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.
• 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.
• 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.
• 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.
• 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.
• Minimize organizational risk/liability by ensuring compliance with federal/state labor regulations such as FMLA, EEO, and ADA.

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.
• 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.
• 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.
• Administer all benefits for the organization, leading a redesign of benefits programs/plans to offer staff more flexibility

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.
• 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.
• 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.
• 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.
• 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

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