Maureen Knapp, Mshr, Sphr Email & Phone Number

Roswell, Ga, Us

Atlanta, Ga, Us

Organizational Changes: Review and advise on job eliminations, promotions, and terminations, ensuring alignment with strategy and legal compliance during reorganization.• Employee Counseling: Provide guidance on sensitive employee issues, including policy interpretation, conflict resolution, performance management, and disciplinary actions.• Investigations and Risk Management: Lead investigations, offer expert consultation, and partner with cross-functional teams on corrective actions, training, policy development, and communications to mitigate risk.• HR Expertise: Offer subject matter expertise on HR policies, procedures, and labor laws, incorporating industry best practices.• Strategic People Initiatives: Collaborate with senior leadership to create a psychologically safe environment and develop strategic plans that enhance business outcomes through engaged employees and effective leadership.

Atlanta, Ga, Us

Coventry, England, Gb

The site Human Resources Manager leading the Human Resources and Payroll Teams in delivering services, policies, and programs within a site. Designs, implements, and monitors a variety of human resource programs. Anticipates and plans for long-term human resource needs and trends in partnership with business management. Ensures programs are aligned with legal requirements and Parker Meggitt’s strategic goals. Collaborates with Payroll COE and HRIS team during payroll system change.Job Core ResponsibilitiesGuides and manages the Human Resources Team in delivering services, policies, and programsCollaborates with other sites to align consistent best practicesGuides and manages Payroll team to ensure on time, accurate, & compliant payConsults with extended leadership team during acquisition strategic workforce plan Partners with employees and management to communicate various Human Resources policies, procedures, standards and government laws/regulationsLeads the development of department goals, objectives, and systems, while providing leadership for Human Resources strategic planningOversees the implementation of Human Resources programs, identifying opportunities for improvement and making recommendationsLeads the implementation of the performance management system that includes performance development plans and employee development programsEstablishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforceDetermines and recommends employee relations practices and ensures investigations are conducted on employee complaints or concernsEnsures activities align and integrate with Parker Meggitt's requirements for quality management, health and safety, and legal complianceManages staff selections, performance reviews, development and training processes to ensure team competencies and capabilities reach the business goals and expectations

Wilmington, Massachusetts, Us

Senior level HR professional providing guidance and support for assigned group(s) in areas such as talent acquisition, talent development, change management, organizational development, performance management, retention, disciplinary actions and compensation administration.• Acts as a trusted advisor and strategic partner to leadership by gathering and analyzing HR and client information to drive the development and implementation of solutions. • Collaborates with COE process experts to execute and implement large scale HR initiatives across the site (i.e., roll out of annual programs, new programs, policies, etc.). • Leads the implementation of HR initiatives to drive Core, Common and Consistent HR solutions; providing change leadership and communication support. • Undertakes diagnostics and analysis of complex data, to facilitate HR Leadership decision making. Consult with functional leaders in areas such as organizational assessment, succession planning, organizational structure, and work force planning change management in order to strengthen overall organizational capability. • Mentor, coach and role model to other members of the HR team. Bring solutions to continuously improve • HR support to the business around efficiency, process and performance. • Understands process improvement solutions - diagnoses current state and influences future state ensuring organizational success. • Counsel and/or coach employees and managers regarding leadership, employee relations issues including performance management, facilitation of formal/informal complaints to resolution, discipline and/or terminations in line with local culture, the business and legal environment. • Conduct Compensation analysis working with Compensation COE partners.

Wayzata, Minnesota, Us

As a member of the HR Solutions East Market team, I provided consultation to managers on employee relation concerns ranging from discipline to talent development. Assessedvcurrent location trends and corporate initiatives, training is conducted for people leaders and staff as necessary. Medical accommodation and leave of absences direction was given to managers and employees to ensure compliance. Investigated a wide range of workplace concerns including harassment, discrimination and retaliation. Business Leader:Served as a specialist within the HR Employee Experience and Employee Relations market HR Solution team to provide relevant and effective consulting services to businesses for OH/KY.Provided consultation to managers & supervisors within OH/KY market regarding the interpretation & delivery of more complex HR Employee Experience policies, programs & processes.Provide thought leadership in recommending solutions that build on business and functional strategic drivers for the OH/KY market.Change Leader:Guide/Review/Perform the design and delivery of HR Employee Experience and Employee Relations training/education sessions for employees, HR professionals, and/or supervisors/managers in the business including Diversity, Equity and Inclusion initiatives. Recently developed Discipline training for the market to present to leaders. Culture Steward:Champion a strong continuous improvement culture to ensure deployment of scalable, simplified and standardized processes. Direct managers to engage with employees through engagement activities and holding employees accountable to clear well developed expectations. Value Leader:Using OH/KY market and full HR Employee Experience and Employee Relations knowledge, provide input to ensure service delivery is compliant with laws, regulations, and corporate policies.Identify opportunities for continuous improvement and standardization on processes currently managed by country and/or regionally.

Ann Arbor, Mi, Us

Recruited to manage human resource functions for over 300 employees throughout Michigan. Mentor managers and directors across seven locations regarding employee relations, performance management and recruiting. • Leadership Development: Developed and presented leadership training for managers and directors reducing staff turnover and increasing productivity.• Compensation Analysis: Analyzes wage and salary reports and data to determine competitive compensation plan. • Employee Relations: Reviews with and advises supervisors on policy interpretations, disciplinary actions, performance improvement plans, separation, severance package design, and investigating patient-based complaints to ensure consistent and fair treatment. • Labor Law: Identifies legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance. Studies legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.• Talent Acquisition: Proactively source and recruit new hires while creating a deep bench of talent. Reduced time to fill by 25%.• Performance Management: Manage the performance management process ensuring that appropriate feedback is shared with all employees so they can grow and prosper. Ensure all necessary accreditation policies and documents are acknowledged and completed within the required timeframe.

Ann Arbor, Mi, Us

As a business partner it is my goal to bring the brightest and best healthcare candidates to our hiring managers to achieve our business needs. I am a resource for leaders when dealing with employee relations where the outcome is geared toward meeting the objectives of the organization and developing employees talents. I analyze compensation for both new and current employees keeping the focus on the bottom line and creating attractive offers. I conduct exit interviews to determine what we can do as an organization to retain employees and improve our continuing education.

Detroit, Mi, Us

ASSOCIATE DIRECTOR, 2/2014 to 11/2017Archdiocese of Detroit – Livonia, MichiganTransformed HR into a true strategic business partner in the aftermath of an end-to-end HR restructuring. Championed HR vision while forging sustainable HR infrastructure, systems, processes, and practices. Reviewed and approved bi-weekly payroll and oversaw budget and staff.• HR Operations: Consolidated HR functions previously managed by several different departments into a single consolidated organization to manage all generalist affairs. Trained and supervised 2 employees with HR responsibilities.• Organizational Transformation: Enabled operational change essential to a $2M increase in revenue. Helped to facilitate redesign of core business operations, including 1 fast-track expansion.• Training and Development: Coordinated management training in interviewing, hiring, terminations, promotions, performance reviews, safety, and sexual harassment.• Total Rewards: Designed compensation package that was best in industry and implemented annual top sales awards that included a bonus and inclusion in management company retreat in California. • Strategic Planning: Partnered with leaders on strategy relating to business decisions, utilizing HR trends and metrics to develop action plans.• Employee Relations: Introduced proactive employee relations and communication programs to resolve previous labor and management issues and restore the credibility and employee-centric focus of the management team.• HR Policy and Process Design: Updated job descriptions, performance review process, and employee handbook for all employees. • Succession Planning: Introduced cross-training in administrative and maintenance positions and succession planning pathways.

Master Of Science - Ms, Human Resources Management And Services

Bachelor Of Business Administration (Bba), Finance, General