Melissa Kramer Email & Phone Number

Cincinnati, Ohio

West Chester, Oh

Responsible for high-level leadership consulting and of all organizational effectiveness initiatives including: workforce planning, change management, leadership development, team effectiveness, consultative/facilitation skills, and organizational design. Lead the strategy around the deployment of HR programs, process, and technology across the employee life cycle (hire to termination). Work directly with internal and external business partners to establish, align, and improve organizational processes, systems, and solutions that impact business performance. Drive and deliver analytical and data-based approaches to achieve positive organizational change. Ensure goals are achieved by providing the vision, leadership, planning, project coordination, and management for HRIS while concurrently facilitating efficient operations to meet current and future business needs within Human Resources. Responsible for overall analysis, design, development and management of corporate compensation rewards programs. Responsible for the development and execution of corporate internal communications strategy and programs.Major Accomplishments: • Implemented new ATS, Taleo• Implemented ESS• Automated Direct Deposit• Converted and Implemented a new Benefits Portal• Developed and Deployed a custom Talent Management Suite • Lead the acquisition of USS • Lead and Developed Vacation Management Program• Lead and Designed the new Intranet company webpage• Converted and Implemented a new Background Check and I-9 Provider• Designed and Deployed Total Compensation Statements • Lead HR Integration of Honeywell Acquisition

West Chester, Oh

Responsible for high-level leadership consulting and of all organizational effectiveness initiatives including: workforce planning, change management, leadership development, team effectiveness, consultative/facilitation skills, and organizational design. Lead the strategy around the deployment of HR programs, process, and technology across the employee life cycle (hire to termination). Work directly with internal and external business partners to establish, align, and improve organizational processes, systems, and solutions that impact business performance. Design and develop major enhancements to existing software or hardware systems (HRIS, Performance Management, Talent Management, Succession Planning, Compensation, Learning Management, Benefits, MSS and ESS). Drives and delivers analytical and data-based approaches to achieve positive organizational change. Ensure goals are achieved by providing the vision, leadership, planning, project coordination, and management for HRIS while concurrently facilitating efficient operations to meet current and future business needs within Human Resources.

Manage HR outsource vendors to deliver both system and process solutions in support of enterprise Human Resources projects and initiatives. Ensure integration of HR systems, processes technologies and products. Contribute to overall strategic vision of the HR systems footprint and integrate a broad range of ideas regarding HR-related systems architecture. Consult with users and business partners to determine requirements and design systems to fit their needs. Identify opportunities for HR systems and technology improvements; ensure system improvements are successfully implemented and monitored to increase efficiency. Manage user interface applications and all technology-based support tool implementations and maintenance.Major Accomplishments:• Consolidated pre-employment contract and reduced total spend by 30%. • Reduced WOTC fees from 18% to 10% • Increased WOTC credit over 300%• Implemented new LMS • Migrated and Redesigned Performance Management Modules • Implemented new Succession Planning tool• Implemented new Onboarding Portal• Implemented new Benefits and Wellness program• Implemented Compensation Module (Incentive, Bonus and Merit Programs)• Designed a customer ATS

1014 Vine Street

Responsible for account management of the new hire process for the enterprise which includes, background checks, ATS (applicant tracking system), drug screening, tax incentive programs, electronic new hire packets, I-9/E-verify management, unemployment cost management, employment, social and commercial verification. Coordinate services, processes, and contracts provided by third party HR vendors. Develop working relationships with each vendor ensuring service level agreements are met and maintained. Responsible for account management of vendor contracts, administration and enforcement. Negotiate service levels, pricing and contract obligations. Partner with vendors, IT, and Divisions to implement changes, streamline and standardize processes for each vendor application. Ensure services provided by each vendor are compliant with local and federal laws.Major Accomplishments: • Saved the organization $500,000 in HR vendor services. • Consolidated unemployment claims cost contract to uniform enterprise process. • Integrated pharmacy, administrative support personnel and management background check process into the ATS. • Identified and resolved a 55-million-dollar corporate liability. • Standardized enterprise wide on-boarding documentation• Implemented an electronic I-9 solution