Melina Phillips Email & Phone Number

Zurich, Ch

Lead the Human Resources and Training functions. Responsible for KPI’s, team development, team member engagement initiatives, full direct HR services to half of the plant, and supervision of HR and Training staff.

Friedrichshafen, Baden-Württemberg, De

Relied on vast HR experience to assist short handed HR department. My responsibilities focused heavily on hiring, orientation, employee relations, and benefits.

Indianapolis, Indiana, Us

I was hired to develop and lead training function including program and course development for onboarding, leadership development, quality and safety, and administration of the learning management system. While in this role, I significantly impacted Best Places to Work survey scores over a two-year period. Highlighted projects included onboarding, executive leadership, and team dynamics. I initiated and managed the onboarding program that improved employee first impression and jumpstarted new hire’s journey to fully functioning team members. Performed needs analysis to determine training requirements for all positions and established processes, records, and structure.I launched a team dynamics initiative utilizing the Myers-Briggs Type Indicator (MBTI) instrument where I administered MBTI and provided reports for 200 employees. During the process, I facilitated workshops that provided assessment feedback and experiential learning. I engrained the use of type dynamics with continuing events. During this time I launched an initial online learning program that increased compliance of field staff training requirements. Over six years, I transitioned to learning management systems (LMS) with automation features that led to improved quality of construction projects. I initiated a high potential/succession planning process. Researched best practices including a 9-box matrix approach, created supporting tools, and facilitated workshops to train senior executives on the process. This resulted in meaningful discussions and direction on the needed professional development of high potential leaders. One of the most impactful accomplishments was when I collaborated with VP of Talent & Engagement on a project to define our core business competencies that serve as the foundation for the performance management system, leadership development, and talent acquisition. I conducted sessions with senior leaders to select competencies using Korn Ferry Leadership Architect.

In this role, I led the training team with four direct reports for the Terre Haute facility.I transformed the reputation of the department by proactive collaboration on the plant steering committee and with World Class Manufacturing (WCM) leaders. I built strong working relationships by partnering in resolving competency gaps within teams. Using teamwork, I significantly improved skills gap for press operators by collaborating with accounting to create an automated spreadsheet that assessed skills of press operators related to specific equipment. I increased the number of qualified trainers by implementing a train-the-trainer program. I became certified in and conducted Training Within Industry (TWI) workshops throughout the plant and for WCM team leaders. 90% of the workshops were completed within one month.

Performed leadership and HR Generalist responsibilities for two divisions of the company. Selected to coach current and new HR Managers on systems, policies, and processes as well as during company acquisition. • Partnered with Corporate Organizational Development (OD) on pilot of electronic, home-grown performance appraisal system within the division. • Administered the Leadership 360 review process for the division. Provided training, facilitation, and support in selecting developmental opportunities for divisional leaders.• Decreased time to hire new employees. Developed a reputation for providing excellent candidates for hiring managers through thorough discussions to better understand the needs and characteristics of the current team. Led the full-cycle recruitment/talent acquisition efforts for the Paper and Poly Divisions. • Ensured accurate compensation process. Administered compensation program including annual salary planning, quarterly reports, and adjustment of salary changes in PeopleSoft (HRIS). • Resolved and administered employee relations issues. Seen as approachable, responsive, and trusted confidant of employees while upholding company, governmental, and legal regulations.• Performed variety of other HR duties including onboarding, payroll, and benefits.

Master'S Degree, Human Resources Development

Bachelor'S Degree, Finance