Savannah Guffey

• Managed multiple projects simultaneously while adhering to tight deadlines.
• Assisted in developing training plans for new hires and existing employees.
• Worked closely with vendors in order to secure appropriate resources for upcoming trainings.
• Identified areas for improvement within existing training programs and provided recommendations for change.
• Designed and implemented comprehensive training programs to meet organizational needs.
• Collaborated with department heads to tailor training programs to specific job roles and functions.
• Assisted in the development of succession planning initiatives.
• Prepared reports related to HR activities, such as compensation trends, projections, and training costs.
• Advised management on legal compliance related to employee relations matters, such as FMLA, ADA, and EEO.
• Maintained confidential personnel files in accordance with applicable laws and regulations.
• Established and maintained trusted relationships around organization to optimize business and employee experience.
• Developed and documented HR procedures to refine processes and drive compliance with policies.
• Managed recruitment processes, including job postings, candidate screening, and interviews, ensuring timely and efficient hiring.
• Assisted with volunteer-based committees, such as the Wellness Committee and Joint Safety Committee.
• Maintained and updated organizational charts, employee policies, and performance evaluations.

RECRUITING:

• Pioneered the establishment of the company's first internal recruitment department, revolutionizing the hiring process after 15 years in business.
• Implemented and integrated the company into an Applicant Tracking System (ATS), resulting in a 42% reduction in time-to-hire and increased process efficiency.
• Managed a team of three that successfully scaled the company by an impressive 53% within a 12-month period.
• Personally responsible for sourcing, interviewing, and onboarding 61% (29) of the new employees over the past 12 months while also managing the HR function.
• Spearheaded strategic recruitment efforts, leading to a 15% increase in top-talent attraction by implementing post-interview surveys for disqualified candidates and those who withdrew from the interview process or declined offers.
• Designed and developed interview and evaluation templates from the ground up.
• Hired a diverse variety of new employees ranging from entry-level warehouse employees to C-suite executives with a particular expertise in identifying and attracting top-tier candidates for director-level and above positions, contributing to the strategic leadership and growth of the organization.
• Demonstrated exceptional leadership and personal performance, causing the CEO to make the strategic decision to discontinue contracts with external staffing firms, opting instead to bring all staffing functions in-house to leverage my team's expertise resulting in cost savings of approximately $150k annually.
• Negotiated financial terms and agreements with outside vendors and recruiting partners, saving the company an additional $43k annually.
• Conducted regular training sessions for leadership and hiring managers, ensuring adherence to interview etiquette, Equal Employment Opportunity Commission (EEOC) compliance, and legal best practices. Achieved an 70% increase in interviewer preparedness, leading to more effective and compliant hiring practices across the organization.

HUMAN RESOURCES:

• Pioneered the establishment of the company's first-ever Human Resources department, addressing long-standing issues stemming from 15 years of operation without dedicated HR support.
• Acted as a one-person Human Resources team, managing all human resource documentation, including new hire offer letters, employee contracts, legally binding documents such as NDAs and Non-Competes, and all other corporate policies and procedures.
• Successfully orchestrated the transition from an outdated and inefficient HRIS to a cutting-edge, state-of-the-art HRIS, overseeing all aspects of implementation, troubleshooting any challenges, and ensuring seamless compliance throughout the process.
• Acted as a liaison between external legal counsel and the company, ensuring seamless compliance with existing people operations policies and procedures while identifying and communicating potential risk-related issues to the executive team, enabling proactive risk mitigation.
• Strategically revamped the company-wide Paid Time Off (PTO) policy, aligning it with industry standards in large metropolitan areas such as Boston, Massachusetts, and Portland, Maine. Resulted in a 30% increase in employee satisfaction and a 9% decrease in employee turnover due to improved work-life balance.
• Implemented integration strategies to assimilate new hires into the existing cultural framework while preserving the core values that define the company.
• Lowered employee healthcare and benefit costs by transitioning to a new insurance provider with reduced annual rates. Additionally, improved employee satisfaction by strategically increasing employer-paid premiums to cover 50% of the costs.
• Cultivated meaningful relationships with employees, resulting in a significant upsurge in open and candid dialogue between employees and leadership.
• Played a pivotal role in the development and successful implementation of critical company culture initiatives, including "The Fun Committee," quarterly All-Hands meetings, regular anonymous employee surveys, and the introduction of bi-weekly "Feast Fridays" to promote employee engagement and camaraderie. These programs collectively contributed to a 38% increase in employee satisfaction and a more cohesive company culture.
• Spearheaded and conducted regular leadership training initiatives across the company, resulting in a 20% improvement in leadership effectiveness, as measured by post-training assessments.
• Maintained strict compliance with Equal Employment Opportunity Commission (EEOC) and Americans with Disabilities Act (ADA) regulations throughout the organization, mitigating potential legal risks and fostering an inclusive workplace for all employees.

• Position ended due to relocation from Tennessee to New Hampshire.
• Remotely led and managed end-to-end recruitment processes for a 5 person recruiting team within a high-volume Recruitment Process Outsourcing (RPO) firm, consistently exceeding client expectations.
• Managed hiring needs for 8 manufacturing and corporate locations nationwide - each with vastly different hiring needs and qualification requirements.
• Collaborate closely with client stakeholders to define job requirements, develop tailored recruitment strategies, and provide expert guidance on market trends and talent acquisition best practices.
• Collaborated closely with the Recruiting Manager to facilitate daily team standup meetings, fostering a productive atmosphere and ensuring alignment with hiring goals and providing strategic recruitment advice when needed.
• Took the initiative to lead and oversee the successful implementation of career fairs for clients, including virtual job fairs tailored to veterans, targeted recruitment efforts for trade school candidates, and participation in unemployment office career fairs for entry-level roles, leading to a 25% expansion in candidate outreach.
• Continuously monitor and analyze recruitment data to identify trends, areas for improvement, and opportunities to optimize recruitment strategies, resulting in an average reduction of time-to-fill by 20%.
• Conducted 12-20 comprehensive candidate assessments per day, including behavioral interviews, skills testing, and reference checks, ensuring alignment with client culture and job requirements.
• Designed and implemented a KPI-based team spreadsheet, promoting healthy competition and transparency within the team. This approach resulted in a 19% improvement in individual recruiter performance and a 12% increase in average monthly placements and enhanced team collaboration.

• Managed a high workload of 60-100 claims concurrently, encompassing ADA leave and accommodations, FMLA, short-term disability (STD), and long-term disability (LTD), ensuring efficient processing and timely resolution.
• Acted as the primary liaison with HR Managers at blue-chip companies, maintaining relationships with 10-16 clients simultaneously. Ensured strict compliance with state and federal laws, including HIPAA, ADA, FMLA, Maternity Leave, STD, and LTD.
• Collaborated closely with the internal legal team to develop an in-depth understanding of relevant laws, ensuring that my team and I maintained legal compliance in all aspects of claims processing.
• Effectively communicated with plan participants via phone and high-volume email, providing comprehensive education on their rights, the accommodation and leave review process, and related procedures.
• Facilitated seamless communication by phone and email with medical providers to obtain and manage essential medical documentation for employee claims, streamlining the claims review process.
• Demonstrated empathy and professionalism when communicating unfavorable news, such as claim denials, to employees, fostering a supportive and understanding environment during challenging moments in the claims process.
• Conducted meticulous reviews of medical records and documentation, scrutinized medical diagnoses and the effects of medical conditions, and ensured that employees met the specific requirements of their claims, enhancing accuracy and efficiency in claims processing.

• Successfully sourced, screened, and recruited skilled trade professionals, resulting in an average of 25 new hires per month for various clients.
• Maintained a talent pipeline of 200+ qualified candidates at all times, reducing time-to-fill positions by 20%.
• Conducted in-depth interviews and skills assessments for candidates, ensuring a 90% match rate for skills and qualifications.
• Partnered with hiring managers to define job requirements, resulting in a 92% satisfaction rate with candidate placements.
• Coordinated and facilitated weekly hiring meetings, increasing the speed of candidate selection by 30%.
• Created and implemented a candidate referral program, resulting in a 28% increase in qualified referrals.
• Generated monthly recruitment reports, tracking key metrics such as time-to-fill, cost-per-hire, and source effectiveness, enabling data-driven decision-making.