Johanna Mary Lee

Managed workforce reduction - Successfully handled the planning and execution of workforce reductions, including conducting layoff meetings, providing support to affected employees, and managing communication strategies to minimize disruption

• Employee Transition Support - Coordinated outplacement services, assisting employees with job search resources, resume writing, and interview preparation to ensure a smooth transition
• Overall responsible for all aspects of HR in the Easley manufacturing of over 150 employees
• Developed and implemented HR strategies aligned with business objectives
• Talent Acquisition - Conduct and oversee the whole recruiting process for all personnel to include job posting, screening, interviewing for exempt and non-exempt candidates as well as onboarding
• Increased hiring efficiency by 20%
• Compensation - Process/review biweekly timecards, process wage increases, benefit deductions, tax management, etc
• Terminations - Prepare employees separation notices, related documentation and conduct exit interviews to determine reasons behind separations
• Employee Relations - respond to inquiries regarding compensation, benefits, policies, procedures, and other programs
• Provide counsel and ensure prompt investigation for all legal related matters
• Improved employee retention by 15% through enhanced engagement initiatives and policy updates
• Facilitate employee engagement initiatives and foster a positive work environment
• HR Metrics and Reporting - Analyze HR metrics and prepare reports on key performance indicators such as turnover rates, employee satisfaction, and recruitment effectiveness
• Utilize data to make informed decisions and recommendations for improving HR processes
• Management of FMLA, short-term and long-term disability and any other personal leave of absence
• Process and manage workers compensation and unemployment cases
• Performance Management - Ensure that performance reviews are completed according to company policies
• Provide coaching and support to managers on performance management and employee development
• Updated/created the employee handbook and various HR policies and procedures for the organization
• Compliance and Policy Development - Ensure adherence to labor laws and industry regulations, including health and safety standards specific to food manufacturing
• Maintains compliance with federal, state, and local employment laws and regulations
• Maintain accurate and confidential employee records and documentation
• Maintain knowledge of trends and best practices, new HR technologies, HR management by utilizing SHRM
• Provides support and guidance to HR staff, management, and other staff when complex, specialized, and sensitive questions and issues arise

• Managed HR across multiple US sites, supporting a rapidly growing company
• Responsible for providing leadership in formulating and implementing HR strategies to support business objectives for a rapidly growing company
• Talent Acquisition - Conduct and oversee the whole recruiting process for all personnel to include job posting, screening, interviewing for exempt and non-exempt candidates as well as background checks, drug screens (created a new process), and onboarding
• Compensation - Process weekly and semi-monthly payroll for 120 employees across multiple states (review timecards and approve, process wage increases, benefit deductions, tax management, PTO payouts and/ or bonus)
• Conduct and assess wage surveys within the labor market to determine competitive wage rates
• Terminations - prepare employees separation notices and related documentation and conduct exit interviews to determine reasons behind separations
• Employee Relations - respond to inquiries regarding compensation, benefits, policies, procedures, and other programs
• Benefit Administration - Responsible for evaluating and recommending new benefits or compensation structures or changes to existing plans (Implemented new insurance benefits that included health, dental, vision, STD/LTD, 401k and HSA)
• Management of FMLA, short-term and long-term disability and any other personal leave of absence
• Manage programs to enhance work relationships, morale, and increase retention
• Provide counsel and ensure prompt investigation for all legal related matters
• Manage OSHA recordkeeping and reporting requirements
• Process and manage workers compensation and unemployment cases
• Create and establish yearly objectives for the human resources area that align with the company's plan for growth
• Ensure that performance reviews are completed according to company policies on an annual basis
• Created new handbook, various HR policies and procedures for the organization; to establish that it's implemented consistently without any form of discrimination
• Maintains compliance with federal, state, and local employment laws and regulations
• Maintain knowledge of trends and best practices, new HR technologies, HR management by utilizing SHRM and Catapult
• Provides support and guidance to HR staff, management, and other staff when complex, specialized, and sensitive questions and issues arise
• Participated in variety of audits which included Finance, 401k & WC
• Work with staffing agencies when temporary personnel assistance is needed

• Collaborated with global HR teams to address international HR issues and/or implantation of policies
• Development and administration of various HR policies and procedures for the company
• Conduct yearly personnel planning as well as monthly personnel statistical reporting and forecasting on a quarterly basis
• Talent Acquisition - Conduct and oversee the whole recruiting process for all personnel to include job posting (using social media, and applicant tracking system), screening, interviewing for exempt and non-exempt candidates as well as background checks, drug screens reviews, onboarding and orientation
• Collaborate with department managers to create on the job training by position and understand skills and competencies needed for recruiting to ensure proper onboarding and training
• Work with staffing agencies when temporary personnel assistance is needed
• Compensation - Process biweekly payroll for 60 employees (review timecards and approve, process wage increases, benefit deductions, PTO payouts and/ or bonus)
• Complete employee wage audits and status verifications
• Benchmark salary and employee satisfaction survey on a yearly basis
• Ensure that performance reviews are completed according to company policies on a 90-day and annually
• Terminations - prepare employees separation notices and related documentation and conduct exit interviews to determine reasons behind separations
• Managing recognition program and plant wide monthly events to enhance work relationship, morale, and increase retention
• Provide counsel and ensure prompt investigation for all legal related matters
• Consults legal counsel to ensure that policies comply with federal, state and local laws, and process of visas
• Act as a safety manager for the facility and managing safety committee
• Manage OSHA recordkeeping and reporting requirements
• Act as the local compliance officer for the facility as well
• Employee Relations - respond to inquiries regarding compensation, benefits, policies, procedures, and programs
• Benefit Administration - Setup, review and update compensation and benefits structure programs
• Management of FMLA, short term disability and other personal leave of absence
• Administration of 401k program
• Process and manage workers compensation and unemployment cases
• Monitoring the cost and expenses of HR Management Systems and screening companies
• Track and make sure that all HR KPI's are met on a monthly and yearly basis
• Enhanced employee training programs, resulting in a 10% increase in productivity including training budget
• Implement, review and update the company compliance manual and employee handbook when required changes are needed
• Maintains compliance with federal, state, and local employment laws and regulations
• Maintain knowledge of trends and best practices by utilizing SHRM, Catapult, and HR Hot Seat
• Designed and implemented new HRIS system based on cost and performance
• Conduct internal HR audits
• Participate in variety of audits which included Customers/Suppliers, Finance, 401 & WC

• Recruitment & Onboarding: Managed full-cycle recruitment including job posting, sourcing, screening, and interviewing for exempt and non-exempt positions
• Conducted background checks and drug screen reviews
• Oversaw onboarding, orientation, and training processes
• Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors
• Work with onsite operations team and corporate HR team
• Training and coaching all associates plant wide
• Organization development
• Performance Management
• Process terminations: prepare employees separation notices and related documentation and conduct exit interviews to determine reasons behind separations
• Managing recognition program (birthdays, associate of the month, perfect attendance, etc.) and associates' plant wide events
• Provide counsel and ensure prompt investigation for all legal related matters
• Processes fact finding unemployment investigation reports and/or paperwork for associates
• Act as a safety coordinator for the local site, bridging best practices throughout HR and operations
• Managing safety committee and culture committee
• Handle employment verifications and maintaining accurate record keeping of employee files
• Employee Relations; respond to inquiries regarding compensation, benefits, policies, procedures, and programs for over 150 employees
• Employee services and counseling
• Management of FMLA, short term disability and personal leave of absence
• Process and manage workers compensation and unemployment cases
• Managing labor and maintaining headcount with the support of different staffing companies
• Approval of time for payroll submission

• Payroll Processing: Managed monthly, semimonthly, and biweekly payroll for 80 employees
• Addressed payroll issues, processed changes, and reported payroll and overtime details to GM/CFO
• Compensation & Benefits: Administered compensation and benefits programs, ensuring competitive and compliant offerings
• Internal and international meetings on a weekly basis
• Assistance to Expat from different countries
• Consults legal counsel to ensure that policies comply with federal law and process of visas
• Recruitment & Staffing: Led recruiting efforts including job postings, drafting job descriptions, collaborating with headhunters and external recruiting firms, conducting interviews, and overseeing employee onboarding (including drug screening and background checks)
• Successfully hired over 20 employees to kick off a second shift start up
• Employee Transfers: Managed the transition of temporary employees to company payroll
• Terminations: Handled employee separations, including preparation of separation notices, related documentation, and conducting exit interviews to determine reasons for separations
• Performance Management: Oversaw performance management processes, including disciplinary actions
• Handle employment verifications, birthday recognition, and maintaining accurate record keeping of employee files
• Policy Development: Maintained and updated the company handbook, developed new policies, and ensured adherence to existing procedures
• Employee Relations: Addressed employee inquiries regarding policies, procedures, and programs
• Provided counseling and conducted investigations into claims
• Meetings with Board of Directors, Department of Labor and quarterly Manufacturing meetings

• Managed office operations including phone handling, filing, faxing.
• Oversaw office inventory activities by ordering and requisitions and shipment receiving.
• Oversaw Accounts Payable (AP) and Account Receivable (AR), handled billing and collections using QuickBooks (QB)
• Maintained accurate financial records by reconciling accounts payable/receivable transactions regularly to ensure balanced budgets
• Processed new hires, conducted E-Verify, managed health and benefits plans, and performed applicant screening and driver license checks
• Updated employee statuses and allowances (W-4), and handled wage audits, unemployment claims, and income verifications
• Ensured accurate weekly payroll processing by verifying hours worked
• Kept track of vacation availability
• Conducted daily errands, including post office visits, banking, and client visits
• Managed project take-offs and notarized release of liens
• Managed vendor relationships, negotiating contracts for cost savings while maintaining high-quality services.

• Managed Workforce Reductions: Successfully handled the planning and execution of workforce reductions, including conducting layoff meetings, providing support to affected employees, and managing communication strategies to minimize disruption
• Legal and Compliance Oversight: Ensured compliance with all legal and regulatory requirements during layoff processes, including adherence to WARN Act regulations and company policies
• Communication and Documentation: Developed and communicated layoff policies and procedures to staff, prepared detailed documentation, and maintained records to support transparency and accountability
• Team Management: Led a team of HR professionals, focusing on staff development and performance management
• Strategic Advisor: Acted as a strategic partner to the leadership team, providing HR insights and recommendations
• Budget Management: Developed and managed the HR budget, ensuring alignment with organizational goals
• Recruitment & Onboarding: Oversaw the recruitment process, including job postings, applicant screening, interviews, reference checks, background checks, and drug screenings
• Facilitated new hire orientation
• Employment Administration: Processed employment verifications, workers' compensation claims, and unemployment claims
• Employee Relations: Addressed inquiries related to compensation, benefits, policies, and procedures for over 500 employees
• 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.
• Managed employee discipline and counseling
• Compliance: Maintained company compliance with local, state, and federal laws, in addition to established organizational standards. Ensured adherence to HR-related legal requirements, including ADAAA, FMLA, FCRA, USERRA, ERISA, ACA, FLSA, etc
• Terminations: Managed employee terminations and conducted exit interviews as needed
• Policy Implementation: Developed and implemented company policies and procedures, including attendance and safety policies
• Performance Management: Conducted performance evaluations and managed employee recognition programs
• Training & Development: Oversaw training and development initiatives to enhance employee skills and performance
• Benefits Administration: Managed employee benefits programs, including recommending changes, processing claims, conducting educational programs on benefits and ensuring cost-effective coverage options for employees while staying within budget constraints.
• HR Information Systems: Ensured efficient operation of HR Information Systems (Payroll, Benefits, Tax Management, Leave Management, ATS and LMS)
• Payroll Processing: Managed weekly payroll for exempt and non-exempt employees, including deductions, adjustments, and annual increases
• Bilingual Support: Translated documents from English to Spanish as needed
• Staffing Relations: Coordinated with staffing companies, including weekly meetings and managing temporary personnel
• Reporting & Administration: Prepared labor reports, processed invoices, and created and assigned access badges for temporary employees
• CFO Support: Assisted the CFO with collections, including calls, emails, and monetary transactions. Generated end-of-month collections reports
• Directed job fairs to bring in local talent for long term and seasonal positions.