Kim Horn Email & Phone Number

Sparks, Nv, Us

Frisco, Texas, Us

Reno, Nevada, Us

Carson City, Nevada, Us

•Supported the Recycling, Manufacturing, and Material flow teams in all HR processes.•Supported the buildout and development of a new business unit by ensuring all People processes and programs were in place and leadership was trained.•Built and launched the company’s first ever Engagement Survey and 360 review platform through Qualtrics.•Launched and built the Ethics Hotline reporting portal and Case Management tool to ensure our teams had an anonymous way to report safety and/or ethical issues.•Developed a “Shout Out” platform in Power Apps for the team to submit recognition to others while also looping in their manager to ensure the recognition was shared upwards.•Built a systemic way to track recordable incidents to ensure the OSHA log reporting was tracked efficiently.•Developed a systemic way to track Exit Interview information to help us evaluate trends.

Ventura, California, Us

• Supported the Customer Experience, Wholesale, IT, and Environmental teams in all P&C processes.• Created an Employee Relations channel to establish trust in the P&C team and maintain open channels of communication.• Relaunched Patagonia You to bring back onsite and remote training sessions focused on professional development as well as sessions to bring a bit of fun to our teams. • Supported the build out of an online Employee Relations system to ensure documentation was captured and stakeholders had immediate access to information. • Built a rewards and recognition program for our teams to ensure we are celebrating our teams’ successes in a way that is meaningful to them. • Worked with the team to create competencies for our roles and built self-guided training programs for each of those to help support our team’s development. • Established a Mental Health First Aid training for the team to ensure we had people trained to support individuals who may be experiencing a mental health crisis. • Developed and built a Workday Corrective Action process to ensure coaching documentation was captured systemically to ensure historical documentation was preserved. • Wrote and rolled out an attendance policy that created accountability while also supporting our philosophy of ‘Let My People Go Surfing’.• Worked with our Justice Equity and Anti-Racism team to build out our Community Groups • Launched and supported Brainfood sessions to bring awareness to non-profit organizations mission and volunteer needs.• Served on our Internship Committee to relaunch our Environmental Internships program and build out a virtual platform to streamline the application process.• Volunteered to serve on our Grants Committee to evaluate and decide on environmental programs to receive grants to support their programs.

Portland, Oregon, Us

• Supporting the build out of KEEN’s first company owned distribution center and transition from a 3PL model. • Created site specific policies that were needed at a distribution center while still maintaining the feel of the KEEN employee focused culture.• Built a staffing and hiring plan that evaluated the needs of the operation and mapped out how we were going to staff up during a high demand “peak” period in the market.• Worked with Facilities to create and support our safety program to include training of our new hires, safety committee, creation of our safety manual, and workers compensation plan.• Created a wellness program to promote health and wellness within the facility.• Partnered with compensation to research and set the pay structure and rates for the distribution center.• Serve as a People & Culture support person for the Director of Operations and VP of Global Operations supporting the distribution center• Walk the distribution floor daily to talk with our teams and proactively address any concerns or questions they may have.• Volunteered to serve on our Youth Grants Committee to evaluate and decide on outdoor programs focused on supporting our youth to receive grants to support their program. • Lead our Community Service committee to identify opportunities for our team to get out in the community to volunteer. • Built a staffing program to incentivize temporary employees to work for KEEN in a highly competitive market. • Created a Supervisor training program to ensure we were giving new Supervisors all the support and training that they need to be successful.• Serve on our diversity and inclusion committee to ensure the distribution center is represented and has a voice.

Louisville-Jefferson County, Kentucky, Us

• Built a solid TA team to transition the recruitment process from an Operations led function to an HR lead function.• Created TA processes to create an effective onboarding experience for the Hiring Managers and Candidates which minimized the time Hiring Managers were spending on recruitment.• Transitioned to SilkRoad from Kwantek to increase the functionality of our ATS system and reduce our cost by 14K per year. • Built and launched an onboarding system to support a paperless onboarding system and increase the candidate experience• Decreased our YOY spend with temporary and permanent placement agencies by 700K per year by building a solid recruiting team and minimizing the need to utilize outside agencies.• Created a TA Playbook to capture all of the hiring processes in a simplistic guide. This includes utilizing the new systems and a step by step guide to the new TA processes. • Support the Operations team by building and offering support and training for new Hiring Managers on the TA processes and systems. • Serve on the Operational Leadership Team and support the COO by being her main point of contact for all HR issues.• Assisted with Employee Relation issues.• Built a solid college recruitment model to streamline the process for practicum and internship placements. • Developed a Speaker’s Bureau to have our Hiring Managers partnering with Professors to present on different topics to students promoting our organization and services.• Designed an inclusive employment brand to ensure it mirrored the community we serve. • Managed the compensation structure to include conducting market studies, finance committee documentation preparation, and recommendations on changes to stay competitive.

Louisville, Kentucky, Us

• Led a team focused on rewriting the employee handbook and ensuring policies were updated and new policies were added to reflect changes in employment laws. • Restructured the on-boarding process to optimize the time spent in orientation and improve the new hire experience.• Manage the entire Talent Acquisition process for Clinical, Technical, and Administrative positions.• Built a client-focused Talent Acquisition process to ensure the hiring manager’s needs were met and the time to fill positions minimized.• Created a Workers Compensation process to eliminate the confusion among the team on how to handle a workplace injury.• Partnered with our ATS provider to optimize the system and launch an automated onboarding system to minimize time spent on completing new hire paperwork.• Designed interview training program for Managers to improve our hiring and selection process and ensure we are making smart hires and selecting top talent. • Documented HR processes and created an HR Playbook to ensure consistency across the department even when our subject matter experts are out of the office.

HR Program Manager - September 2012 to May 2014• Oversaw the creation and implementation of the peak staffing model for 6 distribution centers and 5000+ peak season hires• Created a peak season playbook that housed all processes and policies and traveled to each site to conduct training and gain buy-in from site leadership and ensure consistency across all locations. • Established appropriate SLAs and KPIs and held partner agency accountable to them by monitoring them daily and immediately addressing gaps.• Partnered with my peer to build out our peak reporting structure to ensure accurate weekly reporting to our Executive team, this included a weekly call with our CEO and team to ensure they were aware of our current state as well as our successes and any opportunities we had identified and were currently addressing.• Built a three-layer contingency plan to ensure we had a way to support unexpected volume.• Led post peak discussions with Executive team to celebrate our successes and capture our opportunities. From this meeting, we built a team to address any identified opportunities for the following year.• Selected to sit on the WIN Committee to help support the growth and development of high potential female leaders within eBay Enterprises.• Assist with HR related projects as assigned to include DC site selectionsOther positions held within eBay Enterprises:Talent Acquisition Manager - March 2011 to September 2012HR Manager - March 2011 to March 2012HR Generalist - January 2011 to March 2011Recruiter - October 2009 to January 2011

Arlington, Virginia, Us