With over 20 years of working in Human Resources, Tara’s true passion has always been to help people grow to their greatest potential. Her goal is to help her clients and their leadership teams find their strengths and own their authentic leadership style. Tara is a Certified HR Generalist, a Certified Gallup StrengthsFinder Coach and a DISC Communication Style expert. She is also a certified John Maxwell Team Speaker, Coach and Trainer who speaks and facilitates workshops on a number of… Show more With over 20 years of working in Human Resources, Tara’s true passion has always been to help people grow to their greatest potential. Her goal is to help her clients and their leadership teams find their strengths and own their authentic leadership style. Tara is a Certified HR Generalist, a Certified Gallup StrengthsFinder Coach and a DISC Communication Style expert. She is also a certified John Maxwell Team Speaker, Coach and Trainer who speaks and facilitates workshops on a number of leadership and employee engagement topics.A graduate of Our Lady of the Lake University in San Antonio, Texas with her Bachelors of Arts in Human Resources, Tara went on to continue her education at Capella University where she received her Masters of Science in Industrial & Organizational Psychology. Services Offered, but not limited to:Strategic PlanningEmployee EngagementEmployee RelationsHuman Resources Policy and Procedure DevelopmentHandbook ReviewCompliance AuditsTraining and DevelopmentRecruitmentNew Employee OrientationBenefits AdministrationPerformance ManagementLeadership CoachingGallup SrengthsFinder CoachDISC Assessment AdministrationCompensationDiversity ManagementChange ManagementSuccession Planning Show less

While many say they have a passion for people, Tara’s nearly two decades of educating and empowering others to fully realize their potential proves how deep hers runs. Equipped with a comprehensive understanding of the power of effective communication, she’s led countless clients to better best practices, more cohesive work environments, and the kind of confident leadership that allows everyone to bring their A-game. As a Certified Senior Professional in Human Resources, a Certified Gallup… Show more While many say they have a passion for people, Tara’s nearly two decades of educating and empowering others to fully realize their potential proves how deep hers runs. Equipped with a comprehensive understanding of the power of effective communication, she’s led countless clients to better best practices, more cohesive work environments, and the kind of confident leadership that allows everyone to bring their A-game. As a Certified Senior Professional in Human Resources, a Certified Gallup StrengthsFinder Coach, a DISC Communication Style expert, and so much more, she’s ready to tackle any problem and turn it into a success story. Her work as a TEDx Kalamazoo speaker coach shows just that. Show less

Hired as CSM’s first HR professional tasked with developing and implementing processes and procedures to establish a consistent approach to all Human Resources functions. Participates as a member of the Executive Team in the development of the annual strategic plan. Translates the strategic plan into HR operational goals that are in alignment with being a talent driven organization. Responsible for the care and cultivation of the culture of the organization focusing on the well-being and… Show more Hired as CSM’s first HR professional tasked with developing and implementing processes and procedures to establish a consistent approach to all Human Resources functions. Participates as a member of the Executive Team in the development of the annual strategic plan. Translates the strategic plan into HR operational goals that are in alignment with being a talent driven organization. Responsible for the care and cultivation of the culture of the organization focusing on the well-being and development of the employees. • Centralized all Human Resources functions of the organization including recruiting, benefits administration, compensation, training & development and employee relations.• Developed a performance management process for the organization in order to improve organizational performance while fostering an engaging environment to empower employees to be successful. • Implemented Career Development and Succession Management process in order to determine bench strength of the company’s future leaders.• Strengthened Culture Survey effectiveness by introducing the Gallup Q12 philosophy for measuring levels of engagement in employees. Compared regional data utilizing West Michigan 101 Best & Brightest survey data. Led CSM to become National 101 Best & Brightest winner in 2013, 2014 and 2015 and an Elite award winner in the category of Employee Engagement in 2014.• Enhanced communication and feedback mechanisms throughout the organization by introducing DISC and Gallup’s StrengthsFinder. Conducted regular training and coaching sessions for employees and managers. • Established departmental goals and metrics to measure the effectiveness of HR Department.• Evaluated, selected and implemented HRMS solutions for benefits employee self-service, payroll processing, reporting functions, and online performance management modules.• Managed and directed a team of up to 6 HR professionals and office operations staff. Show less

Enhanced HR function by developing a competency model structure that serves as a consistent framework for all departments. Initiated major culture shift through survey action planning teams. Fortified retail sales by renovating Store Director Development Program. Administered the performance management process for the corporate office in order to improve organizational performance.• Developed core competencies by leadership level with behavioral anchors associated with each competency… Show more Enhanced HR function by developing a competency model structure that serves as a consistent framework for all departments. Initiated major culture shift through survey action planning teams. Fortified retail sales by renovating Store Director Development Program. Administered the performance management process for the corporate office in order to improve organizational performance.• Developed core competencies by leadership level with behavioral anchors associated with each competency to provide a structure for development of all team members and leaders within the organization.• Enhanced culture by analyzing annual Culture Survey reports and facilitating completion of action plans for each department and location across 5 states.• Reinvigorated Store Director Development Program to include real world scenarios and hands on learning exercises to ensure knowledge and skill transfer.• Routinely conducted need analyses with business partners and recommended proposed solutions to meet business challenges and team ineffectiveness.• Created targeted, individual development programs for high-potential leaders within the organization in order to build a bench of future leaders. Coached existing and potential leaders to equip them to perform effectively in their current role and prepare them to take on expanded responsibility.• Facilitated various leadership meetings to help new and existing leaders increase effectiveness in their roles (e.g., 360 review feedback session, new leader transition meetings, team intervention, DISC team communication and team effectiveness).• Analyzed Talent Review results to determine gaps in succession planning, development of high potential leaders and to provide an executive summary for organization leadership.• Instituted an all-encompassing recognition program as a result of feedback from the Culture Survey. Show less

Improved HR capabilities across the organization with enhanced infrastructure and HRIS application support. Implemented new Learning Management System to increase continuous development opportunities for both leaders and field employees while maintaining consistency of message. Created recruitment plans during period of major company growth while assisting with filling of over 35 positions a month. • Implemented an Oracle based Performance Management system that allowed for improved… Show more Improved HR capabilities across the organization with enhanced infrastructure and HRIS application support. Implemented new Learning Management System to increase continuous development opportunities for both leaders and field employees while maintaining consistency of message. Created recruitment plans during period of major company growth while assisting with filling of over 35 positions a month. • Implemented an Oracle based Performance Management system that allowed for improved organizational performance with calibration capabilities for leadership. • Led the performance management process from goal and objective setting, alignment of those goals with corporate initiatives, yearend performance appraisal process, and calibration of performance ratings across the organization.• Designed and facilitated Leadership Development workshops for high potential leaders – focusing on identifying and leveraging the strengths of a team to build organizational effectiveness.• Launched an online learning tool to allow for continuous development of all employees – provided consistent training of office and field personnel. Responsible for development of online training modules and scheduling in-house classroom training through an online training calendar.• Developed, piloted and facilitated New Employee On-Boarding on a monthly basis.• Assisted with large-scale change management efforts to support new initiatives throughout the company. Show less

Spearheaded HR development for $782 million operations across 16 states and 9 Western zones, led team of 3 and supported 70+ managers and executives. Delivered vital leadership across organizational development, training, diversity, compensation, performance reviews, and individual development plan programs. Hired up to 50 personnel monthly, collaborating with hiring managers and 3rd party recruiting firm. Drove employee empowerment and development through succession planning and talent… Show more Spearheaded HR development for $782 million operations across 16 states and 9 Western zones, led team of 3 and supported 70+ managers and executives. Delivered vital leadership across organizational development, training, diversity, compensation, performance reviews, and individual development plan programs. Hired up to 50 personnel monthly, collaborating with hiring managers and 3rd party recruiting firm. Drove employee empowerment and development through succession planning and talent management programs. Established key corporate policies and procedures. Managed employee relations and disciplinary issues via Performance Improvement Plan (PIP) and warning letter processes.• Transformed culture and developed reputation as critical strategic and business partner, building trust with employees and achieving 2 nominations for W.K. Kellogg’s Award.• Drove business growth and productivity, inputting field-based improvement initiatives including new Safety committee enabling all locations to quickly resolve leading safety issues.• Delivered change management guidance to Keebler management throughout acquisition process.• Strengthened new hire retention, communicating with staff through Stay Interview process.• Elevated sales team capabilities by initiating program to deliver management training and facilitate roundtable discussions during Zone and District Manager meetings.• Established Kellogg Business Leader Model, outlining core competencies for managers and developed key regional manager training programs to build leadership capabilities.• Analyzed annual Culture Survey data, identifying trends and facilitated action planning discussion with management team at region, zone and district levels. Communicated results and plans to all employees in the region via zone rallies and district meetings.• Administered 360 Feedback assessment process for Managers. Conducted debrief sessions individually and with their teams to help facilitate the creation of Show less

Accelerated HR development across organization, led 4 employee relations specialists and 2 payroll clerks. Drove change management initiatives during contract acquisitions. Directed compensation programs as committee co-chair. Led performance and diversity management. Created key training and development programs. Resolved manager and employee policy and performance concerns. • Invigorated benefits administration programs, initiating program for dynamic staffing requirements… Show more Accelerated HR development across organization, led 4 employee relations specialists and 2 payroll clerks. Drove change management initiatives during contract acquisitions. Directed compensation programs as committee co-chair. Led performance and diversity management. Created key training and development programs. Resolved manager and employee policy and performance concerns. • Invigorated benefits administration programs, initiating program for dynamic staffing requirements, identifying new vendors, and collaborating with team for electronic billing processes.• Triggered HR department transformation, moving to proactive and business-focused approach.• Instrumental to successful acquisition of 350+ employee contract, integrating team into corporate benefits programs and culture within a 6-week period.• Bolstered HR processes, upgrading Employee Manual and HR Standard Operating Procedures.• Implemented benefits strategy of adding new employee benefits each year while maintaining costs by working closely with brokers and vendors. Show less

Facilitated HR programs including payroll, benefits, and recruiting, led 2 staff members. Managed claims and benefits administration, collaborating with vendors for program development. Orchestrated HRIS and ADP payroll systems. Rapidly resolved employee relations issues and delivered advice to management team. Maintained FMLA, STD, and LTD tracking, complying with all state/federal regulations. Directed compensation, performance management, and annual merit increase… Show more Facilitated HR programs including payroll, benefits, and recruiting, led 2 staff members. Managed claims and benefits administration, collaborating with vendors for program development. Orchestrated HRIS and ADP payroll systems. Rapidly resolved employee relations issues and delivered advice to management team. Maintained FMLA, STD, and LTD tracking, complying with all state/federal regulations. Directed compensation, performance management, and annual merit increase programs.• Revitalized corporate culture, empowering managers to resolve issues to drive performance.• Transformed HR department into trusted strategic partner focused on employee satisfaction.• Cut annual insurance expenses by $150,000, identifying new broker and medical/dental providers.• Instituted standardized policies and procedures across all locations, developing new standard operating procedures (SOPs) with a uniform employee relations approach. Show less