Josephine Gandolfo-Sabaski

• Provide executive-level leadership and guidance to organization's (2 companies) HR operations.
• Set, enforced, and evaluated legally compliant human resources policies, procedures, and best practices, and identified and implemented long-range strategic talent management goals.
• Ensure Omni business reaches Profit and Revenue goals through various Human Resource cost savings initiatives, including restructuring and reorganizing Operations and Engineering departments.
• Oversee recruiting department and participate in management and executive-level interviews and hires.
• Oversee daily workflow of department and handle discipline and termination of employees in accordance with company policy.
• Ensure compliance with Federal and State laws.
• Collaborated with senior management to manage indirect cost structure impacting Operating Income, including salary analysis and vendor contract negotiations.
• Structured compensation and benefits according to market conditions and budget demands.
• Directed hiring and onboarding programs for new employees.
• Leveraged change management by measuring Employee Engagement and implementing quarterly Surveys. Collected data and implemented initiatives that led to an average satisfaction score of 80%, above set goal of 70%, resulting in maintaining low Turnover Rate of 2.0% versus (KPI)
• Led Safety Committee and trained employees in Good Manufacturing Processes. Outlined Lean Six Sigma concepts, resulting in zero injuries and recordables year-over-year.
• Ensured all regulatory compliance responsibilities, including ISO9001, were met yearly. This included developing Competency Assessment Process that was utilized within 90 days of hire.
• Drive onsite development of performance management, onsite open enrollment process, employee communications, training development and coordination, employee events, and employee relations.
• Developed succession plans and promotion paths for staff.

• Leveraged strategic best practices to increase recruitment and company branding, successfully placing four critical hires within eight weeks of employment without incurring the cost of placement services.
• Successfully negotiated resolution of three open EEOC cases through mediation and conciliation efforts.
• Implemented 9 Box Talent Pool process for non-exempt associates that aligned the company's Culture Card with Promotability and Performance Management strategies.
• Revised the Performance Review process to include Individual Development Plans aligned with Talent Pool results.
• · Developed a Salary Ranges matrix using compensation design principles that help control pay expenses and ensure pay equity.
• Developed a monthly report to track critical Key Performance Indicators (KPI), including Safety, Turnover, Recruitment, and Satisfaction Levels.
• Implementing a Human Resources Communication Board to promote visibility, increase communication, and track KPI monthly progress.
• Trained management and associates on Safety, including OSHA Recordable Avoidance and Behavior-Based Safety (B.B.S.) best practices. Created a Committee of Management and Associates with weekly observations, collaborative meetings, and a workable Action Plan to measure monthly results.
• Designed and implemented region-wide recruitment, behavior-based interviewing, and skill-matching procedures, decreasing employee turnover.

• Leveraged strategic best practices to transform the company into an Employer of Choice in Atlanta, improving our visibility in the community and increasing recruitment, company branding and intern programs participation
• Served as Human Resource Expert by guiding management on various aspects of employment law, including the Family Leave and Medical Act, Americans with Disabilities Act, workplace harassment, and disciplinary procedures.
• Ensured the Human Resources Department effectively and efficiently managed inquiries and cases pertaining to employment laws, including COBRA, Workers' Compensation, EEOC, unemployment, and other federal and state laws covering discrimination and equal opportunity employment.
• Gathered, reviewed, and analyzed business data to identify trends and recommend solutions to improve employee performance. Guide and counsel management in implementing Human Resources strategies aligned with overall business objectives.
• Developed and executed innovative management Talent Assessment Process utilizing metrics aligned with company performance objectives.
• Assisted Leadership in creating and implementing process improvement projects consistent with LEAN manufacturing principles for a rotating 24-hour manufacturing operation.
• Worked with the plant safety committee to conduct accident investigations and maintain the OSHA 300 log. I emphasized implementing Behavior-Based Safety (B.B.S.) practices, which resulted in a 28% reduction of OSHA Recordable in 2016.
• Responsible for accuracy of payroll, including review and weekly uploads and administration of vacation, benefits, and insurance programs.
• Collaborated with Recruiters to identify and hire strategic Management, hourly Associates, and Temporary Labor workforce.
• Developed a reward and recognition plan that included performance-based initiatives, decreasing the turnover rate from 27.8% to 19.9%.
• Implemented a monthly Pulse Survey to measure Employee Satisfaction Level. Introduced a quarterly round-table forum and established a committee to address improvement initiatives, resulting in a sustained satisfaction level of 4.8% out of 5.0%.
• Led investigations and provided transparent feedback to management regarding company culture and employee engagement. Guided management in creating action plans to support continuous improvement and development in critical areas of Employee Relations.
• Implemented a 9-Box Talent Pool process for non-exempt associates that aligned compensation and performance management strategies.
• Identified commonly needed skills and certifications for talent development. Organized in-house personal coaching vs. outside training classes to maximize time, budget, and learning effectiveness.
• Standardized and documented various personnel policies, administrative procedures, and reports to increase productivity and cost savings, such as an Attendance Policy based on a points system and a five-step Corrective Action Process.

• By creating a communication campaign and computer lab that allowed privacy and easy access, I increased employee participation by 15% in core human resources processes, including performance management, management skills survey, leadership certification, and individual development plan.
• Increased Human Resources Satisfaction Survey score by 32% in 2012 by executing a training program tied to internal career development and succession plans called STAR12. This program allows web-based, online, and seminar training capability for all employees throughout the United States.
• Addressing several employee engagement issues regarding recognition, leadership, and professional development, increasing the company-wide engagement score from 6.2 to 7.0.
• Led U.S. human resources, social responsibility, and sustainability teams in managing and executing core finance, human resources, legal, and communications programs.
• Increased internal communication by introducing the Human Resources Electronic Communication Board, which provides employees with critical accomplishments and initiatives from various departments, such as Sales, Marketing, Social Investment, and Sustainability.
• Developed internal policies, including Onboarding, Off-Boarding, Internal Job Posting, Performance Improvement Plan, Inclement Weather Alert Plan, and a process to manage current and past employee files in compliance with Sarbanes-Oxley guidelines.
• Developed and implemented a structured internal and external recruiting process to identify top talent, including formal onboarding processes that saved the company time and money.

Human Resources Consultant, Atlanta, GA/St. Louis, MO/Monroe, LA (2001 – 20011)

• Provided Human Resources guidance to management during merger and acquisition activities to ensure seamless and efficient integration into the organization.
• Wrote, developed, and delivered successful presentations and facilitated training for individuals and groups.
• Managed organizational reductions in force impacting 40 employees and the redeployment of 12 employees.
• Drove immigration initiatives for 250 employees, including a government I-9 audit, localization process, employee Visa extension, and repatriation process.
• Coached management on career path discussions, succession planning, and change management. Assisted in building performance improvement and development plans.
• Created new orientation processes for international employees and provided human resources and relocation support to 519 local and expatriate employees in North America and Canada. Conducted weekly orientation for new hires and internal international transfers.
• Supported the Performance Measurement Process utilizing the Oracle-based Employee Evaluation System (E.E.S.) and provided training in all process phases to ensure accuracy.
• Created and maintained employee files while ensuring compliance with Sarbanes-Oxley.
• Prepared and processed domestic agreements for internal transfers.
• Maintained a Job Posting System for internal mobility by generating daily job opening reports, maintaining employee files, routing applicants to the appropriate hiring manager, responding to candidates regarding the application, and conducting pre-screening interviews.
• Conducted exit interviews and created action plans to improve morale issues.