INGRID WETZELL

I developed comprehensive onboarding programs to integrate employee experiences smoothly. I also assessed compensation structures to maintain market competitiveness and promote internal equity among employees at all organizational levels.

• Collaborating with executive leadership, I aligned HR objectives with broader business goals.
• I conducted detailed audits of HR systems and processes, identifying opportunities for improvement. I also implemented performance management systems that enhanced employee productivity and engagement. I directed payroll functions to ensure accuracy and timely processing.
  
  Addressing complex employee issues was a priority as I worked to resolve challenges that influenced management and business decisions. I successfully facilitated the implementation and enforcement of policies to uphold legal and operational compliance.
  
  My recruitment efforts focused on attracting top talent, which contributed to maximizing data analysis and strategies. This resulted in improved candidate quality and faster time-to-fill metrics for open positions.
  
  I introduced wellness programs that encouraged healthy lifestyles among employees, significantly contributing to lower absenteeism rates. Additionally, I streamlined HR operations, boosting efficiency and generating cost savings while proactively reducing employee turnover through targeted retention strategies.
• Optimized recruitment strategies through data analysis, leading to improved candidate quality and reduced time-to-fill metrics for open positions.

• Company Overview: 1200 associates, two plants, 3 locations
• Responsible for the development, execution, and implementation of policies and management human resources functions, such as employment, compensation, associate relations, benefits, training, and associate services for the manufacturing facilities and manages programs and deliverables across the network- 1200 associates, two plants
• Partners with managers in the implementation and development of effective personnel policies, training programs, and other shared services
• Serves as liaison between management and employees and consults and counsels company leadership on Training, Associate Engagement, and processes and procedures
• Responsible for the implementation of in-house class training, associate engagement and recognition, and other shared services and programs as needed
• Accountable for the budget and served as the Corporate HR liaison for two plants
• 1200 associates, two plants, 3 locations

• Company Overview: 65 associates
• Responsible for the overall direction and management of all essential human resources functions and personnel management for a civil engineering firm, including but not limited to employment screening and interviewing of applicants; employee relations, training, communications, benefits administration, performance evaluations, and disciplinary actions
• Serve as an advisor and consultant to managers and lead employees of different departments.
• On anticipated staffing needs, retention methods, and alternative staffing methods
• Managed college programs and off-site recruiting
• Established and maintained the firm's policies and procedures, conformance with state and federal laws, workforce needs, and standards of quality
• 65 associates

• Company Overview: 1450 employees, state of NV
• Responsible for the direction and administration of all the human resources functions at the State of Nevada Law Enforcement department
• Responsible for the oversight of all personnel operations for 13 different law enforcement divisions with over 1400 employees
• Direct the implementation of recruiting, training, compensation and internal communication programs for the agency consult with management and develop policies and procedures contributing to effective organizational development
• 1450 employees, state of NV

Responsible for over 2,500 associates and oversees all human resources functions at a destination resort.

• Key responsibilities include implementing employee development, training, compensation and benefits, recruitment, and internal communication programs for the property. The HR team collaborates with management to create programs that contribute to effective organizational development.

• Company Overview: formerly Promus Companies Inc.- Holiday Corporation
• Responsible for the performance of all essential personnel functions, including screening and interviewing applicants
• Advisor and consultant with managers and supervisors of assigned departments on anticipated staffing needs, retention methods, and alternative staffing methods
• Company's representative in unemployment hearings
• Managed college programs and off-site recruiting
• Established and maintained policies and procedures for filling job openings in conformance with state and federal laws, workforce needs, and standards of quality
• Formerly Promus Companies Inc- Holiday Corporation
• Managed annual performance review process, ensuring timely completion of evaluations and goal setting for all employees.

Transferred to Washington after closure of management contract in New York City property

• Responsible for administering company's hiring and screening practices
• Managed administration of payroll procedures
• On-going implementation of all team members' orientation as well as company's training programs such as ADA, Embassy Way, and 100% Satisfaction Guarantee and Hazcom
• Assisted Department Heads with hotel's labor standards, employee counseling and discipline
• Administered Worker's Compensation, EEOC reports, Labor law regulations, Company's Risk Control Programs, and safety regulations
• Assisted Department heads with ensuring quality and consistent product, as well as high levels of customer service
• Optimized workforce allocation by conducting thorough job analyses and redesigning outdated roles where necessary.