Sandy Britt Thomason, Sphr Email & Phone Number

Retired as of May 2019.

Youngsville, Nc

Directed all Human Resource functions.Robling Medical, Inc. caters to the special needs of the medical device industry as a full service contract manufacturer. Our comprehensive procedures and systems take your product from concept to market ensuring only the highest quality and standards are adhered to every step of the way. Set up Human Resources department, creating many 'firsts'. Also:* Brought in over $272,000 to the company from NC Works* Secured a $73,000 training grant from Vance Granville Community College and was working on 2nd one when I retired.* Moved company to new insurance broker, creating a 24% decrease in premiums the 2nd year.* Transitioned the company to on-line benefits and orientation prior to retirement.

Raleigh

Provided HR consulting services to CAI clients (medical device, pharmaceutical, restaurant). This included conducting thorough audits/assessments and providing written reports with results, gaps and recommendations; also, writing policies. CAI helps maximize employee engagement and minimize employer liability through human resources and management advice, training, news, survey data, public policy advocacy and consulting services.

Youngsville, Nc

Created Sirchie’s first HR Department by developing and implementing many new processes and procedures for a manufacturing company in business since 1927, as its first Human Resources employee/Manager. Directed, planned and coordinated all Human Resource Functions, Employee Relations, Community Relations and Employee Communications to include: Recruitment and Staffing, Compensation, Benefits Administration, 401K, Mediation/Disputes, Safety Program, Workers Compensation, Performance Management, Compliance with Legal Requirements and Regulations, Policies and Procedures Development, Contributions, Training & Development, Job Descriptions, Development of Health & Wellness Program, and Coaching Management Staff on HR Policies & Procedures. Accomplishments include: 57% improvement in safety incidents as a result of new safety program I managed; implemented 1st drug and background screening; developed 1st recognition programs (service anniversary, retirement, etc.); created 1st HIPPA manual/process; established 1st formal FMLA process; initiated Pay for Performance program; wrote 1st job descriptions; created 1st internal job posting process; created new employee orientation guidelines and process; implemented E-Verify; dramatically increased benefit offerings and developed 1st ‘Benefits Fair’; created company’s 1st wellness program (and 1st Flu Shot Clinic); implemented Lunch and Learns; initiated formal AAP; initiated use of temporary employees for the 1st time in NJ; developed a termination process; managed COBRA; wrote many new policies (including safety); established consistent Workman’s Compensation process; Community Relations - brought in 1st Bloodmobile and March of Dimes Walk.

HR Consultant directing all Human Resources functions, Employee Relations, Community Relations and Employee Relations at Sirchie (see above description)

Wake Forest

Managed training and development for National Field Sales organization (500+) to ensure transfer of knowledge of new and existing products and services, in order to meet sales objectives•Managed a large, high-profile project to prepare sales force to sell strategic data products through new courses, coaching, workshops, communications, reporting, metrics, and on-going reinforcement; received highest level award for leading this project•Created a new concept and managed the development by providing 2 on-line resources for sales: one for managers and one for new hires/current sales employees.•Teamed with several different organizations on the Sales Methodology project to develop and implement a new sales approach; managed the sales simulation training for the entire sales force at the end of this launch; received an award from the company for this work

Wake Forest

Managed training and development for 500+ business technicians by supporting deployment of new sales activities, as well as managing many special projects that had direct impact on the technicians. Initiated process improvement projects to increase efficiencies and developed supporting methods and procedures.•Managed a national ride-a-long project where employees rode with technicians to identify roadblocks; led to identification of many issues and then solutions, which in turn increased productivity, clarification of methods and procedures, increased training, and increased revenues and collections•Chaired a Load Reduction and Cost Containment team – to decrease ‘truck rolls’ and improve efficiencies; also initiated idea and work on a “Commitments Met” team which led to 5% increase in commitments met; received company award for this project•Evaluated the customer satisfaction survey results, making recommendations for different questions, measurements and improvements

Wake Forest

Directed selection process by sourcing, recruiting, and interviewing perspective candidates. Developed recruitment strategies, determined compensation, and staffed according to EEO/AA guidelines. Advised management of HR policies and procedures and consulted on employee relations issues related to staffing and workforce development. •Managed this entire process for business markets (1,500+): sales, engineers and technicians; also residential call centers; represented company at career fairs•Standardized HR policies and procedures, including: compensation, transfer processes, etc; initiated idea to improve drug screening process•Presented orientation training to new hires and National Management Practices to managers•Developed interview questions for hiring managers (many times I handled the first interview)•Determined salaries, working with internal information and the hiring manager•Managed special projects involving reorganizations, job descriptions and staffing*Consulted with Directors to evaluate departmental processes - compiled and analyzed data - recommended solutions; led change management initiatives*Organized succession planning information to develop a "High-Potential Book" - working with Directors*Counseled and coached executives on conducting performance reviews as well as team performance*Implemented and trained region on new performance management system; became the SME on the program; other regions in the country followed our lead

Masters Of Science, Organizational Communication, 4.0 Gpa

Summa Cum Laude Graduate

Ba, Communications, 3.91, 4.0 In Major

Activities and Societies: Summa Cum Laude graduate. Selected to be Student Commencement Speaker at NC State 2000 graduation ceremony..