Rhonda Schemm, Phr, Shrm-Cp Email & Phone Number

Madison, Wi, Us

• Assessed needs and managed development of HR department achieving compliance and consistency for administration, recruiting, employee development, progressive discipline, employee relations, training, and strategic development. • Member of the Executive team in strategic planning and development.• Implemented new ATS/HRIS/Payroll system for efficiency and decreased costs.• Manage insurance renewals for health, dental, life and disability insurance to reduce costs while improving benefits.• Train and coach supervisors/managers for consistency in employee relations.

Guelph, On, Ca

•Manage daily Human Resource functions for the U.S. division.•Manage and administer benefit plans including renewal process.•Implemented changes in benefit plans to enhance plans while saving $180,000 annually.•Conducted Diversity and Cross Cultural Communication training's to establish improved communication practices within different groups within the organization.•Implemented and trained employees on new HRIS/ATS system in conjunction with Canadian corporate office.•Developed and implemented Health & Safety program including programs for the general office staff, distribution and laboratory departments within the organization.•Conducted turnover analysis followed by recommendations and implementation of improvement.•Manage the coordination and structure of training for U.S. sales team.•Coached supervisors and managers in employee relations, strategic employee development, training, and progressive discipline processes and compliance.

Singapore, Sg

 Led the establishment of the Human Resources department for new CRM site.  Developed and managed hiring process to establish required staffing levels, including sourcing and implementing assessment tool to improve selection of call center candidates As a member of the site management team, collaborated in strategic planning and development of policies to ensure consistency in employment and company standards. Partnered with local agencies while utilizing state grants to develop training programs, increasing recruitment avenues to fill open positions. Coached supervisors and managers in employee relations, strategic employee development, training, and progressive discipline processes and compliance.  Installed and managed employee engagement initiatives to meet retention goals. Reviewed Corporate Employee Handbook to adapt to state and federal requirements.  Maintained recruitment budget, oversaw payroll and leave administration. Managed benefits negotiation, selection and implementation and administration.

 Assessed needs and managed development of HR department achieving compliance and consistency in 13 locations with 250 employees across Wisconsin for administration, recruiting, employee development, progressive discipline, employee relations, training, and strategic development.  Participated as a member of the Executive team in strategic planning and development. Assessed recruiting practices, resources and turnover rate. Developed new phone screen and interviewing process to select the best qualified candidates. Created Coach Program to train new hires and current employees in need of additional skill development in providing ADL’s for Dementia and Alzheimer’s residents. Completed in depth analysis of pay for hourly positions in all locations to develop recommendations on pay scales and pay philosophy.  Developed new Employee Handbook and new job descriptions for all positions.

Middleton, Wisconsin, Us

 Managed the HR function for 109 employees in a fast paced environment.  Developed Human Resources and employee relations policies, including new hire and termination procedures, on-boarding and training programs, and termination processes.  Managed leave-of-absence programs and personnel records; managed benefits programs, enrollment and renewal process; and administered HR budget. Developed consistency in issue management and resolution by counseling managers and supervisors in proper disciplinary steps, documentation procedures, and follow-up. Recruited employees and negotiated salary offers at both the exempt and non-exempt level. Improved formal performance review program, creating a flexible and well-received tool that was adopted company-wide. Audited employee files and procedures to meet compliance requirements. Managed continuous improvement initiatives in Human Resources function.

Middleton, Wi, Us

 Established HR department processes and procedures in recruiting, employee development, compliance, employee relations, training, administration and strategic development.  Developed co-employment program to manage technicians throughout the United States. Managed two administrative dotted line reports in relation to the co-employment program. Created standardized disciplinary procedures and tracking system that insulated company from legal risk and ensured consistent and fair discipline processes. Co-managed layoff process for 35 employees as determined by company need, including travel to manage the layoff process for out-of-state technicians. Implemented Employee Assistance Program and benefit rollout to all employees. Conducted internal audits of employee files, procedures and I-9 forms. Managed insurance renewals for health, dental, life and disability insurance as well as out of area coverage for out of state employees. Prepared materials, organized, and conducted diversity and harassment training companywide to promote team building and an inclusive and positive work environment. Trained managers, supervisors and team leaders on HIPAA practices when handling information regarding employee’s medical information.

Phoenix, Az, Us

 Promoted in 2006 to establish HR function for Manufacturing Operations and Logistics divisions; responsible for recruiting/training employees, new hire and benefit orientation, oversight of disciplinary actions, performance evaluation process and managing HR records.  As a Safety Committee member, initiated improvements to ensure a safe work environment. Created Wellness initiative to promote a healthy environment and reduce insurance costs. Promoted from HR Assistant to Human Resources Administrator within 5 months of hire.

Bachelor'S Degree, Leadership And Organizational Studies

Associates, Individualized Technical Studies/Human Resources And Business Emphasis