Jan 2020 – Dec 2023 · 3 yrs 11 mos · On-site

• Strategic Insurance Shift Champion
• Orchestrated a strategic shift in insurance providers, significantly reducing medical claims and enhancing customer service.
• Diversity Hiring Strategist
• Crafted and executed a hiring strategy that amplified workforce diversity from 0% to 60%.
• Employee 401(k) Plan Innovator
• Boosted employee 401(k) deferral rate from 2% to 8% through innovative plan design and robust educational initiatives.
• Shared Services Model Architect
• Spearheaded the reorganization of two companies into a shared services model, significantly cutting operational overhead.
• Benefits Management Leader
• Managed a legacy pension plan's freezing and eventual termination, showcasing efficient benefits management.
• Marketing Team Builder
• Recruited and assembled a high-performing marketing team from scratch, focusing on cost-effective strategies.
• Brand Guide Collaborator
• Contributed to creating a comprehensive brand guide, encapsulating our market identity, aesthetics, and tone.
• Social Media Engagement Pioneer
• Launched initiatives to boost brand awareness and foster engagement across various social media platforms, leading to increased conversions.
• Social Media Campaign Producer
• Created and launched engaging social media campaigns that effectively expanded our follower base.
• Product Video Creator
• Produced multiple product videos, showcasing the unique advantages of Hartzell products.
• Website Redesign Leader
• Led a website redesign based on customer journey insights from Google Analytics, resulting in improved goal conversion rates.
• Virtual Product Booth Strategist
• Devised a virtual product booth in response to trade show cancellations due to the COVID-19 crisis, ensuring business continuity.
• Marketing Initiatives Strategist
• Strategized and implemented various marketing materials and initiatives, including email campaigns, sales sheets, market brochures, SEO enhancements, product catalogs, and videos, driving brand visibility and business growth

Nov 2018 – Jan 2020 · 1 yr 2 mos · On-site

• People-Centric Strategy Architect at Hartzell
• Crafted and implemented people-centric experiences that influence every facet of our organization, including employees, customers, sales reps, and distributors worldwide.
• End-to-End People Programs Innovator
• As a People Executive Leader, spearheaded comprehensive people programs and talent development, cultivating a culture of collaboration and growth through strategic partnerships with organizational leaders.
• Self-Insurance Medical Plan Implementer
• Successfully launched a reference-based pricing self-insurance medical plan, resulting in a remarkable year-one claims savings of $1M.
• Diversity and Inclusion Advocate
• Devised and executed a transformative hiring strategy that augmented our workforce from 0% to 60% minority ethnicity, underscoring our commitment to diversity and inclusion.
• Management Development Program Creator
• Established a management development program that fostered a culture of continuous improvement and supportive feedback, enhancing team performance and cohesion.
• Technical Career Paths Developer
• Formulated technical career paths for niche hardwood industry roles, such as graders, kiln operators, and boiler operators, providing clear growth opportunities and skill enhancement.
• Sustainability Champion
• Introduced sustainability initiatives like a comprehensive recycling program and a tree planting program, affirming our commitment to environmental stewardship

Jul 2016 – Nov 2018 · 2 yrs 4 mos · On-site

• Transformative HR Leader with a Passion for People Development
• As the head of the Human Resources department at Hartzell, I've had the privilege of leading a team of six dedicated HR professionals. Through innovative process improvement strategies and the strategic separation of work tasks, I was able to streamline operations and reduce headcount by 50%, making our department more efficient and agile.
• Champion of Employee Financial Wellness
• I spearheaded an initiative to increase the average 401(k) deferral rate from 2% to 5%. This was achieved through comprehensive employee education and introducing a new fiduciary partner. This initiative was part of a broader commitment to improving our team's financial wellness and long-term security.
• Architect of Business Structure Optimization
• I reorganized three separate businesses into a unified matrix organization in a significant restructuring endeavor. This restructuring created a shared service structure for all support functions, enhancing cross-functional collaboration and reducing overheads.
• Pioneer of Fair and Competitive Compensation
• I implemented a compensation pay band system to recognize the importance of fair and competitive pay. This system was developed considering market data and internal equity, ensuring our compensation strategies were both externally competitive and internally fair.
• Catalyst for Performance-Driven Rewards
• To further drive performance and recognize the efforts of our team, I put in place a new annual incentive bonus plan for managers and above. This plan was designed to reward individuals based on both the company's performance to plan and their performance, fostering a culture of high achievement and mutual success.
• My passion lies in making work a place to earn a living and a space for personal growth, fulfillment, and mutual success​.

Jan 2013 – Jul 2016 · 3 yrs 6 mos

• Strategic Business Partner Across Key Functions
• I've worked closely as a business partner with key functions including Finance, Information Technology, Marketing, Customer Service, Marketing Communications, and Engineering. My role has involved bridging the gap between these departments and HR, ensuring alignment of people strategy with business objectives.
• Creator of Efficient Sourcing Strategies
• In a bid to streamline our hiring process, I designed and implemented a sourcing strategy that drastically reduced our average 'days to fill' from 94 to 32 days. This efficiency enhancement has enabled us to secure top talent swiftly, minimizing disruption and productivity loss associated with vacant roles.
• Lead Contributor in Regulatory Compliance
• As a key team member on the FDA training project, I helped design and implement a new Standard Operating Procedure (SOP), learning plans, and a new tracking system. This initiative ensured compliance with regulatory requirements, maintaining our commitment to quality and safety.
• Architect of HR Technology Integration
• Recognizing the transformative potential of HR technology, I investigated and authored a $500,000 business case for the implementation of an integrated HR technology solution. We are currently in the design phase with Oracle HCM, incorporating modules for recruiting, onboarding, social sourcing, core, benefits, and learning.
• Innovator of Recruiting Models
• To address the challenge of sourcing specialized talent, I implemented a learning center recruiting model in Engineering. This model has allowed us to create a bank of ready-to-hire engineers, ensuring a steady pipeline of talent to meet our evolving needs.
• Strategist of HR Structure Optimization
• To better align our HR function with customer needs, I restructured the corporate human resources personnel. This restructuring has allowed us to be more responsive and adaptive to the needs of our internal and external stakeholders.

Aug 2011 – Jan 2013 · 1 yr 5 mos

• HR Business Partner for Diverse Workforce
• As an HR Business Partner at Hartzell, I've had the opportunity to support a diverse workforce of 500 individuals, including 400 production staff and 100 professionals. My role has involved understanding the unique needs and expectations of these diverse groups and working to create HR policies and practices that address them effectively.
• Leader of HR Manufacturing Team
• Setting the vision and metrics for the HR Manufacturing Team has been one of my key responsibilities. I've worked to foster a results-oriented culture within the team, driving our HR initiatives forward to meet our strategic objectives.
• Budget Management for Long-Term Success
• Understanding the importance of financial prudence in ensuring long-term success, I've managed the HR budget meticulously. This has involved balancing the need for cost-effectiveness with the necessity of investing in our people and our HR capabilities.
• Implementer of Succession Planning Tool
• Recognizing the importance of future-proofing our organization, I implemented an in-house succession planning tool. This tool, equipped with built-in metrics, enables us to identify potential gaps in our leadership pipeline and proactively address them.
• Creator of Learning Module System
• I implemented a learning module system for yearly compliance training to enhance efficiency and productivity. This innovative system has reduced managers' hours from their core responsibilities by 5 hours, leading to significant gains in operational efficiency.
• Designer of New Merit Process
• In a bid to increase consistency and deliver cost savings, I implemented a new merit process. This initiative resulted in cost savings of $75,000, demonstrating the significant impact of well-conceived and executed HR initiatives on the organization's bottom line.

Feb 2010 – Sep 2011 · 1 yr 7 mos

• Senior HR Generalist for Manufacturing Sector
• In my role as Senior HR Generalist, I've had the privilege to support our Versailles manufacturing organization, which includes six operating groups and supply chain components like logistics and purchasing. I've been a key HR resource for 500 of our Versailles-based teammates.
• Quality Initiative Participant
• I contributed significantly to a quality initiative aimed at improving on-the-job training for our general assembly teammates. This initiative underlines our commitment to ensuring our team members have the skills and knowledge they need to excel in their roles.
• Innovative Recruitment Process Developer
• Recognizing the importance of efficient and effective recruitment, I implemented an innovative process that reduced time-to-fill from 45 days to just 4 days, while also decreasing bad hires by an impressive 45%.
• Hiring Model Business Case Developer
• I crafted a compelling business case for a new hiring model, transitioning from temp-to-hire to direct hiring. This approach resulted in the mass hiring of our entire temporary workforce, bringing 35 employees directly onto our payroll.
• Machinist Training Program Designer
• In response to a persistent gap in our workforce, I designed a comprehensive machinist training program. This initiative reduced training time from 30 weeks to 5 weeks, and boosted productivity capabilities to 45%.
• Secured Training Grants
• Understanding the importance of external funding to support our HR initiatives, I secured $75,000 in training grants from the State of Ohio. This funding has been instrumental in supporting our training and development programs

Apr 2008 – Feb 2010 · 1 yr 10 mos

• Training Grants Securer
• Recognizing the value of external funding in enhancing our HR initiatives, I successfully secured $175,000 in training grants from the State of Ohio. This substantial financial support has been vital in driving our training and development efforts forward.
• Gap Analysis Conductor & Customer Service Training Implementer
• I conducted a comprehensive gap analysis that led to the implementation of targeted training for our customer service departments. This initiative has been integral in boosting the proficiency and service quality of our customer-facing teams.
• Innovative Onboarding Program Developer
• Understanding the importance of first impressions, I implemented an innovative onboarding program dubbed the "Teammate Experience." This unique approach has helped ensure a smooth transition for new hires into our corporate culture and work processes.
• Online Learning Resource Designer
• I spearheaded the design of an online learning resource, Midmark University. This platform has served as a critical tool for continuous learning and skills development among our staff members.
• Due Diligence Participant During Plant Closing
• I was actively involved in the due diligence process during a plant closing. This experience highlighted the importance of meticulous planning and effective communication in navigating complex organizational changes

Apr 2007 – Apr 2008 · 1 yr

• PeopleSoft LMS Manager
• Managed the PeopleSoft Learning Management System, optimizing functionality to support our HR initiatives effectively.
• Computer-Based Training Facilitator
• Leveraged the power of technology to facilitate computer-based training, using demonstrated performance techniques to maximize learning outcomes.
• Training Website Creator
• I developed a training website, serving as a comprehensive learning resource for the entire corporation, fostering a culture of continuous learning and development.
• Process Streamliner
• Streamlined various processes, leading to more efficient and cost-effective HR solutions that positively impact the bottom line.
• PeopleSoft Performance Management Module Investigator
• Conducted a thorough investigation of the performance management module in PeopleSoft, exploring its potential to improve our HR processes.
• Company Competencies & Position Matrix Developer
• Played a key role in developing company competencies and position matrix, which has become a cornerstone of our talent management strategy.
• Supervisor Training Program & Interview Training Pilot
• Piloted the supervisor training program and interview training, enhancing the capabilities of our managerial staff and recruitment team.
• InfoLink Training Modules Tester
• Tested InfoLink training modules to ensure their effectiveness and relevance to our workforce's learning needs.
• Workforce Development Supporter
• Actively supported the Leadership Development Manager in workforce development efforts, contributing to the cultivation of a highly skilled and competitive workforce.
• Leadership Training Program Manager
• Managed a leadership training program and Dimensions of Professional Selling, equipping our leaders with the skills and knowledge necessary to drive team performance and business success

Nov 2006 – Feb 2007 · 3 mos

• VP of HR Support
• On a short-term assignment, I provided critical support to the VP of HR, tackling strategic HR initiatives and contributing to the overall HR function's effectiveness.
• Recruiting Strategy Developer
• Developed a unique recruiting strategy leveraging creative techniques, managed to keep within budget constraints, which attracted high-caliber candidates.
• Engineering Management Development Program Manager
• Managed the Engineering Management Development Program, nurturing future leaders in our engineering department.
• Succession Planning Administrator
• Administered succession planning, ensuring our organization's future leadership is secure and ready to meet evolving business challenges.
• FMLA Administrator
• Managed the administration of FMLA, ensuring compliance and supporting our employees during their crucial life events.
• Sales Position Recruiter
• Recruited for key sales positions using the Top Grading model, bringing in top-tier talent to drive our sales performance.
• Due Diligence Report Evaluator
• Evaluated due diligence reports, providing insightful analysis and recommendations to support strategic decision-making.
• Severance Agreements Administrator
• Administered severance agreements, ensuring our organization navigated employee departures in a fair, respectful, and compliant manner