Kristin Emerick

Seasoned Human Resource Manager with a decade of experience in team leadership and organizational development. Demonstrated ability to inspire and engage teams through clear vision and effective communication. Proven success in managing change and maintaining composure in dynamic environments. Focused on building strong business relationships and promoting a positive workplace culture.

• Servsafe Certification 2020
• Paraprofessional Certification 2019
• Member of SHRM 2012-2014
• Hersey and Blanchard-Situational Leadership SLII Model

• Highest employee engagement scores in the Chicago market, St. Louis market, and the Midwest region for four years. Resulted in improved company culture, reduced staff turnover, increased employee performance and lowered accident frequency rates at four different locations in the Midwest.
• Coached and mentored management how to build team specific SMART goals by utilizing data provided on the Employee Engagement Survey and Pulse Surveys. Location improved employee engagement scores over 20% with an astounding 95% participation rate within a 12-month period and maintained growth for three consecutive years.
• Held monthly meetings to present and coach Career Development courses for Senior and Middle Management. Including employee relations, diversity in the workplace, loss prevention, and union avoidance.
• Served as a trained facilitator of the Ken Blanchard Situational Leadership II program delivered to all location and district management. By building autonomy through delegating, supporting, coaching, and directing these teams improved communication and increased productivity.
• Created a high participation wellness program, initiated and managed the rehab of the employee break facility with only volunteer hours, reevaluated the Employee Voice Team to create achievable goals that render fast and measurable results. Mastered these techniques and applied these programs at four different locations to create a healthy work environment.
• District lead for 900 employees in a corporate restructure initiative for the St.Louis metro market. Served as a persuasive Business Partner to multiple Store Managers with the skill to be a diplomat in difficult conversations.
• Adapted and championed the Change Management Model in classroom style training to deliver the company directive in a concise and transparent manner. Anticipated and prepared leadership for resistance, this helped streamline our workforce with an efficient change lifecycle. These locations were orientated prior to expected deadline and thus adapted faster and smoother than other locations.
• Taught management staff how to monitor and manage resistance, dependencies, and budgeting risks.
• Organizational leader through a corporate strategic restructuring process. Reevaluated all job description’s, calculated and proposed newly budgeted salary offers, served as a business partner in workforce planning, and counseled employees through resistance obstacles. Resulting in a well-adjusted team, saving the location time and energy.
• Networking with groups such as the Hispanic Chamber of Commerce, Missouri Career Center, VA employment services, St. Louis ARC, and began Social Media recruiting before it was a company backed initiative. By growing our connections it gave our market the resources to recruit at an enterprise level. Awarded Head of Recruiting endeavors for the St. Louis market for three years with Lowes.
• Managed the processes and procedures for government hiring contracts, insured proper time in phase for applicants in HRIS and created location specific staffing goals.
• Conceptualized and successfully launched the largest and most successful recruiting endeavor for the St. Louis metro area Lowes stores. Successfully processing over 500 applicants in one day, which exceeded any previous recruiting events the Missouri career center had ever held.
• Formed the team of Human Resource managers and selected HR administrators for the unprecedented hiring event. By appropriately leveraging each individual’s skillset, this team of twenty quickly and efficiently moved applicants through the computer screening process and preliminary interviews. This program was extremely successful in meeting the springtime influx of hiring needs and was launched again a second year.