Sarah Eigel, Sphr Email & Phone Number

Lemont, Il, Us

Full HR generalist management for a $35M remanufacturing company with 150 employees and 13 locations.Transitioned a company without an HR department into an organization focused on employee engagement, HRIS technology, best-in-class HR policies, employee and management training, and improved employee satisfaction.• Plan, direct and supervise all Human Resources functions including staffing, compensation, benefits, health and welfare, employee safety, employee morale, regulatory compliance, employee training, workforce improvement and organizational development.• Formed an employee engagement committee which increased our ENPS by over 30 points within a six month time frame.• Increased employee satisfaction survey score from 76% to 82% over a 6 month time period.• Slashed our annual Worker’s Compensation cost in half by starting a Safety Committee and creating a companywide safety program.• Project Manager and leader on implementation of the organization’s first HRIS system.• Developed, implemented and now maintain a performance management system for the entire organization.• Designed and implemented an Employee of the Quarter recognition program which is one of the many ways we now recognize our outstanding achievers.• Negotiate health insurance policies designed to balance both the needs of the employees as well as the organization.• Created and now coordinate the salary administration program, including job descriptions, salary ranges, performance appraisal program, merit and promotional increases and salary surveys.• Develop career paths, goals, and comprehensive training programs for current employees.• Resolve employee grievances while counseling those employees and supervisors in Human Resources issues.• Draft, maintain and revise Employee Handbook for six entities in seven states.• Maintain compliance with all applicable state laws for locations in seven states.

Provided the full spectrum of Human Resources through the development and implementation of the entire personnel program, including recruitment, staffing, compensation, benefits, training, and employee relations - $73M Credit Union Association with 130 employees. • Negotiated health insurance renewal on an annual basis which included 3 years with a 0% increase due to our successful participation in a company-wide Wellness Program which provided a healthier place to work as well as healthier employees.• Directed and monitored the fulfillment of legal obligations relating to Federal, State and local laws. Oversaw the analysis, maintenance, and communication of records required by law or other departments in the organization.• Acted as an investigator for sexual or other types of harassment and/or discrimination complaints within the company. Handled all employee grievances and employee relations issues.• Responsible for creating and maintaining the annual HR budget.• Project Manager of the transition from Paylocity to ADP.• Conducted annual required training programs to ensure the organization was compliant.• Ensured we were fully complying with all healthcare reform changes and policies during and after the onset of the Affordable Care Act.• Conducted a full company compensation review and implemented a new grading scale for all positions which allowed our organization to better budget and plan in regards to our workforce costs.

Worked in partnership with the HR Director to implement and manage improved HR strategies and programs to support the workforce during a tumultuous time in our economy.• Planned and conducted new employee orientations to foster positive attitude toward company goals and got employees engaged within their first few weeks of employment.• Researched and implemented a software program used for testing applicants on Word and Excel which allowed us to hire employees based on their actual skills.• Conducted exit interviews and implemented changes based on employee feedback.• Handled all workers compensation investigations and claims.• Responsible for all COBRA and FMLA administration.• Processed our bi-weekly payroll as well as kept our HRIS accurate and up to date.• Researched and implemented a software program used for testing applicants on Word and Excel which allowed us to hire employees based on their actual skills.

Us

● Conducted weekly new hire orientations● Processed weekly payroll for 250 employees● Handled all benefit enrollments● Administered COBRA and FMLA● Monthly headcount reporting for company executives● Planned and executed company outings

London, Gb

● Answered phone calls and researched problems regarding pension and health care benefits for all BP Amoco employees.● Three months of intense training in defined benefits, defined contributions, and health insurance plans.