KATIE SANDEFUR, SHRM-SCP

• Serve as a strategic partner to the manufacturing operation by translating business challenges and goals and addressing with the appropriate HD plans
• Key advisor and collaborator on matters relating to talent management, employee relations, and health and safety, among others
• Challenge and coach leaders on how to effectively manage employee relations and personnel issues, promoting a healthy work environment, policy compliance, acting as first crisis responder
• Drive a culture of high employee engagement and satisfaction by promoting team member development and a healthy workplace culture
• Promote connectivity and community involvement by serving as local company partner and representative
• Serve as HD collaborator and communicator to global HD teams
• Ensure connectivity and best practices are aligned between other area facilities and HD sectors

Key Achievements

• Revised new hire orientation - Renegotiated contingent labor agreement for an approximate annual savings of $73k
• DEI chapter chair
• Community development and sustainability pilot program champion, for parent organization.

• Work alongside the company President & fellow leadership team to develop business objectives and strategies
• Collaborated with stakeholders across organization to maintain proper flow of communication and execution of planned initiatives and projects
• Provide coaching and direction to operational leadership in regards to various HR activities
• Support all HR functions in the department
• Maintained company compliance with local, state and federal laws, in addition to established organizational standards
• Led and strategically directed team of human resources professionals, direct and secondary reports
• Created and implemented forward-thinking initiatives to improve employee engagement
• Addressed employee conflicts with appropriate urgency
• Develop and revise HR policies, procedures, and employee handbooks
• Drive and support talent management processes
• Developed succession plans and promotion paths for staff
• Structured compensation and benefits according to market conditions and budget demands
• Coordinated Training & Development initiatives
• Maintained optimal staffing levels throughout plant to ensure alignment with production demands
• Directed hiring and onboarding programs for new employees
• Fostered cross-functional relationships to connect managers and employees and improve overall efficiency
• Work alongside EHS team in management of workers compensation claims and investigations
• Collaborate with affiliated companies and corporate HR Leaders
• Championed company-wide, monthly activities to foster community involvement and charitable support
• Played active part in annual negotiations with benefit providers
• Reduced benefits expenses by revamping company plans for dental, life and disability
• Managed continuous enrollment processes, as well as yearly enrollment periods
• Annual review and revision of shared SPDs
• Expedited resolution to various benefit's related concerns by establishing working relationships with benefit providers

Key Achievements

• Successfully led, initiatives through plant expansion in 2018
• HR leader and support for greenfield site development in 2020
• Corporate project team member for employee engagement survey redesign
• Corporate project team member for redesign of performance management process
• Implemented company's first Voluntary Early Retirement, and Voluntary Schedule Reduction

• Recruitment for all exempt, nonexempt personnel, and contingent workforce.
• Developed and implemented onboarding and orientation programs for new employees
• Conducted thorough investigations of employee activities to identify and target operational and behavioral discrepancies
• Analyzed and reported on employee turnover rates to determine root causes and make recommendations for improvement
• Initiated performance review cycles and provided feedback to managers on employee performance
• Participate in administrative staff meetings
• Maintain HRIS records and creation of various reports; Monitor manpower changes, initiate internal job postings and oversee application processes
• Partner with EHS team to manage worker's compensation claims/leaves, completion of OSHA 300 documentation & tracking
• Evaluated resumes, interviewed, and presented qualified candidates to hiring managers and solicited feedback to refine recruiting strategy
• Conducted telephone and in-person interviews to assess candidate experience and qualifications
• Utilized social media platforms to source potential candidates and build pipeline of qualified talent
• Implemented innovative recruitment strategies to increase number of high-quality job applicants

Key Achievements

• Key role on special projects team to established enterprise-wide (seven companies) onboarding program.

• Supported management of the Human Resources department
• Answered management and employee questions, interpreted contracts and resolved issues
• Addressed employee conflicts with appropriate urgency, considering CBA and all relevant company policies and procedures
• Provided expertise on labor and employment laws to help employers make more effective decisions
• Delivery of all disciplinary actions
• Evaluated success of training programs and recommended improvements to enhance effectiveness
• Developed departmental systems and procedures to better align workflow processes
• Participated in labor-management, administrative staff, and departmental meetings to discuss various labor issues
• Completed in-depth investigations into issues pertaining to discipline and grievance management and recommended strategies
• Oversee the recruitment and hiring process for all union production & craft, non-union exempt & non-exempt positions
• Facilitated onboarding sessions and on-the-job training for new hires
• Fielded employee inquiries related to insurance, pension plan, vacation, sick leave and employee assistance
• Addressed employee conflicts with appropriate urgency, following all relevant procedures
• Conducted exit interviews and off-boarding processes for resigned and terminated employees
• Managed benefits enrollment by answering questions and aiding employees with login details
• Maintain optimal staffing levels throughout the plant and ensure alignment to budgeted plans
• Manage HR Generalist direct report

Key Achievements

• Evaluated and improved applicant screening process for hourly craft positions and all exempt level positions
• Setup & implementation of company's first ATS
• Redesigned new hire orientation to optimize effectiveness
• Revised screening processes for increased accuracy
• Multiple KPI improvements during period of oversight for the hiring process: Overall turnover decreased 22%, hourly production by 18%, non-union positions by 20%.