Mary Herman Email and Phone Number

Proudly supporting our talented and dedicated staff who serve people with disabilities, behavioral health needs, and people who are Deaf, DeafBlind, or Hard of Hearing through a variety of programs.

Reported to Sr. Leadership performed top HR role through acquisition and mergers (M&A) culminating in 1850 employees. Corporate Director of Human Resources for 22 facilities in 10 states. Worked M&A activity for successful integration and migration of about 400 employees including performing due diligence.Led HR activities for 2 new locations and 4 site expansions.Sourced and Implemented new HRIS system reducing non-value add processes by 23% for about $77K annualized savings while improving employee experience.Championed social media usage resulting in decreased turnover (7%) and average time to hire.Drove down Workers Comp lag reporting and average claim cost through active management (from about $12,500 / claim to $7,500 resulting in about $400K savings.Won successful union avoidance campaign in strong organized area.Reviewed and enhance benefit offerings resulting in cost neutral, enhanced programsRedesigned recruitment and hiring for management resulting in higher Team member morale and increased operational efficiency.Led HR efforts in facility start-up resulting in 150 new hires in 6 weeks with 85% retentionUpgraded software to transform Human Resources to a service proving department and streamlined services in headcount neutral manner while increasing services to facilities.Changed culture to reduce turnover (5% in 6 months) and Workers Comps incidents (22%)Increased return to work statistics through education / policy reform from 23 days to 2 days.Implemented new policies and benefits to enhance cultural transformation from passive to Team based, engaged workforce

Targeting start-ups and individuals to address their HR needs: including process creation, pre-employment contracts, resume development, Company branding and culture creation, legal concerns, recruiting and Performance Management tools.

Reporting to President, acted as Director of Human Resources for commercial, third party creator/packager of retail baked snack goods. Customized organizational change principles to systematically and positively impact profit while creating performance-based rewards and culture.Transformed culture through executive and management coaching and systematic design change by promoting service leadership through employee training and approachReduced employee turnover from approximately 97% to 9% through implementation of focused interviewing, structured workflow, personalized new employee orientation and on-boarding programsChampioned safety awareness to successfully reach all time record in no loss time days and significant claims reduction ($355K to $0) resulting in dividends of 30% and 35% (return of premium about $350K in 3 years); Increased headcount by 50% to staff at budgeted levels through cultural and behavioral based screening processChanged adversarial departmental relationships to focus on collaborationBegan leadership expectation settings at Plant levelChanged incentive programs to focus on real time and areas of controllable objectives to assist in result in reduction of material waste (87%), safety recordables and labor inefficiencies (26%)Championed Company and employee advocacy to reach mutually agreeable resolution to conflictsPositively resolved long standing union organizational attempt (begun in 2005; union withdrawal 2008)

Reporting to the Senior Management Team, acted as Director of Human Resources of global, multi-national food manufacturer. Although primarily focused on domestic concerns, for primarily local, management at facilities in 4 states and local contact for 1 facility’s (300 employees with 4 union contracts), international responsibilities are included that focus on project work and review to insure compliance with Corporate goals.  Global labor relations experience including North America, Asia, European Union and Africa Transformed culture from situational based responses to comprehensive review in areas of compensation, discipline, policy review and workflow and design Successful representation at Union Grievance and Arbitration Proceedings and adept at contract interpretation. Instrumental in reducing costs and accidents through various means including changing to a self-funded Worker’s Compensation program, case management and revamped safety programs. Implemented Ceridian HRIS system in less than budgeted time frame that resulted in creation of new policies and procedures that changed corporate reporting structure and eliminated redundant systems. Redesigned and implemented travel policy and credit card program which reduced company liability, streamlined Accounting Dept. workflow and resulted in employee responsibility for expense reporting Improved relationship between corporate and local HR departments

*Transformed culture from situational based responses to comprehensive review in areas of compensation, discipline, policy review and workflow and design*Successful representation at Union Grievance and Arbitration Proceedings and adept at contract interpretation.*Implemented Ceridian HRIS system in less than budgeted time frame that resulted in creation of new policies and procedures that changed corporate reporting structure and eliminated redundant systems.*Redesigned and implemented travel policy and credit card program which reduced company liability, streamlined Accounting Dept. workflow and resulted in employee responsibility for expense reporting*Improved relationship between corporate and local HR departments

Managed the Business Office’s operations for the successful profitability of seven facilities through creation of a Human Resources Department including supporting systems, policies and procedures (handbook, discipline process, record keeping, etc.)