Sabrina Doolin, Shrm-Scp Email & Phone Number

Kent, Wa, Us

Recruited initially into director-level role for this iconic Seattle-based food manufacturer, tasked with rebuilding an HR team that was severely understaffed and updating policies, procedures, processes, and systems; promoted to VP of HR in 04/2022.• Direct a team of 7 staff in performing all company-wide HR functions including Talent Acquisition & Development, Employee Relations, Compensation, Benefits, HRIS, Safety, and Learning & Development—supporting a workforce of over 800 employees.• Provide executive coaching and HR expertise to the company's senior leadership team, advising them on how to address complex employee relations and workforce planning issues; additionally partner with legal on compliance-related issues and provide HRBP support to all internal employees and managers.• Lead the implementation of new processes/tools to enhance HR department efficiency and analytical capabilities, including revamping the company's staffing approach, deploying a new ATS platform, and reducing the temporary workforce by 60%.• Redesigned the company's salary range structure to eliminate confusion, increase competitiveness, and create greater internal equity and parity; additionally drove key improvements in employer branding to improve the company's ability to attract top talent at both individual contributor and leadership levels.• Minimize organizational risk/liability by ensuring compliance with federal/state labor regulations such as FMLA, EEO, and ADA.• Continuously monitor employee morale and engagement levels—conducting surveys to analyze worker engagement and identify opportunities for greater employee recognition, team building, and development.• Oversee additional responsibilities in organizational development, culture-building, change management, internal communications, safety, performance management, workers comp, and succession planning.

Kent, Wa, Us

Seattle, Wa, Us

Lead a diverse mix of HR responsibilities for this global manufacturing/engineering organization, overseeing a 8-member team in providing the HR infrastructure for a 4-location, 1000+ member workforce -— in addition to leading ongoing improvement efforts to maximize internal efficiency, retention, and performance.• Member of the company leadership team, playing a key role in enterprise-wide strategic planning, goal setting, and vision development efforts• Provide expert coaching and performance management advice to management, handling all day-to-day workforce-related inquiries and ensuring strict compliance with complex regulatory requirements including Seattle Minimum Wage, ACA, Seattle Sick/Safe Leave, FMLA/ADA, and FLSA to minimize potential liability• Initiated new talent acquisition and workforce planning strategies that have reduced time-to-hire metrics from 65 days to 23 and greatly decreased temp labor utilization• Designed, directed, and executed on companywide COVID-19 response plan including facility sanitation, mask implementation, temperature checks, social distancing, contact tracing, quarantine management, and regulatory compliance• Administer all benefits for the organization, leading a redesign of benefits programs/plans to offer staff more flexibility• Instituted a new salary range structure and total compensation strategy that has created greater internal equity -- as well as enhanced the company’s ability to attract and retain top talent• Manage Learning & Development (L&D) efforts that include developing curriculum for supervisor training delivered to 150 supervisors across all divisions, in addition to redesigning the employee orientation process across all divisions• Conduct succession planning efforts and led design of an employee engagement strategy that has improved morale, talent retention, and business continuity

Seattle, Wa, Us

Joined the company and held oversight of a broad mix of day-to-day HR generalist / manager / business partner functions including employee relations and recognition, benefits administration, compensation, HRIS administration, organizational development, and performance management.• Partnered with company leadership to redesign and implement a new performance management system/tools designed to better meet manager and employee needs; initiatives conducted have successfully improved on-time completion rates within the company by 25% • Led a competitive salary/compensation study and market assessment resulting in 30% of positions in the company being regraded to meet market standards; additionally, designed a new sales incentive structure• Ensured superior HRIS functionality was in place to support HR and departmental business needs, overseeing day-to-day direction of HRIS work and continuously exploring potential future innovations/improvements

Seattle, Wa, Us

Held series of progressive roles within the ranks of this large, regionally-focused non-profit organization—driving key individual and organizational performance gained for the organization’s 3000+ employees.• Provided executive-level HR direction, strategy, and counsel to hiring managers on strategic staffing issues including industry talent trends, sourcing tools, and processes for attracting the right talent pool• Led a pivotal project aimed at helping the company adapt to a new “exempt employee” minimum wage law that was passed, conducting full FLSA assessments on all exempt positions, resulting in a full restructuring of many departments, reclassification of many positions, and adjustments to various compensation structures• Built and maintained trusted advisor relationships with senior management, addressing key “people issues” involved in helping foster business growth, innovation, and organizational effectiveness• Provided coaching/guidance to managers regarding policy and procedure interpretation/application, dispute resolution, corrective action, harassment, and terminations—conducting internal investigations, when needed, and ensuring any needed corrective actions were handled in a consistent, legally-compliant manner• Planning and launched a series of engaging employee recognition and wellness programs that led to increased morale, retention, and collaboration—with certain programs achieving a 75%+ employee participation rate• Designed/executed a series of revised compensation programs to assist with talent acquisition and retention, drawing upon market research to design new job descriptions and effective salary range structures

Seattle, Wa, Us

• Developed, designed, and directed administration of all corporate benefits, employee recognition, and staff wellness programs in order to minimize absenteeism and assist staff in reaching maximum productivity• Developed and managed the organization’s HR operations and records systems, ensuring strict compliance with all applicable federal/state laws, regulations, and internal organizational guidelines • Partnered with leaders throughout all levels of the organization to address workforce issues, advise on benefits/leave issues, and brainstorm creative employee accommodations when circumstances required• Ensured smooth and cost-effective HR operations, in addition to leading implementation of a new HRIS system that greatly increased efficiency and shifted the organization from use of paper to electronic timecards

Seattle, Wa, Us

Seattle, Washington, Us