Michele Goodin

Directing the Human Resources strategic initiatives to support the organization as a whole, including multiple ready-mix concrete plants, block manufacturing, customer service, sales, and other corporate functions. As part of the Executive Team, work collaboratively with the Operations Leadership Team to establish the strategic priorities and direction of the organization based on business needs, internal customer needs and external trends and developments. In this role, I am responsible for the design and development of the corporate benefits strategy and ensure compliance with regulatory requirements while optimizing the cost of benefit programs between company and associates to meet organizational goals.
Manage the HR organizational structure, staffing, payroll, and resource allocation. In addition, I review the business needs, develop training plans, and help to ensure HR and Operations implements the training development plans. Drive organizational change and improvements to assure HR architecture, systems, policies, and practices are continuously aligned with strategic business objectives. Manage the talent acquisition and talent development programs. Promoted change management and psychological safety.
Achievements:
• In the 1st month, I brought the organization into compliance with a company handbook overhaul, and required implementation process and policy change
• Applied for 2 grants and working with NC Works for internship opportunities.

As a Senior Human Resources Business Partner II- Supply Chain, I was responsible for the day-to-day department management, including but not limited to Workforce Planning and Recruitment, Onboarding and Engagement, Performance Management, Employee Relations, Training and Development Facilitation as well as performing as a true business partner to the Operations and Transportation Teams. Collaborated with team members to achieve target results. Developed and implemented performance improvement strategies and plans to promote continuous improvement. Worked within applicable standards, policies and regulatory guidelines to promote safe working environment. Drove operational improvements which resulted in savings and improved profit margins. I was hired in this role to rebuild and provide leadership to a struggling facility.
Achievements:
• 2021 Corporate Award for Most Improved Turnover,
• Developed and implemented work instructions for Kronos &

Workday daily usage and created training for Supervisors,
• Created Employee Engagement Committee, implementing a

comprehensive creative program
• Created TV communication tool to share facility information,

recognition and corporate information that was adopted by

several other DCs within the company,
• Selected to participate in development of Training

Program/Onboarding Committee to review/improve key

production engagement/retention,
• Selected to participate in driver onboarding/retention

committee
• Committee member: Women’s Impact Network
• As a result of our leadership team's refocus, our facility

improved from one of the poorest performing sites to a site

that has become a site to be watched in 2022

• roved profit margin

Miscellaneous consulting, contract, and project work through UpWork in areas of Recruiting, HR Policies, various HR Projects, and Payroll.

• Analyzed problematic areas to provide recommendations and solutions.
• Prepared presentations to explain revisions, enhancements and process improvements of organization's systems and programs.
• Created and developed detailed work plans to meet business priorities and deadlines.

In this newly created role: functioned as strategic partner with our business leaders ensuring Human Resources services effectively aligned with and supported strategies to meet the constantly changing business needs of the business units and facility.

Initial focus directed at mentoring and developing human resources staff (9 direct reports and 11 indirect reports in Recruiting, Training & Development, Safety and HR) to create team development and best practices to support achievement of corporate business objectives.

Successfully developed a positive work culture and unification of the manufacturing and distribution businesses.
Key Achievements:
• Created a Retention/Engagement Committee to improve

employee engagement thereby impacting turnover/attrition

metrics
• Improved New Employee Orientation from a half day to 2

days to provide more information about the company, to fully

engage all new hires
• Implemented New Hire Touch Points/Surveys to gather data for

improvements on recruitment process, orientation, and training

for both manufacturing and distribution teams

• Site specific Leadership Development plan implemented for

managers and supervisors

Resigned position due to family relocation to North Carolina

Supervisors and Managersmote continuous im

provement.

SR Director of Field Human Resources (Divisions 1 & 3), YRCW, including New Penn Motor Express, Holland and YRCF, Overland Park Kansas

POSITION WAS REMOTE

Responsible for management of a team of 5 human resources managers with coverage areas to include NY, OH, GA, NC, SC, FL, PA, VA, NJ, TX, AL, MI, TENN and Canada, with focus on employee relations activities for 2 divisions in the northeast and southeast areas (more than 18,000 employees of 36,000 in total enterprise-wide).

Partnered with business leaders to identify, create, and implement all people related programs and organizational change that aligned to the business strategies, with the intent to maximize business performance, effectiveness, and productivity. Provided credible and effective leadership to HR managers and other HR representatives, as well as consulting to business leaders through change management.

Achievements:

Nominated for Women to Watch in Trucking in 2020
Women in Trucking Peer Program development/committee

member (founding member)
Participated in Mentor Program, mentoring 3 team members

through company sponsored mentor program
Founding member of the Diversity & Inclusion Committee
Project team member that implemented and monitored

COVID response initiatives, developing appropriate business

directives for the company

*Vice President of Human Resources/Talent Acquisition/Safety, New Penn Motor Express, Lebanon, PA

Reorganized and managed all HR, Safety, and Talent Acquisition policies and services. Managed, audited, and revamped compliance requirements, training and development, compensation, performance management, and employee relations for union and nonunion employees (approximately 1800 employees).

Utilized best practices and KPIs to create employee-oriented, high-performance culture emphasizing empowerment, quality, and productivity.

Focused efforts in the recruitment and development of an energetic and motivated workforce while ensuring company practices and policies complied with regulations.

Regularly advised CEO on recommendations for improvements as strategic business partner.
Key Achievements:
Implemented a Training Department and developed New Hire

Training at the Operations Level, ensuring safety compliance

Implemented onboarding improvements with continued focus

on employee engagement
Designed the program for the reduction of days to hire from

two weeks to less than five days for front line employees
Restructured and hired new teams in HR, Safety, Training and

Talent Acquisition
Designed Organization’s Safety Plan to include recognition of

safe behaviors, safety checks/audits and positive safety

empowerment to create improved safety culture

YRCW Corporate consolidation-offered SR HR Director role

COVID response initiatives, developing appropriate business directives for the company

Provided executive and business support by driving formal organizational effectiveness and business review processes, ensuring effective delivery of HR services and solutions for multiple business units with 300+ employees at numerous sites. Drove development of fair and effective employee relations programs/policies. Trained department managers to improve performance management at all levels. Promoted innovation and creative solutions and organizational change initiatives. Oversaw Workers’ Compensation, Recruitment of executive to laborer, Safety and Compliance, and ensured CDL Driver compliance. Managed Payroll for multiple locations. Managed multiple merger/acquisition activities to ensure compliance and transition
Managed team of employees, overseeing hiring, training and professional growth
Key Achievements:

Implemented the consortium insurance model – recognized

annual savings of over $500,000
50% reduction in WC costs/claims through focus on safety initiatives and hiring guidelines
Designed and created HR Shared Services Model for the various businesses that fell under the Worley & Obetz umbrella.
Created performance management program to assist in recruitment and retention
Successfully implemented two separate HRIS/Payroll systems
Implemented cutting edge Wellness Plans

professional growth of employees.

• Provide Human Resources leadership and direction to approximately 600 to 1,000 rent-to-own retail outlets and 27 product service centers with a staff of nine Regional Human Resources Managers, one Human Resources Representative, and two Administrative Assistants.
• Essential responsibilities included: Succession Planning, Management Development, Operational execution, Policy administration, and Compensation and Benefits administration.
• Achievements:.
• Improved execution of strategic initiatives in part-time staffing, recruitment, staffing, overtime control, and stores training index.
• Developed and implemented progressive discipline policy and commission program.

• Directed Stores Human Resource activities for 300 store retail chain with 30,000 hourly employees, 1,500 executives, achieving $4.5 billion in annual sales.
• Essential responsibilities included: Succession Planning, Management Development, Employee Relations, Union Avoidance, Recruitment, Retention, Performance Management, Human Resources strategic initiatives, policy administration, and Compensation and Benefits administration.
• Stores Human Resources staff included four Regional Human Resources Managers, Recruitment Manager, Training and Development Manager, Organizational Development Manager, and Recruitment Advertising Coordinator as direct reports.
• Achievements:.
• Lead the development and implementation of a new management structure in all 300 stores, resulting in improved operations, strengthened succession planning, and a $12 million expense reduction.
• Managed the execution of several customer service initiatives resulting in a dramatic increase in the quality of the sales team and customer service perceptions.
• Directed several expense control and reduction projects, including development and communication of a competitive overtime policy for hourly employees resulting in over $2 million in savings.

• Managed all Stores Human Resources activities for the Southern Region based in Dallas, TX.
• Region consisted of 86 stores in 5 states, with 8,000 hourly employees and 500 executives.
• Managed staff of three District Human Resources managers in support of Regional Vice President of Stores, Regional staff and seven districts within the region.
• Implemented regional Human Resources structure improving execution and performance in Recruitment, Succession Planning, Compensation and Benefits Administration, Employee Relations, and Training and Development.

• Managed all Human Resources activities for 42 stores with 4,000 hourly employees and 200 executives.
• Responsible for hourly and executive recruitment, policy administration, compensation and benefits administration, employee complaints, training and development, employee relations and union avoidance.

• Managed Human Resources activities for Utah based distribution facility with 500 hourly employees and 25 executives.
• Facility staff included computer technicians, maintenance technicians, heavy equipment operators, clerical, and general laborers.
• Responsible for hourly and executive recruitment and development, policy administration, compensation and benefits administration, payroll administration, employee relations and union avoidance.