Ethel Hutton
North Bennington,Vermont
Summary
Achievement-oriented professional with strong experience in human resources, strategic planning, and business acumen across multi-cultural corporate & manufacturing environments. Proven record of managing complex projects and improving operations while leading high-performing teams. Drives positive change by analyzing company issues and breaking them down to create a solution. Value-centric leader who thrives within fast-paced environments delivering both forward-thinking and professionalism. Well-qualified Human Resource Manager with proven success in improving operations and solving problems. Highly proficient in building lasting relationships with key decision makers, customers and team members to further company goals. Ready to leverage training and experience to take on new professional challenges.
Overview
23
23
years of professional experience
1
1
Certification
Work History
Human Resource Manager
NSK STEERING SYSTEMS AMERICA
2016.01 - 2024.07
- Served as HR Manager supporting a steering column manufacturing facility with 325 hourly/salaried employees and a team of 2 direct and 4 indirect reports
- Developed and implementing human resource strategies aligning with organization's priorities and objectives
- Improved facility-wide communication by introducing centralized communication board and monthly 'All Hands' meeting with Plant Manager
- Introduced and incorporated utilization of weekly data driven HR KPIs in support of manufacturing
- Initiated 'Top Grading' activities within the manufacturing workforce, utilizing a 'temp to permanent' resource flow
- Introduced HR metrics, tracking attendance and turnover with future plans for attrition, time to fill, and engagement
- Developed and implemented robust competency matrix to ensure depth and flexibility in the manufacturing population
- Awarded $208K Vermont Training Grant in the direct support of competency enhancement and employee development
- Established strong HR department through consistent application of policies, staffing initiatives, and employee retention
- Avoided production misses by creating nonstandard staffing model to overcome customer production volume increases.
- Managed employee relations issues professionally, resolving conflicts efficiently while maintaining confidentiality at all times.
- Maintained accurate HR records in compliance with applicable laws, ensuring efficient data retrieval when required.
- Conducted thorough internal investigations, addressing employee concerns with fairness and transparency.
- Maintained payroll and benefits for employees in various locations, minimizing financial discrepancies through detailed program management.
- Streamlined HR processes for increased efficiency, reducing paperwork and manual tasks through automation.
- Collaborated with executive leadership to align HR initiatives with overall business goals and objectives.
- Maintained company compliance with local, state, and federal laws, in addition to established organizational standards.
- Organized and led staff orientation programs and training to promote collaboration.
- Facilitated onboarding sessions and on-the-job training for new hires bolstering position knowledge and skillset.
- Motivated employees through special events, incentive programs, and constructive feedback.
- Developed comprehensive onboarding programs to facilitate smooth integration of new employees into the organization.
- Optimized payroll processing procedures for accuracy and timeliness using advanced software solutions.
- Facilitated onboarding sessions and on-the-job training for new hires, bolstering employee job position knowledge and skillset.
- Provided expert guidance on labor laws and regulations, mitigating legal risks for the organization.
- Regularly analyzed workforce trends to proactively address potential skill gaps or staffing needs.
- Processed employee claims involving performance issues and harassment.
- Reduced time-to-hire metrics by optimizing recruiting processes, utilizing technology, and streamlining candidate screening methods.
- Implemented customized performance management systems, providing ongoing feedback and development opportunities for employees.
- Facilitated open communication channels between employees and management by conducting regular town hall meetings or roundtable discussions.
- Monitored and handled employee claims involving performance-based and harassment incidents.
- Enhanced employee retention by implementing effective talent management strategies and fostering a positive work environment.
- Implemented performance reviews and motivational strategies to elevate HR team results.
- Championed employee wellness initiatives to improve job satisfaction and reduce absenteeism.
- Spearheaded successful recruitment campaigns, attracting top-tier talent to fill key company positions.
- Promoted diversity and inclusion within the workplace by initiating targeted training programs and implementing inclusive hiring practices.
- Supported business growth by aligning HR strategies with corporate objectives, fostering adaptable and high-performing workforce.
- Conducted salary and market benchmarking analyses to ensure competitive compensation and attract top talent.
- Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.
- Structured compensation and benefits according to market conditions and budget demands.
- Created and implemented forward-thinking initiatives to improve employee engagement.
- Enhanced team workflows and employee job satisfaction by coordinating communication between managers and employees.
- Instructed senior leaders on appropriate employee corrective steps.
- Discovered and resolved complex employee issues that affected management and business decisions.
- Facilitated successful policy implementation and enforcement to maintain legal and operational compliance.
- Distributed employee engagement surveys to identify areas of improvement.
- Reduced employee turnover by analyzing exit interview data and implementing targeted retention strategies.
- Designed and executed leadership development programs, preparing high-potential employees for future management roles.
- Improved compliance with health and safety regulations by developing and implementing comprehensive training for all staff.
Assistant Human Resource Manager
NSK STEERING SYSTEMS AMERICA
2011.01 - 2016.01
- Responsibility for 300 employees
- Consistent application of all policies and procedures
- Strong knowledge of Federal and State employment law to ensure compliance
- Recruitment and retention of hourly and professional workforce
- Development of strategic plans to support plant production and profit
- Advise management on organization policy matters and recommend needed changes
- Utilize strong analytical skills to identify weaknesses and prepare action plans to support the data
- Developed workforce planning strategies and documents in recruiting, retention, and redeployment for niche positions
- Defined career progression strategy with accompanying salary requirements and job descriptions for indirect labor
- Mentored site leadership to identify development opportunities and provide new coaching
- Re-established human resources presence through communication initiatives and partnership with frontline leadership.
- Conducted exit interviews to gather valuable feedback from departing employees, identifying areas for improvement in retention efforts.
- Evaluated job descriptions regularly to maintain consistency across departments while ensuring accurate reflection of position duties and responsibilities.
- Organized employee engagement events to foster team-building and strengthen relationships among staff members.
- Collaborated on the development of company-wide training programs that improved employee performance, job satisfaction, and overall productivity.
- Collaborated with department managers to identify staffing needs and develop strategies for filling open positions.
- Coordinated performance review processes, providing constructive feedback and guidance for professional development.
- Assisted with benefits administration, ensuring accurate enrollment information and timely processing of changes.
- Developed effective onboarding materials to ensure new hires quickly acclimated to company culture and expectations.
- Managed employee compensation plans.
- Filed employee paperwork in compliance with state and federal regulations.
- Managed employee relations issues, facilitating open communication and fostering positive workplace environments.
- Entered information for [Number] employees into [Database].
- Supported HR initiatives by creating informative materials such as newsletters, policy updates, and company announcements.
- Mediated conflicts between employees when necessary by effectively addressing concerns through impartial investigations and resolutions.
- Implemented time-saving HR software systems that streamlined administrative tasks and improved overall department productivity.
- Participated in developing organizational policies that adhered to legal requirements while promoting a positive work environment for all employees.
- Monitored compliance with federal and state employment regulations, ensuring the organization remained up-to-date on necessary policy changes.
- Administered compensation processes smoothly by managing salary adjustments, bonuses, and annual increases accurately and efficiently.
- Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.
- Created and implemented forward-thinking initiatives to improve employee engagement.
Benefit and Compensation Supervisor
NSK STEERING SYSTEMS AMERICA
2002.01 - 2011.01
- Total responsibility for implementation and administration of all Benefit Programs which include: Medical, Dental, Life, Disability, 401k, etc
- Managed Total Compensation Program
- Ensured payroll processed accurately and timely for 500+ employees
- Recommend and justify hourly wage increase annually
- Responsible for Job Offers and Merit Increase recommendations and ensure accuracy and equity within the organization
- Ensure that Salary Performance Reviews are objective and have supporting documentation
- Assist with recruiting, pre-Screens, interviews and delivery of employment offers
- Administer FMLA, COBRA and HIPAA to ensure compliance
- Prepare and Communicate presentation materials for orientation, annual benefit changes, and management presentations
- Evaluate and recommend changes to new and existing programs
- Directed implementation of HRIS system and established solid HR base of employee information and analysis
- Drove SOP/work instruction and job description initiative to establish the foundation for training in the Bennington facility
- Oversight of Total Benefits and Compensation which included design, implementation, communication, and audit of total program
- Designed and implemented standardized payroll processes resulting in increased efficiency and decreased payroll costs
- Focused on realigning job title / responsibilities / pay to reflect internal and external standards.
- Negotiated with vendors to secure cost-effective contracts, resulting in significant budget savings.
- Led successful project completions under tight deadlines, coordinating effectively across multiple teams.
- Developed comprehensive job descriptions to accurately reflect roles, responsibilities, and necessary skills for successful performance in each position.
- Analyzed data from internal sources and external benchmarks to continually assess the effectiveness of current compensation strategies.
- Provided expert guidance on compensation-related matters to managers during recruitment, promotion, or reassignment processes.
- Administered annual merit increase process by working closely with department heads to determine appropriate adjustments based on individual performance evaluations.
- Ensured compliance with federal and state wage laws by regularly reviewing and updating compensation policies.
- Participated in industry conferences and workshops to stay current on best practices in the field of compensation management and bring innovative ideas back to the organization.
- Educated employees on their compensation packages through clear communication materials including written summaries, presentations, or one-on-one consultations as needed.
- Assisted HR department in resolving complex employee issues related to wages, overtime calculations, or classification disputes through careful investigation and analysis of facts.
- Negotiated vendor contracts for benefit plans with a focus on cost savings without sacrificing quality coverage for employees.
- Collaborated with recruiters to help develop compensation packages and maintain fair employee pay levels.
- Maintained strong working knowledge of Department of Labor's Fair Labor Standards Act and other regulations.
- Improved employee understanding of benefit offerings through informative presentations and workshops.
- Resolved complex benefits-related issues promptly, maintaining strong relationships with both employees and vendors.
- Conducted annual open enrollment sessions, providing clear guidance to employees on plan changes and updates.
- Developed customized resources and tools to help employees better understand their benefit options and make informed choices.
- Participated in annual vendor evaluations leading to more cost-effective solutions without compromising quality or service levels.
- Reduced company costs by conducting thorough benefits audits and identifying areas of improvement.
- Ensured full compliance with government regulations such as HIPAA, FMLA, COBRA by following proper protocols.
- Performed thorough market research to stay current on industry trends, allowing the company to offer competitive benefit packages.
- Coordinated wellness initiatives within the organization promoting healthy lifestyles resulting in lower healthcare costs.
- Built relationships with vendors to foster quality service delivery.
- Analyzed and evaluated existing compensation and benefits programs and recommended improvements.
- Administered performance-based incentive and bonus plans, encouraging employee excellence.
Education
Management, Supervision, Marketing, Organization Behavior, Management Ethics, Human Resource Management, Management Internship, Various core courses -
Southern Vermont College
Bennington, VT12.1997
Skills
- Human Resource Management
- Strategic Planning
- Team Leadership Skills
- Organization Efficiency Improvements
- Training & Development
- Employee Relations
- Compensation and Payroll
- Succession Planning
- Safety & Lean Initiatives
- Microsoft Office Suite
- ADP/UKG/ICims
- HR policies and procedures
- Microsoft Office proficiency
- Training and mentoring
- Records Management
- Benefits and compensation management
- Corrective Action Planning
- Recruitment and hiring
- Human Resources Operations
- Compliance
- Talent Acquisition
- Payroll Administration
- Onboarding and Orientation
- Legal Compliance
- Staff Management
- Performance Appraisal
- Employee Retention
- Workforce Planning
- Recruitment and selection
- Recordkeeping
- Training development
- Employee Handbook Development
- Background Checks
- Policy Enforcement
- Risk Management
- Organizational Development
- New Employee Orientation
- Leadership Development
- Diversity and Inclusion
- Benefits Administration
- Online position posting
- Internal Communications
- Career Development
- Job Analysis
- Exit Interviews
- HR analytics
- Recruitment Strategies
- Regulatory Compliance
- Personnel Recruitment
- Performance Assessment
- Contract Negotiation
- Training programs
- Compensation Structuring
- Workforce improvements
- Employment law
- Problem-Solving
- Conflict Resolution
- Onboarding, Training, and Development
- Relationship Building
- Exit Interviews and Processes
- Administering Disciplinary Procedures
- Accident Investigations
- Data and Trends Analysis
- Health and Safety Programs
- Unemployment Claims
- Human Resource Information System HRIS
- Confidential Document Control
- Budget Administration
- Employee Development
- Coaching and Mentoring
- Leadership Training and Development
- Compensation and benefits
Websites
Certification
- World at work, completed 6 of 9 modules towards CCP (Certified Compensation Professional)
- Cornel University, Employee Relations, Human Resources and the Law, Salary Administration
- DDI, Certified Trainer, Woman's Development Program
Timeline
Human Resource Manager
NSK STEERING SYSTEMS AMERICA
2016.01 - 2024.07
Assistant Human Resource Manager
NSK STEERING SYSTEMS AMERICA
2011.01 - 2016.01
Benefit and Compensation Supervisor
NSK STEERING SYSTEMS AMERICA
2002.01 - 2011.01
Management, Supervision, Marketing, Organization Behavior, Management Ethics, Human Resource Management, Management Internship, Various core courses -
Southern Vermont College
- World at work, completed 6 of 9 modules towards CCP (Certified Compensation Professional)
- Cornel University, Employee Relations, Human Resources and the Law, Salary Administration
- DDI, Certified Trainer, Woman's Development Program
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