Kim Robertson, Mba, Sphr, Shrm-Scp Email & Phone Number

Toledo, Oh, Us

Assist Director, HR in the planning and organizing of assigned program(s) and/or section(s) to meet SBU needs as identified in business plans.Actively manage the Talent Management function within all business unitsFormulate and administer plans, policies and procedures. Including budget development and Talent Management program administration.Ensure program(s) or section area(s) are in compliance with established policies and procedures both on an organization level as well as compliance.Prepare, maintain and analyze internal and external reports for Senior Management.Develop, coordinate and recommend changes for process improvement.Lead and manage cross functional teams for special projects.Plan, assign and supervise the work of Business Unit HR Managers and Talent Acquisition team.Manage the Talent Acquisition function for organization.

Toledo, Oh, Us

Manages all Human Resources functions for selective business units/locations. Oversees external business partners engaged for select services and assignmentsWorks with department managers on human resources planning, strategy and operations issues. Participates in the annual HR PY budgeting process for select services and assignmentsImplements personnel policies and procedures. Recommends new approaches to affect continual improvements in efficiency of department and services performed.Works with managers to determine staffing needs and selects appropriate recruitment methods. Assists management in the selection process and extends employment offers. Coordinates relocation process;Administers the termination process, including exit interviews. Analyzes trends in turnover.Responsible for administering the affirmative action program and/or diversity initiatives.Assists managers in staff counseling and development. Develops corrective action program when necessary and monitors through final disposition.May train management and designated personnel in employment and related administrative functions. Monitors performance/metrics program.Advises managers of salary ranges for exempt and non-exempt classifications or region/country specific benchmarking. Consults with managers in the preparation of salary administration and checks for fair, equitable, and competitive compensation practices.Coordinates Employee Relations Programs. Assists with the identification and notification of Workers’ Compensation to the Manager of Employee Benefits or country equivalent and assists third party administrators regarding claims management.

160 employees 140 union, 20 non-unionFood Packaging manufacturerServes as the primary initial contact for all questions regarding interpretation and application of the labor agreementRecruit and screen candidates for positions, which insure adequate supply of, qualified applicants.Review and validate plant job descriptions to ensure compliance with the ADA, OSHA.Provide monthly Key Performance Indicator metrics for plant absenteeism, OT, training, grievances, etc.Manage the local administration of benefit programs and payroll processes.Administer Worker's Compensation, short-term Disability and FMLA. Maintain files on all employees in accordance with federal and state laws.Interpret and implement policies and procedures in line with corporate guidelines.Consults with, counsels, and makes recommendations on HR-related topics. This includes the areas of labor relations, compensation, benefits, corrective action, policy administration, performance appraisals and others as required.Manage the safety program within the facility. Decreased number of lost time accidents by 80% as well as workers compensation costs with aggressive claims management.Successfully negotiated 4 year contract with United Food and Commercial Workers

160 employees responsible for two plants; Ashley, IN - newly acquired)Chemical manufacturing environmentServes as the primary initial contact for all questions regarding interpretation and application of the labor agreementRecruits and screens candidates for positions as facility sourcing techniques, which insure adequate supply of, qualified applicants.Review and validate plant job descriptions to ensure compliance with the ADA, OSHA.Provide monthly Key Performance Indicator metrics for plant absenteeism, OT, training, grievances, etc.Manage the local administration of benefit programs and payroll processes.Administers Worker's Compensation, short-term Disability and FMLA. Coordinates communication with employees in all benefit related issues. Implemented Nurse Case Management program to assist the injured worker in understanding the WC process and aiding in their RTW.Maintains files on all employees in accordance with federal and state laws.Interprets and implements policies and procedures in line with corporate guidelines.Consults with, counsels, and makes recommendations on HR-related topics for Adrian/Ashley, IN staff. This includes the areas of compensation, benefits, corrective action, policy administration, and others as required.Works in community to support corporate fundraising initiatives, Relay for Life, United Way.Assisted in complete re-organization of Ashley, IN plant. Managed recruitment efforts for change in leadership as well as open communications with employees in order to avoid adversarial outcomesAssimilated Ashley, IN plant into BioLab corporate policy and procedure Effectively assisted in negotiation of 3 year union contract

135 employees, 115 union, 20 non-union Total distribution environmentMentor of many departments in managerial tasks including employee discipline, training, coaching etcResponsible for Workers Compensation Administration. Cut costs by 29% with double the claims due to aggressive claim management. Experienced in both state fund and self-insured.Responsible for working with Corporate Risk Management Department in the resolution of insurance claims regarding accidents (fleet and workers comp)Effectively and efficiently resolve employee questions and concerns regarding policy, procedure as well as local, state and federal laws. Including FMLA, EEOC, DOL and FLSA to both union and management employees.Effectively communicate with local union representatives and 115 union employees. Including the handling of grievance procedures as documented in the contract between the company and the union. Effectively assisted in the negotiation of 4 year union contractAdminister company substance abuse testingResponsible for weekly payroll. Implemented new electronic payroll system. Recruit and interview hourly non-exempt and exempt level employees. Work with area temporary agencies in order to find qualified candidates for temporary positions.Conduct new hire orientations and conduct new hire process. Responsibilities include explanation of policies and procedures, safety and history of the company.Administer employee benefits and respond to inquiriesPrepare departmental reports. Including monthly workers compensations costs, safety statistics of plant, turnover rates, etc.Assist in administering divisional safety program and trainingEmployee communicationsComply in DOT regulations and the maintenance of driver qualification files. Maintain employee personnel files and HRIS files

100 employees all non - union Established job descriptions for all positions within companyEstablished compensation baselines for all positions in companyPresented to President and CFO the compensation package that was developed for the companyEstablished a HR filing system

Responsible for facets of customer service and total quality managementEffectively resolved any and all customer complaints and concernsProcess order for merchandise using specialized computer programProactively contact customer previous to placing their order to prevent problems from occurring

Masters Of Business Administration, Strategic Human Resource Management

Bachelors Of Business Administration, Human Resource Management