Donna Stuart

Provide strategic leadership to the Sr. Leaders, as well as our mid-salary Coaches. Provide overall HR Support to a client group of upwards 300 hourly team members, and 20 salaried leaders.

Support Operations with KPI’s / finance reports and start-up communication at on-set of shift.

Proactive leadership when dealing with employee relations incidents ensuring all incidents are investigated timely, confidentially and respectfully. Successful partnership with Legal and/or outside council for more in-depth claims.

Lead and manage “interactive discussions” with TMs that are out on medical and provide a note with restrictions. Ensuring company is covered, as well as, TM is given the opportunity to discuss their restrictions and how they might still be able to contribute in their role.

Primary owner of recruiting for both internal and external opportunities for the DC. Successful bench building by functional area, including competency and capability matrix used to help with building out DC teams and ensuring cross-trained teams are staying current on policies and procedures.

Significantly reduced turnover from 40% to 25% within the first year by implementing employee development and retention programs such as employee performance plans, mentoring, and succession planning. Revamped training program to better reflect the diverse learning style of employees.

Successfully rolled out a new attendance policy for all hourly TMs in the building. This is a points-based system.

Owner of the Engagement Survey for the DC as well as responsible for building an aggressive action plan based on team member’s direct feedback. Co-host along with GM, monthly focus groups based on TMs birthday ensuring TMs feel free to share out things we are doing well, and where there is opportunity. Present feedback to the Department Leaders and address what can be done to address concerns—ensuring we are closing the loop with the team, so they know we heard them.

• Managed all aspects of Human Resources for the Nestle plant of 150 employees. 80/20 mix between salaried and hourly employees.
• Managed two local CBA's for Teamsters and Operating Engineers. Responsible for union contract, grievances, arbitrations and mediations. Owned the Negotiation process, along with our Labor Partner. Owned the details of the TM's pension plan, ensuring pension was being managed appropriately ensuring compliance.
• Facilitated two successful CARE Audits over a 4 year timeframe which were led by Walmart Auditors (in order to do business with Walmart this audit was necessary).
• Oversaw payroll functions, ensuring accuracy while maintaining strict confidentiality standards for sensitive employee information.
• Managed employee relations, investigating and resolving conflicts to maintain a positive work environment.
• Led decision-making and implementation of HR policies, procedures, programs and functions.
• Guided leaders and employees on company policies, programs, benefits and salary administration.
• Maintained company compliance with local, state, and federal laws, in addition to established organizational standards.
• Promoted a culture of continuous learning through the coordination of professional development opportunities and workshops for employees at all levels within the organization.
• Collaborated closely with department heads in executing strategic workforce planning initiatives that aligned human capital resources with company goals.
• Improved workplace culture through the development and implementation of diversity initiatives.
• Conducted internal investigations related to harassment claims and other workplace conflicts, providing resolutions that preserved the integrity of the company''s values.
• Ensured legal compliance with labor laws by conducting regular audits and updating policies as necessary.

• Managed all aspects of Human Resources for Vituity for 1,700 employees: including recruiting, hiring, orientation, benefits and payroll troubleshooting.
• Enhanced employee engagement by implementing innovative HR programs and initiatives.
• Promoted diversity and inclusion through targeted outreach, education, and programming initiatives.
• Evaluated current policies and procedures for best practices in human resources management which led to improved organizational functioning.
• Streamlined HR processes for increased efficiency and cost savings.
• Optimized recruitment efforts, attracting top-notch candidates for key roles within the organization.
• Collaborated closely with department managers to address employee relations issues effectively and fairly.
• Reduced time-to-hire by optimizing recruitment advertising campaigns, job posting placements, and candidate screening methodologies.
• Community liaison with value-add vendors/partners in the community to build strong community presence and drive employment brand and applicant interest to Vituity Revenue Cycle Management.

• Developed communication and marketing plan and leveraged talent acquisition tools, resources, and campaigns to source and attract top talent.
• Promoted increased focus on internal talent mobility and emerging talent across organization.
• Analyzed recruiting metrics to share reports and recommendations with stakeholders.
• Conducted compensation conversations with human resources and hiring managers to foster internal and external equity.
• Streamlined hiring process, significantly reducing time-to-hire, by introducing efficient applicant tracking systems and automating routine tasks.
• Maintained up-to-date knowledge of employment laws and regulations, ensuring compliance throughout the recruitment process.
• Fostered culture of continuous improvement, regularly seeking feedback from new hires and hiring managers to refine recruitment processes.

Manage the Employment function for 241 stores, 3 Distribution Centers, 1 Trucking Company, and 114 Pharmacies.

● Managed a team of five direct reports, 3 field HR Specialists & 2 Employment Coordinators.

● Active participant in “Bull Dog” project during the Northern California Albertson’s acquisition. SME on migration of all employment aspects to Save Mart Supermarkets.

● Managed offer process; provided guidance on matters such as salary negotiations/ranges; sign on bonus, and immigration.

● Successfully managed $1 million recruitment budget and cost center for recruitment purposes.

● Tracked and reported on all openings, prepared and presented recruitment statistics, tracked all critical openings activity for senior management.

● Directly managed and facilitated immigration process for foreign nationals and seasonal international J1 Students.

● Responsible for “Career” content on Stores/Pharmacy & Distribution Center web pages.

● Successfully rolled-out Krono’s v6 to 152 hiring locations in 3-month time frame, thus eliminating the need for paper applications.

● Responsible for the successful migration (through RFP), to new vendor for managing Save Mart’s Tax Credit Program (contract owner/manager). Own screening and compliance initiatives.

● Successfully rolled out President Obama’s “Hiring Incentives to Restore Employment (HIRE) Act” in 2010.

● Successfully integrated background solution for all hiring locations. Managed and monitored relationship/program and all background transactions, ensuring compliance.