Hannah Hernandez
Lexington,Kentucky
Summary
Versatile Senior Manager specializing in payroll, benefits, compensation and skilled at planning, implementing and overseeing key improvements to drive business growth and efficiency. History of cultivating an open culture with free exchange of information. Pursuing new professional challenges with a growth-oriented company.
Overview
18
18
years of professional experience
1
1
Certification
Work History
Senior Manager, Total Rewards
Benson Hill Holdings
09.2022 - Current
- Develop, plan, manage, and oversee company pay programs
- Set the organization's pay and benefits structure
- Monitor competitive wage rates to develop or modify compensation plans
- Oversee the distribution of pay and benefits information to the organization's employees
- Ensure that pay and benefits plans comply with federal and state regulations
- Manage payroll process to cross train team members and effectively improve process with equity awards
- Design pay-for-performance plans, which include guidelines for bonuses and incentive pay
- Using analytical, database, and presentation software, draw conclusions, present findings, and make recommendations to other managers in the organization.
- Reduced costs, optimized resource allocation, and improved efficiency in managing projects.
- Improved team performance by providing comprehensive training and fostering a collaborative work environment.
- Established strong relationships with clients and stakeholders, ensuring long-term partnerships and repeat business.
- Led cross-functional teams to achieve project milestones and deliver high-quality results.
Workforce Management
University of Kentucky Healthcare
10.2015 - 01.2023
- I determine hiring offers for all staff lines based on work history, job classification, budget by position, and supporting market data
- On average I process around 100 offers a week
- I manage implementation of Market Reviews on current employees to ensure smooth transition of manager communication, employee letters, and updated pay rates
- In our most recent review, I drafted the new salary scale for the Healthcare to ensure that grades were not lost as we moved from a $12.50 minimum to a $13.75 minimum and updated based on Executive Leadership input
- I projected costs to reduce compression from this change and impacted about 3,000 employees base pay
- When Compensation Committee approves a market review throughout the year, I have created a streamlined checklist to make sure the process is completed fully
- This includes reviewing communication with HRBP team before distributing talking points to managers and working with corporate communications to distribute employee letters
- I review SAP actions during and after to make sure all employees needed are included as well as review all hiring proposals to ensure updated offers are sent to HR Employment
- I also developed a spreadsheet to track all market initiatives so that we have the historical data if ever needed
- I manage the Salary Allocation process including determining eligibility, implementing increase, and serve as point of contact for all employee questions
- I have improved this process by creating a partnership with HR Performance Evaluation Team to be more proactive in monitoring the performance evaluation process to help ensure as many employees as possible can be eligible for the annual increase
- Due to this improved process, Healthcare has the highest completion rates compared to the other colleges in the University
- I pull and analyze data to support organization initiatives and surveys including payroll results, actions to employee records, separation data, vacancy reports etc
- I develop and maintain standard operating procedures for Workforce Management as well as training materials used for presentations, educational classes and web based training
- I have assisted in streamlining processes and making them digital to help reduce turnaround time, increase transparency and increase accuracy
- This includes the Salary Recommendation Form process, E-Separation Form, Position Review requests around FTE changes and transfers, and PAR Information sheet
- I serve on various committees such as Onboarding Committee, Position Review Process Improvement, Hiring Process Improvement, Equity Policy Review
- While on the committee for Equity Policy, I developed the idea that would be implemented on how to utilize the 5% tolerance and was able to manage one the two pilot groups to help launch it across the University
- I worked with HR Analyst to develop the tool to assists departments in a simplified manner to show what rates would cause equities
- This process has been in effect for four years and has reduced hiring equity cost by 65% in the enterprise
- I serve as point of contact to consult on compliance with Healthcare policies and procedures as it relates to payroll and hiring practices for departments and human resource business partners
- I created ESH External Learner Org Structure in SAP so that they could have better access to direct reports when launching performance evaluations and required training through the University systems
- This new org structure consisted of 150 positions to hold around 450 different employees and has been used for 3 years
- Systems used: SAP, Kronos, IES, BW, Tableau.
Coach (Manager)
Nike
08.2010 - 09.2015
- Specific work location had 200-250 employees and managed around $43 million in sales
- I managed employee records, onboarding process, payroll processing, performance evaluation process, inventory management, safety and security audits, employee career development and employee schedules
- I managed hiring processes to include referring candidates, conducting phone screening, scheduling interviews, salary determination, extending offers and initiating background checks
- I trained team members in customer service expectations, history and heritage knowledge, and product technology
- Through biweekly touchbases and quarterly goal reviews, I developed multiple staff members that took on leadership roles and management roles to help develop our talent from within
- I served as a resource for other locations to train in utilization of Kronos timekeeping and scheduling to maximize efficiency and productivity
- Upon Kronos launching, I maintained a 0.5% variance from payroll targets in a store that was in the top 10 for sales volume in the country
- Due to the effectiveness, Workforce Management invited me to assist in training other stores in the system and to be a part of the team that launched the updated Kronos 8.0 for the South Western region of the country
- I ran and analyzed reports concerning inventory, sales, productivity, and payroll management
- I served as main HR contact for local employees and connected with Corporate HR partners as needed
- I maintained policies and Employment laws for California and Federal differences.
Retail Management
Ross Stores
08.2009 - 08.2010
- This location had 75-100 employees and managed around $21 million in sales
- I managed employee records, onboarding process, payroll processing, performance evaluation process, inventory management, safety and security audits, employee career development and employee schedules
- I increased scheduling productivity from 15% variance from target goal to only 5% variance from target goal
- This was completed by hiring more part-time employees with availability that the store was previously lacking and navigating better forecast trends to staff appropriately
- I trained team members in customer service expectations as well as shipping and receiving processes
- I decreased asset loss by increasing customer service skills of staff and routine floor walks to review high theft items
- This location had the highest asset loss in the district at the time of my hire and we were able to decrease that lost by 12% in that year
- I ran and analyzed reports concerning inventory, sales, productivity, and payroll management
- I served as main HR contact for local employees and connected with Corporate HR partners as needed
- I maintained policies and Employment laws for California and Federal differences.
Retail Management
Target
06.2006 - 08.2009
- I managed employee records, onboarding process, performance evaluation process, inventory management, safety and security audits, employee career development and employee schedules
- I trained team members in customer service expectations as well as shipping and receiving processes
- I turned around the Food Safety Score from Red to Green by taking on additional food departments and changing SOPs so that they better aligned with safety protocols
- The previous manager felt that the staff should all be turned over, but through training and corrective actions plans, 90% of staff was able to be retained in the process
- I managed all vendor relationships and space allocation for product promotions
- I helped successfully opened a new building with double the volume while closing the previous location simultaneously
- My staff was split between two locations and all vendor relationships had to be maintained to ensure both locations were stocked appropriately throughout the transition
- I ran and analyzed reports concerning inventory, sales, and productivity
- I maintained policies and Employment laws for California and Federal differences.
Education
MS-Criminal Justice, Executive Management and Leadership -
Kaplan University
06.2011
BS-Criminology -
University of California, Irvine
06.2009
Skills
- Strategic Planning
- Cross-Functional Collaboration
- Operations Management
- Cross-functional Team Coordination
- Troubleshooting and problem resolution
- Data-driven decision-making
- Operations Planning
- Data Analytics
- Organizational improvement
- Budget Oversight
- Market Analysis
- Customer Relationship Management
- Technical Proficiency
Job Search Basics
Accounting & Finance, Government & Politics, HR & Recruiting, Operations, Youth & Children, Employee, Manager, Master's Degree, Spouse
Office Setup
PC, Fiber Optic, scanner/printer
Schedule Flexibility
Flexible Schedule, Full-Time, Part-Time, Flexible Schedule, Part-Time, Remote Work, 100% Remote Work
Availability
One Month, Flexible, 40
Certification
Certified Compensation Professional in progress. Completion anticipated by November 2024.
Timeline
Senior Manager, Total Rewards
Benson Hill Holdings
09.2022 - Current
Workforce Management
University of Kentucky Healthcare
10.2015 - 01.2023
Coach (Manager)
Nike
08.2010 - 09.2015
Retail Management
Ross Stores
08.2009 - 08.2010
Retail Management
Target
06.2006 - 08.2009
MS-Criminal Justice, Executive Management and Leadership -
Kaplan University
BS-Criminology -
University of California, Irvine