Carole A Krohn
Auburn,WA
Summary
Accomplished Human Resource Manager, Business Partner with experience spanning multiple HR disciplines, effective at delivering results of the business needs and objectives. Strong background collaborating with senior leadership to develop company policies and procedures, labor relations, compensation, employee relations, strategic workforce planning, redeployment strategies, in both a union, and non-union environments. Results-driven Human Resource profession offering 20+ years in achieving positive human resources results . Articulate negotiator skillful in supporting competitive company growth by sourcing top-quality applicants for critical roles. Organized planner with excellent team leadership and program management abilities. Oversee well-organized and efficient HR operations by balancing organizational targets with compliance and employee demands. Focused on maximizing resource utilization and enhancing performance with forward-thinking approaches. Solid background of improving collaboration and consensus across company environments.
Overview
1
1
Certification
Work History
Human Resource Manager
King County Sexual Assault Resource Center
- Change Management: Develop change management strategies and plans to facilitate smooth implementation of HR projects
- Proactively identify potential impacts of changes on employees and HR processes and develop mitigation strategies to minimize resistance and maximize adoption
- Risk Management: Identify project risks, assess their potential impact, and develop risk mitigation plans
- Regularly monitor project risks and proactively address issues to minimize their impact on project timelines and deliverables
- Data Analytics: Leverage HR data and analytics to drive insights and inform decision-making
- Project Management: Maintain accurate project documentation, including project plans, status reports, meeting minutes, and other project-related artifacts
- Ensure compliance with organizational policies, procedures, and regulatory requirements
- Continuous Improvement: Drive process improvements and best practices in HR project management
- Provide strategic HR consultation in all HR related areas, including talent acquisition, employee relations, compensation talent development
- Council management and employment issues, benefits, policy, and past practice
- Leads develop and execute implementation of HR policies, procedures, and dissemination
- Facilitated workforce strategic initiatives, accountability, and execution of onboarding strategies
- Analyzed data and prepared reports in conformance with legislated requirements or organization needs
- Lead payroll processing including verifying submission of timesheets changes to payroll request
- Created recruitment strategies
- Strategies organization benefits, including renewal of benefit and leave plans to employees and managers, coordinate follow up actions
- Analyze monthly and quarterly reports for Leadership team and board of directors
- Lead annual compensation reviews, including job analysis around salary reference tables
- Conduct Affirmative Action plan and reviews in guidance with EEOC
- Managed compliance programs and activities audits, EEO, affirmative action, employee file maintenance Manage compensation and salary reference table for all positions within organization
- Guides and coaches’ managers through progressive discipline process Develop data files, tools, interfaces
- Individual and in collaboration with internal/external partners Manage vendor relationships with third party system providers
- Maintain current and complete understanding of organizational compliance with federal, state, and local employment laws
- Manage Workers’ compensation for organization.
- Devised hiring and recruitment policies for thousands (over 5000) of employees-employee company
- Managed employee relations issues professionally, resolving conflicts efficiently while maintaining confidentiality at all times
- Motivated employees through special events and incentive programs
- Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance
- Enhanced employee retention by implementing effective talent management strategies and fostering a positive work environment
- Managed complex benefits administration, ensuring accurate enrollment and timely processing of claims
- Collaborated with legal and compliance teams to review paperwork, obtain feedback, and procure available information for new training processes
- Structured compensation and benefits according to market conditions and budget demands
- Instructed senior leaders on appropriate employee corrective steps
- Introduced competitive compensation packages to attract high-caliber professionals while maintaining budgetary constraints
- Evaluated employee onboarding programs and presented strategic improvement recommendations to upper management
- Conducted thorough internal investigations, addressing employee concerns with fairness and transparency
- Provided expert guidance on labor laws and regulations, mitigating legal risks for organization
- Maintained human resources regulatory compliance with local, state and federal laws
- Liaised between multiple business divisions to improve communications
- Promoted diversity and inclusion within the workplace by initiating targeted training programs and implementing inclusive hiring practices
- Collaborated with executive leadership to align HR initiatives with overall business goals and objectives
- Facilitated onboarding sessions and on-the-job training for new hires bolstering position knowledge and skillset
- Championed employee wellness initiatives resulting in improved job satisfaction and reduced absenteeism
- Identified and implemented appropriate strategies to increase employee satisfaction and retention
- Developed comprehensive process for new hires and reviewed new hire productivity, optimizing onboarding effectiveness
- Motivated employees through special events, incentive programs, and constructive feedback
- Established effective succession planning strategies to prepare future leaders in line with organizational objectives
- Facilitated onboarding sessions and on-the-job training for new hires, bolstering employee job position knowledge and skillset
- Used technologically relevant digital systems to manage payroll and benefits programs
- Maintained payroll and benefits for employees in various locations and diminished financial discrepancies through expert program management
- Implemented performance reviews and motivational strategies to elevate HR team results
- Maintained payroll and benefits for employees in various locations, minimizing financial discrepancies through detailed program management
- Reduced time-to-hire metrics by optimizing recruiting processes, utilizing technology, and streamlining candidate screening methods
- Enhanced team workflows and employee job satisfaction by coordinating communication between managers and employees
- Utilized compliance tools, corrective actions and identification of deficiencies to mitigate audit risks
- Discovered and resolved complex employee issues that affected management and business decisions
- Maintained company compliance with local, state, and federal laws, in addition to established organizational standards
- Coordinated technical training and personal development classes for staff members
- Distributed employee engagement surveys to identify areas of improvement
- Updated training processes by reviewing existing documentation, leveraging feedback from associates and working with legal and compliance teams
- Organized and led staff orientation programs and training to promote collaboration
- Devised hiring and recruitment policies for 75employee company
- Fostered positive work environment through comprehensive employee relations program
- Streamlined HR processes for increased efficiency, reducing paperwork and manual tasks through automation
- Coordinated employee grievances and disputes in timely and professional manner by finding constructive solutions
- Created and implemented forward-thinking initiatives to improve employee engagement
- Reduced process gaps while supervising employees to achieve optimal productivity
- Demonstrated creativity and resourcefulness through the development of innovative solutions
- Demonstrated leadership skills in managing projects from concept to completion
- Cultivated interpersonal skills by building positive relationships with others
- Proven ability to develop and implement creative solutions to complex problems
Senior Human Resource Business Partner
the Boeing Company
- Stakeholder Management: Engage and lead projects with HR leaders, cross-functional teams, and key stakeholders to understand their requirements, provide regular project updates, and manage expectations
- Communications: Developed overall communication strategy for HR projects and programs
- Resource Management: Identify and allocate appropriate resources, including personnel, technology, and tools, to support project execution
- Change Management: Developed change management strategies and plans to facilitate smooth implementation of HR projects
- Risk Management: Identify project risks, assess their potential impact, and develop risk mitigation plans
- Data-Driven HR Strategies: Collaborated with stakeholders to develop data-driven HR strategies and initiatives
- Data Analytics: Leverage HR data and analytics to drive insights and inform decision-making
- Project Documentation: Maintained accurate project documentation, including project plans, status reports, meeting minutes, and other project-related artifacts
- Continuous Improvement: Drive process improvements and best practices in HR project management
- Enterprise Redeployment Process Lead and SME, including movement, across organizations, business units, unions, states: Developed and lead human resource business support for all domestic and partial international reorganization and restructuring including reductions in force (RIF) processes, Layoff, furlough, and movement
- Collaborated with other teams, lead design of software, and document all processes, user guides, and training related to new RIF software and process
- Delivered employee relations coaching and guidance to employees and managers regarding interpretation
- Implemented RIF in house software for end users at all levels of organization
- Provide and strategize support with management and employees with Human Resources policies, procedures, programs, collective bargaining agreements, and laws
- Lead Labor Relations Strategies
- Lead implementation of core HR programs and processes as it relates to human resource initiatives
- Drive consistency in implementation of enterprise-wide programs and processes, including promoting decision making based on Boeing Behaviors and specifically promoting culture of diversity and inclusion
- Lead special HR projects the implementation of people and organizational strategies for Engineering, Supplier Management, Quality, Flight Test & Environment Health and Safety organization’s geographic locations and business units including succession planning, superior workforce development, key employee retention, organization design, and change management across sites including cities, states and sometimes countries
- Increase employee/manager effectiveness by helping to resolve conflicts as arise in workplace through coaching, counseling, and Alternative Dispute Resolution (ADR) process, Promotes diverse and inclusive culture by supporting company initiatives including affirmative action and employee survey
- Lead HR team and collaborated with senior executives in restructuring of organization for all of Test and Evaluation, rebuilding HR strategies, strategic workforce planning across multiple countries, states, and sites
- Built relationships with senior leaders on union relations, contract negotiations, and other strategic business plans
- Senior processes lead to performance reviews, and retention with unions
- Investigated and developed solutions to variety of people-related issues including performance and behavior related issues, step one grievances, investigations, and Respect Initiative
- Coordinated and counseled management with staffing and redeployment activities including applicant screening, interviewing, selection, onboarding, and RIF
- Counseled associates and management on employment issues, benefits, policy, and past practice
- Conducted, participated in, and led annual compensation surveys
- Conducted, participated in, and led annual Affirmative Action Plan review and update
- HR process lead and communication with Union Stewards and Business Agents
- ADA SME
- Union Relations SME
- Labor Relations SME
- Reduction in Force SME
- Strategic Workforce Planning SME.
- Devised hiring and recruitment policies for [Number]-employee company
Education
Associate of Arts - Business
Highline College
Seattle, WA06.2001
Skills
- Labor Relations
- Employment Law
- Strategic Workforce Planning
- FMLA/ADA/EEO/WC
- Employee Relations
- Mediation & Advocacy
- HRIS Technologies
- Talent Management
- Staff Recruitment & Retention
- Employee Engagement
- Alternative Dispute Resolution (ADR)
- Benefits Administration
- Orientation & On-Boarding
- Performance Management
- Succession Planning
- Diversity Planning
- Staffing
- Recruitment & Retention
- HR Policies & Procedures
- Training & Development
- Interpersonal and coaching skills
- Microsoft Office Professional Suite (Word, Excel, PowerPoint & Outlook)
- Unemployment
- FMLA Administration
- AAP Planning
- ADA Compliance
- HIPPA
- EEO Compliance
- Supervision
- Behavioral Interviewing
- Safety
- Training
- Safe Agile
Certification
- PHR Certification
- HRIS Certification
- CPDM (Certified Professional in Disability Management)
- Safe Agile (Project Management)
Timeline
Human Resource Manager
King County Sexual Assault Resource Center
Senior Human Resource Business Partner
the Boeing Company
Associate of Arts - Business
Highline College
- PHR Certification
- HRIS Certification
- CPDM (Certified Professional in Disability Management)
- Safe Agile (Project Management)
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