Mary Gorski, Sphr Email & Phone Number

Bloomington, Minnesota, Us

Accountable for driving strategic business priorities in relationship to organizational effectiveness, change management and talent management. Responsible for the delivery and implementation of comprehensive human resources programs, initiatives and solutions in support of increased employee and organizational performance across all operations and coaching leaders to enable high performance and drive business results. Duties/Responsibilities• Collaborates with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, and retention. This includes managing employee and leadership coaching, talent development, talent acquisition, employee relations support and overall employee engagement and team effectiveness initiatives.• Oversees administration of human resource programs that support the management and growth of organizational capabilities• Monitors and ensures the organization’s compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.• Implementation and administration of company-wide human resources policies, procedures and practices, including but not limited to; performance management, corrective actions and internal investigations, talent review and organizational changes. • Responds to the changing needs and demands of the business while maintaining consistency in application of the corporate HR strategies into the overall business goals.• Oversees the design and development of company-wide HR initiatives and programs to ensure alignment with business requirements, and lead and manage enterprise wide programs and processes.

Minneapolis, Mn, Us

Determines the overall strategy and direction of the HR department that creates and supports a values based culture. Directs and oversees a team of HR professionals across a globally matrixed organization that advises and supports managers and employees on all HR-related areas including leadership & strategy, talent planning & acquisition, learning and development, total rewards, employee relations and engagement. Major Responsibilities:• Thinks strategically and obtains information and identifies key issues and relationships relevant to achieving IDeaS’ long-range goals based on facts, available resources, constraints, and organizational values.• Promotes the role of strategic HR and ensures the long-term success of both HR and our entire organization.• Collaborates with the IDeaS leadership team to craft the company’s vision and mission• Identifies ways to improve manager/employee communications as they relate to performance management and productivity and facilitates conflict resolution at all levels.• Consults employees and management on various employee relations and functional issues; provides guidance on, and assists in, performance improvement and conduct related issues.• Implements, reviews, and continuously improves HR operations, policies and processes; re-engineers to ensure maximum efficiency• Creates and manages the HR department’s annual budget• Provides strategic and tactical leadership for HR strategy development, implementation, and support.• Identifies current best practices and emerging trends.• Decides and acts on initiatives for equal opportunity, diversity and other significant programs• Ensures all procedures comply with legal regulations and best practices• Provides significant HR information in the form of reporting, business metrics and KPI’s to help make business decisions.

Glen Mills, Pennsylvania, Us

The Director of Human Resources works with the Senior Management Team and other members of the management team to build and manage the Human Resource organization. This position will provide leadership in developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization.

During these years I provided Human Resource consulting services and solutions on a variety of HR-related initiatives to more than 100 client companies. I managed and trained client staffs from plan development to implementation in areas such as:Human Capital Initiatives - Talent Management, Recruitment, Career Progression, Training and Development, Organizational Development, Compensation Alignment, Communication Business Development Initiatives - in Transportation, Manufacturing, Healthcare, IT services, Construction, Retail Services, Financial ServicesHuman Capital Initiatives – Talent management, strategic sourcing, competency management, performance management, succession planning, leadership development, recruitment process development, career progression/learning & development, organizational design, total compensation alignment, communicationBusiness Development Initiatives - Identification, acquisition, and maintenance of a strong client base across a variety of industries as well as the design and execution of marketing initiatives such as website, brochures, networking eventsThought Leadership – Designed HR topical content—newsletters, articles, and white papers—for clients, prospects, colleagues and trade publications

Eden Prairie, Minnesota, Us

Human Resource Director, Produce Organization (1/2002-6/2004)Compensation Manager (1/1998-1/2002)Human Resource Generalist (5/1993-1/1998)In my last position with the C.H. Robinson Worldwide, which is a global transportation logistics company with 8,000 employees and $11B in sales, I developed and managed an overall people strategy that supported long-term business planning in the following areas: Organizational Effectiveness, Talent Management, Performance Management, Staffing Management, Training and Development, and Project Management when assigned to various corporate HR teams. I managed compensation administration, analysis, service, reporting and design systems and processes across North America. I ensured that HR tools, systems and approaches were aligned with and supported the Company’s business goals and objectives. I also advised the organization’s leadership and management regarding individual and organization compensation and partnered with HR, Finance, IT and other teams to ensure accuracy and efficiency of services and data. While a Generalist, I consulted with managers on employee issues, performance management and business strategies; redesigned processes for greater efficiency. I thoroughly analyzed compensation structure; authorized increases when necessary. Additionally, I managed the HRIS system. I also developed seminars and manuals for new sales staff, new managers and annual manager meetings.

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