I serve as a strategic HR business partner to leaders in support of organizational strategies while promoting an engaged and productive workforce. Collaborate with leaders and human resources to identify and assess needs, achieve business objectives and maintain compliance with policies, procedures and employment law. • Educated leaders on newly defined performance management cycle, merit based compensation and calibration exercises. • Created site specific action plans to improve engagement, retention and recruitment results. • Developed and facilitated leadership trainings including new leader, managing marginal team members, performance management and investigation sessions to ensure successful onboarding for incumbents. • Implemented system-wide recognition program in order to increase engagement, reduce turnover and improve business results. Achieved 80% participation in the first year. • Coached 50 team members through the outsourcing of the medical transcriptionist function and career transition process with the purpose of ensuring understanding and acceptance. • Developed respectful workplace training to reduce risk to the organization by raising awareness of diversity and harassing behaviors. • Led complex investigations and employee relations matters to minimize risk and maintain a positive work environment.

I led the HR efforts for 3 locations as a business partner to site leadership in pursuit of performance goals. Responsible for development and implementation of human capital strategies, compliance, compensation and benefits, succession planning, leadership development, recruitment, and employee relations.• Educated leaders on compensation philosophy, ensuring understanding of salary grade structure, related to market data and position analysis, as new jobs were created.• Presented at annual employee benefit enrollment meetings across 3 sites, improving understanding of benefit changes and the evolving landscape of health plans within the U.S.• Controlled health plan costs by implementing and communicating a high deductible Health Savings Account (HSA) plan, Wellness Program and reducing employer / employee cost sharing ratio to a market average of 80/20. Reduced health plan costs by approximately 10% in 1-year period through wellness program initiatives.• Conducted confidential employment investigations and developed corrective actions, reducing reoccurrence. Developed and facilitated an interactive Respectful Workplace training for management and employees, following a hostile work environment claim, resulting in positive feedback with no reoccurrence.• Improved efficiencies by driving lean culture within HR organization, utilizing the DMAIC process and value stream mapping events. Developed and automated compliance training requirements, resulting in fewer quality system audit findings.• Developed and implemented staff assessment process, effectively evaluating leadership pipeline and succession plans, providing leaders into the manufacturing and corporate areas of the company as well as key talent to the engineering division.• Tested and implemented the Workday system for HR and payroll and Cornerstone On Demand system for learning management, succeeding in a smooth transition with zero loss of time during conversion.

I built trust and respect with employees and managers while resolving HR issues and upholding company policies and goals.• Led local, new graduate on-campus recruitment activities, resulting in stronger collegiate relationships and improved offer acceptance rates.• Developed and implemented an employee performance feedback system, which was adopted for all U.S. locations, streamlining HR efforts across the organization.• Reduced resignations by automating the annual employee survey tool, efficiently measuring and interpreting employee engagement. Generated varied, categorical results that indicated potential issues, allowing proactive adjustments (e.g. work hour flexibility, dress code) and faster promotions for entry level engineers.• Facilitated new employee orientation and training sessions, ensuring a smooth integration into the organization, reducing turnover within the category of 0 — 3 years of tenure.• Maintained ongoing Federal and State compliance regulations by researching changing laws and educating management on termination requirements, correct utilization of independent contractors, employee rights, and recruitment best practices, avoiding lawsuits or fines and allowing continued defense work.

Corporate HR Coordinator working in collaboration with Vice President of Human Resources. Primary contact for local employees, site HR staff and vendors regarding HR matters. Areas of concentration included benefit plan design and administration including the organization's defined benefit pension plan.