Lisa Todd Email & Phone Number

Minneapolis, Minnesota, United States

Responsible for 14 Central Region food distribution centers leading 10 HR direct reports, reporting to the VP of Human Resources and Labor Relations.• Exceeded retention goals by 19% and increased engagement survey participation from 87% to 90% maintaining a survey engagement score of 70. • Senior business partner to senior operational leadership responsible for leading, implementing and executing the organization’s HR strategy, key projects, and initiatives within the region. • Implemented training to build leadership and HR capabilities reducing associate hotline complaints by 92%.• Provided functional and tactical support to HR team of 22. • Partnered with business in areas such as Talent Development, Talent Acquisition, Workforce Planning, Engagement, Recognition, Performance Management, Organizational Development, Associate Relations, Compensation, Benefits, Wellness, Risk Safety, Labor Relations, Sustainability and Philanthropy.• Assessed, monitored, and managed employee engagement on a proactive, ongoing basis. Implemented associate engagement surveys and action plans, in collaboration and partnership with the business leaders. • Utilized Tableau, Success Factors, Glint and PeopleSoft to derive insights from metrics to solve business problems, identify trends that require action, and systematically improve processes.

St Paul, Minnesota, United States

Provided leadership consultation and guidance in the areas of recruitment, compensation, training, performance management, employee/labor relations, equal opportunity and affirmative action, disability accommodations, workplace investigations, employment separations and layoffs.• Directed implementation and optimization of Workday ERP supporting the employment lifecycle and reporting. • Managed HR COVID-19 response coordinating the work from home and return to campus guidelines and compliance with Universities Vaccine policy.• Negotiated bargaining agreement for employees represented by the International Union of Operating Engineers.• Conducted a full review and update of faculty and staff personnel policies and procedures to comply with legal requirements and directed the implementation and interpretation of policies and procedures.• Managed workplace investigation process and facilitated the final review and decision making. • Maintained compliance with affirmative action programs; filing Vets 4212, State and Federal EEO data as required; maintain other records, reports, and logs to conform to EEO/AA regulations.• Hired, trained, and supervised 5 HR Business Partners, Benefits Administrator, and support staff. • Developed and modeled a commitment to diversity and inclusion in recruitment and employment.• Administered the yearly performance management cycle and merit process for 400 employees. • Created online training supporting new hire orientation, performance management, and critical performance conversations.• Facilitated contract creation and renewals with vendors handling HR compliance related matters.

Minneapolis, Minnesota, United States

Strategic Business Partner supporting Customer Service, Cargo, Technical Operations and Reservations Sales. • HR consultant to Minneapolis VP 3 directors and 2,000 frontline employees on employee relations, compensation, talent acquisition, performance management, leadership development and workforce planning.• Implemented a phased transition to ONTRACK Performance and Talent Management system.• Managed year-end performance evaluation process, compensation and talent planning, 180 and 360 reviews and leader developmental action planning.• Coordinated the roll-out of a nationwide payroll transition to time clock technology impacting 65,000 employees. • Conducted training on benefits, performance management and development, Positive Employee Relations, career planning, workplace investigations, new employee on-boarding, professionalism training and absence management. • Conducted extensive workplace investigations involving violations of the discrimination, harassment and retaliation, workplace violence, theft, drug and alcohol, safety, and code of conduct policies. • Provided direction, support and education on talent acquisition processes and procedures for merit and frontline employees ensuring diversity and inclusion in selections. • Provided consultation and direct assistance on critical employee relations matters and conflict resolution.• Served as coordinator for a policy revision project impacting rest periods, uniforms, scale hiring procedures, seniority, and tobacco use. • Managed benefit and workforce management strategies for 35% of the seasonal workforce.

Bachelor Of Science - Bs, Vocational Rehabilitation Counseling/Pain Management

Bachelor'S Degree, Psychology