Root Solutions, LLC Fitchburg, WI••••••••••present
Owner. Assisting small to mid-sized companies hire and retain the right employees, increase sales, productivity, and profits.
Client base of approximately ••••• clients ranging from small to large international businesses
Partner with Madison College to develop and deliver training for B2B clients on a variety of topics including: Change Management, Supervisory Skill Building, Harassment Awareness and Prevention, Employee Engagement
Facilitated Change Management sessions for SER International , a program for disadvantaged senior workers attempting to re-enter the workforce. (Modules included: How to Communicate Effectively, Basic Computer Skills, Positive Impact, Time Management, Conflict Resolution, Customer Service, Positive Attitude, Diversity)
Assisted successful HRIS transition for large, international financial institution by providing: development and implementation of Webex training, programming of system components, analyzing gaps and troubleshooting through "go live" stages.
Developed and presented training sessions for a variety of local businesses including: Ethics and the HR Leader, Boss Translator-Be the Change, Confessions of a Hiring Manager, Proactive Job Searches, Supervisor Skill Building,
Developed and implemented HIPAA compliance training sessions for international corporations.
Assisted clients with the development of employee handbooks, organizational policies, HR strategic initiatives and compliance.
Developed and implemented performance management training, tools and coaching sessions.
Obtained a multi-year partnership agreement with Iowa State University to deliver travel arrangement services for the Strengthening Families Program.
Currently hold Wisconsin Broker License for Accident, Health and Life Insurance.
CCR, ORCA registered. ••••• % woman owned company.
NAICS•••••, ••••• •••••, •••••, •••••, •••••, •••••, •••••, •••••, •••••, •••••, •••••
Monroe Clinic, Monroe, WI••••••••••
Chief HR Officer and Mission Integration Leader. Responsible for employee population of ••••• across 2 states in a faith based, fully integrated healthcare system which includes 9 satellite clinics and 1 hospital.
Change agent for organization. Re-organized HR and OD departments and existing staff to meet changing customer demands. Strengthened Organizational Development function to assist with improvement of organizational development programs by adding Organizational Manager role and increased budget items. Assisted directors in reviewing department roles to find improvement opportunities for staff and work groups.
Championed Lean Process Improvement sessions to re-design work, work groups, and processes.
Managed Employee Engagement process. Utilized focus groups to develop and implement ••••• action plans for positive changes as a result of engagement survey results.
Cultivated positive working relationships with internal and external customers.
Analyzed business and technical goals and performed gap analysis for HRIS, built business plan, gained executive buy-in, and successfully migrated HRIS from Lawson to ADP HRIS. Championed program implementation from RFP process to "go live" date. Developed and implemented training programs from directors through end users to be able to utilize the system for everyday HR processes. Communication channel between executives, vendors, and day to day operators of the system to ensure on time, on budget delivery.
Converted •••••b plan with $•••••+ million assets to Principal Financial Group resulting in better financial tools, more education, and better system controls for the employees.
Modernized recruitment system for HR Staff resulting in annual savings of $•••••,•••••
Developed and implemented organizational intranet to communicate more effectively with staff. Managed employee focus groups for Recruitment and Retention, and improved all aspects of employee communication and education.
Managed Compensation Program: Updated job descriptions across all departments to insure accurate job fit and grade. Assessed current payroll processes and implemented changes to improve employee satisfaction and control costs for a $••••• million dollar program.
Managed Benefits Program: Benchmarked current medical programs and developed long term cost containment strategies for program. Upgraded employee benefits communication process. Moved dental insurance to self funding which saved $•••••,•••••+ during the first year alone.
Implemented Catalytic Coaching program, which moves from a traditional performance appraisal process to an ongoing coaching process between leaders and staff.
TH Foods, Loves Park, IL••••••••••
Human Resource Manager. Responsible for building and maintaining HR strategy for corporation and plant for ••••• employee organization including updating policies, compliance and regulatory issues, and education of employees.
Collaborated with directors, re-organization departments to prepare for future growth of company.
Developed long term strategy for management of benefits program, which resulted in savings of $•••••k for •••••
Partnered with vendor to improve compliance, reporting and education for •••••K plan with $••••• million in assets.
Updated organizational and compensation structures
Managed vendor selection, implementation, training and maintenance for plant security system.
Researched and implemented supervisor training, computer basics and maintenance skill building coursework for salaried staff in •••••
Using employee surveys and focus groups, built training program for hourly staff partnering with Rock Valley College to provide training at highly reduced cost.
General Mills/Green Giant. Belvidere, IL••••••••••
Assistant Human Resource Manager.
HR Generalist for frozen foods plant. Responsible for building employee and corporate relationships, execution of transition to General Mills through HR and benefits implementations, development of ••••• salaried and ••••• hourly staff. Strategic initiatives for business change included:
Directed litigated and non-litigated workers compensation program which included implementation of aggressive return to work policy, ergonomic analysis and training for each manufacturing position. Reduced workers compensation claim costs by •••••% within three years-total plant savings of $•••••,•••••
Supervised plants behavior based safety program. Reduced recordable and lost time rates by over •••••% within three years. Plant achieved ••••• million hours without a lost time injury for the first time in August •••••
Re-organized plants United Way campaign, representing a •••••% increase in funds donated, and improved overall participation to •••••% within 2 years.
Managed salaried recruitment program: hired ••••• individuals in leadership roles and assisted through on-boarding process.
Weyerhaeuser Company. Yuma AZ. ••••••••••
Human Resource Manager.
Responsible for an employee population of ••••• in two locations. Managed all aspects of staffing, training, compensation, policy administration and employee relations.
Assisted West Coast implementation of PeopleSoft which streamlined organization employee data, worked with payroll and HR professionals to become compliant with new system, trained salaried staff at 7 locations in use of new system and prepared organizations for additional MIS implementations.
West Coast liaison for HR managers facing plant closures and facilitating union avoidance training.
Managed ••••• non-union employees through a ••••• month organizational change which resulted in •••••% increased overall productivity
Facilitated production teams studying uptime and waste issues. Improved uptime at the corrugator from •••••% to approximately •••••%. Decreased plant waste by approximately 2%.
Led implementation of peer support pilot project for containerboard division, an effort to reach employees who have personal issues before the issues become detrimental to their work lives.
Used employee feedback systems, performance management systems and employee empowerment to discover and correct turnover issues. Turnover decreased from approximately •••••% in ••••• to •••••% in •••••
Strong Computer skills: •••••MS Office Suite, Sharepoint (SPN), Publisher, CMS (webpage development), WordPress, WebEx •••••platforms
HRIS platform experience: Workday, PeopleSoft, SAP, Lawson, ADP
Healthcare, Manufacturing, Retail Services, Insurance and Benefit Administration, Academic Institutions, Small Business
Iowa State University, Ames, Iowa. •••••
Master of Science, Industrial Relations•••••
Bachelor of Music, Vocal Performance
References Available upon Request