Lana Randen-Gaskins

• Hired to ramp-up operations for large multi-year fiber internet build
• Goal was to increase headcount by 100 within my first year
• Hired 76 employees for 6 different locations in Wyoming and Colorado in 2022
• Completed phone screening, scheduled interviews with hiring managers, completed pre-employment testing and onboarding process for each candidate/hire
• Create and trained hiring managers on the interviewing process, interviewing techniques and onboarding process to ensure all candidates participate in similar interviewing process and new employees have a positive onboarding experience no-matter the department they work in (either onsite or remotely)
• Create and present quarterly HR/Safety/Legal training for all levels of supervisors (remote and in-person) within the organization
• Ensuring the training is engaging, hands-on and interactive for all
• Schedule and lead monthly and/or quarterly employee engagement activities
• Examples of recent activities include: Financial Wellness Challenge, Relieve Stress and Invigorate your Life 6-week challenge, Walk to Wellness Challenge and Home Declutter Challenge

• Manage all HR functions for over 500 full time employees located in Gillette, WY (Eagle Butte and Belle Ayr Mines), remote Eagle Forge employees (corporate company) and Ashland,KY (Eagle Highwall Mining)
• Benefits Administrator – working with our Insurance Broker I make all decisions regarding changes/updates to our benefit package
• Administer all contracts with benefit providers, and act as the Plan Administrator for all plans (medical, dental, vision, 401k, life, disability) Actively recruit for all salaried open positions, create the recruiting plan, work with hiring managers to interview candidates and coordinate all offers (including the financial aspect of each offer) Administer the company Safety Incentive Plan and Annual Bonus Plan to ensure consistency within the plans, scheduling all monthly and annual payouts under the plans and work with department managers to ensure consistency in payouts
• Oversee our Payroll processing for over 500 employees within 3 companies on a bi-weekly payroll schedule
• Ensure all benefits are withheld from employee paychecks, hours are paid correctly and payments to all vendors and benefit plans are processed in a timely fashion
• Administer all discipline for employees at the written level or higher to ensure consistency among the locations and situations
• Track all disciplinary action and remove discipline from employee’s records timely.

• Built client relationships by responding to inquiries, identifying and assessing clients' needs, resolving problems, and following up with potential and existing clients.
• Delivered outstanding service to clients to maintain and extend relationships for future business opportunities.
• Built a strong rapport with key decision-makers within client organizations, fostering trust and long-lasting partnerships.

▪ Manage the HR function for the Western Region (500 salaried and hourly employees) based in 8 Shop/Field locations in Wyoming, Utah, Nevada and Montana.

o Employee Development – Individual Development Plan creation, tracking and follow-up for high potential salaried and hourly employees. Working with Managers to create and prioritize high-potential employee development opportunities.

o Organizational Development – Partner with General Manager, Regional Managers and HR location staff to utilized employees in positions that complement their abilities and create opportunities to expand their skills/knowledge.

o Legal Compliance – draft responses to all legal matters (MSHA, OSHA, EEOC and State of Wyoming) and work with Legal Department to mitigate legal issues involving the organization

o Bonus/Merit program facilitator - Working with Corporate office, create budget for annual bonus/merit program and work with location Management teams to complete bonus/merit process for all hourly/salaried employees within their location(s).

o Succession Planning – create and present a Succession Plan for the Western Region addressing all key roles and update the Plan as role changes occur

o Compensation – Regional wage analysis for salaried and hourly roles, HAY and Grade program administration and equity adjustments through-out region and across US

o Regional Policy Development and Administration – Working with corporate office to create policies/procedures that ensure compliance with Federal, State (all states within region) and Joy Global policies. Create training and present training on all policy changes to multiple site locations and employees.