires, ranging from entry-level to upper-level executives across all functions.o Data mined onboarding surveys and relaunched onboarding structure that saw 30% increase of satisfaction.• On-site trainer and Subject Matter Expert (SME) for Kellogg’s K-values and Lean process mapping programs.o Initiated continuous improvement projects in 2015 and 2016 that reduced over 900 hours of work and streamlined workflows across multiple HR teams.

• Investigated and resolved employee concerns, harassment claims, and employee relations.• Processed and audited payroll on a weekly basis.• Developed work process and tools that reduced time it took to schedule 235 employees by 19% and reduced scheduling errors by 35%.• Coordinating associate trainings, meetings, and awarding overtime variances in accordance with the employee handbook.• Provided guidance and counseling to management and employees in company procedures and policies.• Led Kellogg Wyoming’s Diversity & Inclusion program. o Facilitating monthly meetings, planned outreach initiatives, and held focus groups with salaried and hourly staff to drive positive employee culture.• Maintain vacation, absentee, and job skill records to assist with promotion and progressive coaching of team.o Conducted audits of employee hours for accuracy and corrections.

• Effectively led, coached and developed team of 14 to accomplish operational objectives.• Prepared daily reports on productivity, quality assurance outcomes, and safety, ensuring compliance with company and OSHA safety policies and procedures.• Coaching team members on interpersonal skills and interactions to improve conflict resolution and team performance.• Training and developing workforce on safety and manufacturing best practices.• Integrated and developed new team members to build long term employee relationships.