Mary Anne Stewart

• Reported to Company President serving as the highest level HR leader for Electrical Distribution Company with approximately $450 million in revenue. Supported 450 employees and 29 branch locations across seven states within the southeast territory of the US.
• Coordinated and worked with executives mid-level, and lower management on performance evaluations, supervisory practices, dispute resolution, and talent management.
• Maintained company compliance with local, state, and federal laws, in addition to established organizational standards.
• Maintained optimal staffing levels by tracking vacancies and initiating recruitment and interview processes to identify qualified candidates.
• Structured compensation and benefits according to market conditions and budget demands.
• Directed each phase of hiring process, encompassing employment verification, employee relations investigations, criminal background checks and onboarding.
• Collaborated on hiring and training of new employees, professional growth of staff and team building and motivation.
• Recommended appropriate resolutions to employee relations concerns and handled disciplinary issues and investigations of misconduct.
• Participated at strategic and operational level to develop and strengthen human resources services, relationships and mission.
• Managed other HR staff and oversaw completion of tasks and initiatives.
• Conducted investigations and assisted with handling employee complaints involving Affirmative Action and EEOC to promote equitable workplace.
• Distributed employee engagement surveys to identify areas of improvement.
• Fostered positive work environment through implementation of three internal employee resource groups (ERGs).
• Created and implemented forward-thinking initiatives to improve employee engagement.

The Sonepar Junior Committee is an 18 month internal incentive program comprised of 50 mid-career, under 35 year old managers from around the world who work at an incumbent Sonepar Operating Company. All participants must be nominated by their local Operating Company and hand selected by the Sonepar Chairman, CEO, and the Sonepar Executive Committee. The Committee's primary purpose is to act as Sonepar's 'think tank', working on creating solid networking via extensive collaboration between companies, countries and job functions in responding to Sonepar Executive Committee assignments.

• Each SJC member is divided into a group and given a special assignment that focuses on the strategic vision developed within Sonepar: discussing and exchanging ideas, comparing experiences, sharing cultural specificities, developing strategic thinking, strengthening cohesion and openness, enabling each associate to benefit from the best practices around the world.
• Group 3's official assignment focused on "People Integration, Improving the People Experience Post Integration."
• Worked with 8 member global team to research, network, and meet with global leaders for our assignment and final presentation. This included traveling globally to Italy, France and Canada.

• Advised senior management on organizational development and change management initiatives.
• Provided updates on HR policy changes to employees to satisfy compliance, state laws and COVID-19 regulations.
• Fostered cross-functional relationships to connect managers and employees and improve overall efficiency.
• Resolved understaffing issues, disputes, employee terminations, and disciplinary procedures.
• Met with employees annually for progress reviews and performance assessments.
• Identified HR training needs and conducted training for employees and leadership while recommending approaches to effect continual improvements in business objectives, productivity, and within company to reach business goals.
• Facilitated team-building activities and initiatives, improving collaboration and engagement.
• Investigated and liaised with legal department to respond to complaints of harassment, discrimination, employee grievances, and other sensitive issues and prepared position statements for EEOC.
• Managed full cycle of recruiting, hiring, and onboarding new employees.
• Designed robust compensation and benefits packages to attract top employees.
• Liaised between multiple business divisions to improve communications.

• Advised senior management on organizational development and change management initiatives.
• Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.
• Conducted exit interviews with employees leaving company to gauge areas of success and opportunities for improvement.
• Resolved understaffing issues, disputes, employee terminations, and disciplinary procedures.
• Utilized compliance tools, corrective actions and identification of deficiencies to mitigate audit risks.
• Developed and initiated University recruiting program.
• Worked with senior HR executives to implement best-in-class Paid Time Off and Benefits programs.
• Initiated internal Sustainability and In-Office Recycling Program.
• Fostered 100% completion annual performance reviews and employee self-evaluations.
• Managed all workforce analytics relating to employee demographics, retention, and performance and leveraged for business improvements.
• Maintained executive team scheduling, events, and internal communications.

• Updated key human resource metrics on turnover and terminations using reporting tools on HRMS database.
• Understood, interpreted and mediated human resources inquiries to support administration of human resources policies, procedures and programs.
• Facilitated criminal background check process for new hires.
• Collaborated with payroll to complete and upload pay data and worked with managers to support proper wage and hour compliance.
• Liaised with HR and payroll to coordinate and manage employee leaves of absence.
• Coached managers through employee engagement, documentation, discipline and performance improvement plans.
• Handled new-hire orientation and basic recruiting tasks for best-in-class talent identification.
• Provided guidance to managers and employees on talent management, payroll, FMLA and benefits.
• Conducted confidential investigations of discrimination, harassment and workplace violence.
• Conducted career fairs, screened resumes and interviewed applicants to build candidate pipelines and enhance company culture.
• Assisted with writing job postings and job descriptions for boards.
• Partnered with departmental managers to ascertain hiring needs and subsequently provide candidate recommendations.
• Fielded employee inquiries related to insurance, retirement plan, vacation, sick leave and employee assistance.
• Developed and built internal and external relationships with project teams, department managers and consultant teams to improve delivery of HR services.
• Worked alongside global business leaders to deploy new training strategies.
• Developed and monitored employee recognition programs.
• Created and delivered HR training sessions to staff, managers and executives.