Deb Wilson

Self-starter/motivated, with a strong sense of personal responsibility. Ensured steady workflows and uninterrupted service in our clinical facility. Maintained and created procedures regarding HR, payroll, facility operations and maintenance, accounting, technology, safety, security and wellness. Specific examples include:

- Developed and maintained successful relationships with vendors and contractors. Negotiated vendor contracts resulting in efficiencies and cost savings.

- Researched, planned and managed the expansion of our workspace to accommodate growth.

- Submitted RFP's to various alarm system companies which resulted in leveraging our existing alarm system vendor to install new security system resulting in a more cost efficient technology and simpler system.

Strategic/hands-on HR leader responsible for 3 facilities (1 processing plant and 2 farms). Direct supervisor of 3 staff

Initiated formal leadership training for executives, managers and individual contributors which resulted in improved accountability, mutual respect, and communication.

Developed safety program resulting in reduced workers' comp costs and 0 recordable injuries in over 400 days.

Negotiated healthcare renewal to a negative % in premiums and improved benefit offerings.

Sourced/recruited seasonal workforce of over 200+ in a 2 month period; 90% retention during season.

Implemented online training program that reduced new hire orientations from 2-1/2 hours to 45 minutes.

Built rapport and a sense of inclusivity across the company to influence and define/cultivate SFC's culture through feedback gathering tools and technology, surveys, incentives and communication.

Developed and promoted strategies to attract, engage, motive and retain employees - i.e. job fairs, referral programs, seasonal labor incentives, employee recognition, cross-training, promotion from within; achieved 50% rehire rate for seasonal workforce.

Improved performance management system through automation utilizing Catalytic Coaching - a future-focused, two-way conversation between manager and employee with the employee's development as the focal point.

Oversaw all aspects of office operations, developed HR infrastructure, and administered payroll and facilities for 2 locations (Oregon and California). Direct supervisor of 3 staff.

Managed staff growth from 10 to 70+ over 1-1/2 years.

Refined strategy for attracting/retaining qualified talent - developed effective hiring practices to ensure top performing hires.

Developed onboarding and orientation process with "constant amazement" for new hires - utilized fresh video clips, benefit presentation together with SOL Survival Guide enabling new hires to acclimate quickly to SR's culture.

Instilled a culture of fun, empowerment, engagement, rewards and philanthropy utilizing team building activities, accountability, kudo's and engaging in giving back to the community.

Procured zero percent increase in health care renewal premiums based on demographics and market study.

Initiated and led cost containment strategies resulting in low cost, high quality upgrades for facility needs and expansion.

As the first fully dedicated HR professional, developed and directed infrastructure and operations including Payroll Administration. Additionally support Development and Programs Departments. Operation accountabilities included overseeing telecommunications and technology systems, vendor negotiations and management.

Direct supervisor of 3 staff.

Enhanced benefit package and employee satisfaction by adding 3 new benefits with zero additional cost.

Benchmarked competitive compensation data and incorporated findings/recommendations into CCA's first formal annual performance review/merit increase cycle.

Decreased telecommunications cost by 30% and leased equipment expenses by 28%.

Implemented electronic time and attendance system that reduced payroll processing time by 50%.

Implement new PTO system through reduced time off by 2 days per employee annually, developed HR policies that better defined benefits, expectations and practices that ultimately eliminated carryover costs for CCA.

Saved $25K FMV in IT software costing CCA only $1K.