Shawna Gilmore Rodriguez, Ms-Hrbp Email and Phone Number

• Collaborates with senior leadership to understand the organizations goals and strategy related to staffing, recruiting, and retention.• Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organizations human resource compliance and strategy needs.• Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.• Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.• Conducts research and analysis of organizational trends including review of reports and metrics from the organizations human resource information system (HRIS) or talent management system.• Monitors and ensures the organizations compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.• Develops and implements departmental budget.

• Primary HR professional to accept and begin to investigate employee complaints.• Recruits and interviews employees to fill vacant positions. Manages job postings, temp agency relationships and college recruiting programs.• Develops job descriptions for all positions within the company. Sets up new positions in the payroll system.• Plans and conducts new employee orientation to foster positive attitude toward company goals. Key resource in on-boarding process.• Advises management in appropriate resolution of employee relations issues.• Responds to inquiries regarding policies, procedures, programs and benefits.• Manages benefit programs such as life, health, dental and disability and leave of absence programs for union employees.• Manages the Runzheimer auto reimbursement program.• Conducts exit interviews.• Represents organization at personnel-related hearings and investigations such as employee relations complaints and unemployment hearings.• Completes annual EEO-1 and 5500, ADP/ACP testing• Back-up for VP, HR during absences.• Active participant in labor relations and union negotiations.• Active member of the Wellness Committee and manages the wellness incentive programs.• Contracts with various outside suppliers for facility management services.

• Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns. • Advises management in appropriate resolution of employee relations issues. • Assist Field Managers by interviewing potential Candidates. • Develop or implement recruiting strategies to meet current or anticipated staffing needs. • Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs. • Administer drug tests for current or prospective employees. • Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed. • Assist field Management with discipline. • Advise management on organizing, preparing, or implementing recruiting or retention programs. • Develops job descriptions for all positions within the company. Sets up new positions in the payroll system. • Responds to inquiries regarding policies, procedures, programs and benefits. • Interpret and explain human resources policies, procedures, laws, standards, or regulations. • Confer with management to develop or implement personnel policies or procedures. • Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA). • Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms. • Conduct exit interviews and ensure that necessary employment termination paperwork is completed. • Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues. • Analyze employment-related data and prepare required reports. • Completes annual EEO-1 Report. • Unemployment Benefit Administration

• Manage the payroll for PrimeSource, IBP and Canada; This includes maintenance, payroll transmission, funding of payrolls through accounting, follow-up on tax issues with ADP, issue manual checks & pay cards. •REPORTS: Design and run SQL reports through ADP Reporting. Run Bi-Weekly, State Monthly, State Quarterly Multiworksite and Annually reports for each company. JSOX Audit Reports State Monthly Tax Report JOLTS • Maintenance Time & Attendance and I-Pay for Prime Source, IBP & Canada personnel. • Funding 401K for PrimeSource, IBP & Canada • Review Hourly & Salaried Non-exempt hours each payroll period to ensure accuracy in time worked. Manage any adjustments & clock problems that arise in the distribution centers. • Check Positive Pay feature daily and respond to any questionable checks. • Backup to Payroll Manager on all payroll matters when needed. • Report new enrollees to VOYA (previously ING) after each payroll.• Unemployment tax rate & Compensation. • Set up and reply to Garnishments. • Process new hires/terminations in Payroll system. • Make payroll changes (Name, Address, Direct Deposits, reset I-pay) for PrimeSource, IBP & Canada. • Set up, maintain structure of the Canadian Benefits (Health and Pension).

Work with senior management to create HR policies and procedures; recruit employees; create group benefits databases; and develop orientation, training and incentive programs. Manage leave-of-absence programs and personnel records; administer benefits enrollment and programs; and handle HR generalist workplace issues. • Structured and implemented programs and policies in the areas of training, compensation structures, benefits packages, incentives and new-employee orientation.• Fostered a teamwork/open-door environment conducive to positive dialogue across the organization. Personal efforts were cited as the driving force behind branch’s employee-retention rate of 89% within an industry where high turnover is the norm.• Brought workers’ compensation program into full compliance. Instituted preferred providers list and trained managers and associates on procedures to follow in case of injury.• Reduced benefits costs by 15% annually through meticulous recordkeeping and ensuring that company did not pay for benefits for which employees were ineligible.• Assisted in writing employee manual covering issues including disciplinary procedures, code of conduct, FMLA policy and benefits information.• Introduced company’s first formal performance review program, creating a flexible and well-received tool that was later adopted company-wide.• Revised job descriptions across all levels and 50+ categories. “Shadowed” and interviewed employees to construct an accurate picture of the duties and skills required for each position.

Handle customer inquiries, complaints, billing questions and payment extension/service requests. Calm angry callers, repair trust, locate resources for problem resolution and design best-option solutions. Interface daily with internal partners in accounting, field services, new business, operations and consumer affairs divisions.• Managed a high-volume workload within a deadline-driven environment. Resolved an average of 550 inquiries in any given week and consistently met performance benchmarks in all areas (speed, accuracy, volume).• Became the "go-to" person for new reps and particularly challenging calls as one of the company’s primary mentors/trainers of both new and established employees.• Helped company attain the highest customer service ratings (as determined by external auditors) -- earned 100% marks in all categories including communication skills, listening skills, problem resolution and politeness.• Officially commended for initiative, enthusiasm, tenacity, persuasiveness, intense customer focus and dependability in performance evaluations.• Completed voluntary customer service training to learn ways to enhance customer satisfaction and improve productivity.