Robin Lupher
Licking County,OH
Summary
Serve as a strategic business partner and internal management consultant in the development of solid human resources and training infrastructures. Championed initiatives to implement and re-brand cultures into unified and cooperative environments with integrated business plans. Supported human capital as a corporate and community partner and volunteered in advisory and mentorship capacities.
Overview
27
27
years of professional experience
Work History
Human Resources Director
Robertson Construction Services (Confidential)
01.2016 - Current
- Instrumental in the development of the Safety department and provided backup support to the Safety Manager including 300/300A reporting, injury investigations and other large safety projects.
- Recommended appropriate resolutions to employee relations concerns and handled disciplinary issues and investigations of misconduct.
- Developed comprehensive training programs, resulting in higher employee satisfaction levels and performance improvements.
- Conducted investigations and assisted with handling employee complaints involving Affirmative Action and EEOC to promote equitable workplace.
- Established and directed onboarding procedures to facilitate smooth transitions for new hires into the organization.
- Discovered and resolved complex employee issues that affected management and business decisions.
- Implemented policies and procedures to ensure compliance with federal, state, and company regulations.
- Streamlined HR processes for increased efficiency and improved service delivery.
- Optimized HRIS systems for better data accuracy and ease of use by both HR professionals and employees.
- Managed workforce planning initiatives, ensuring appropriate staffing levels across departments while minimizing costs associated with overtime or temporary workers.
- Spearheaded diversity and inclusion efforts, fostering a welcoming workplace environment for all staff members.
- Conducted exit interviews to better understand reasons why employees were separating from company.
- Structured compensation and benefits according to market conditions and budget demands.
- Directed job fairs to bring in local talent for long term and seasonal positions.
- Managed other HR staff and oversaw completion of tasks and initiatives.
- Monitored and handled employee claims involving performance-based and harassment incidents.
- Directed hiring and onboarding programs for new employees.
- Identified and implemented appropriate strategies to increase employee satisfaction and retention.
- Oversaw workers' compensation program for employees injured on job.
- Evaluated HR metrics regularly to assess program effectiveness and make data-driven decisions for continuous improvement.
- Instructed senior leaders on appropriate employee corrective steps.
- Implemented wellness programs to promote employee health, leading to lower absenteeism rates and increased productivity.
- Championed change management projects, effectively communicating new policies or processes throughout the organization.
- Oversaw the Interviewing potential hires, negotiated salaries and benefits.
- Managed benefits administration, ensuring cost-effective coverage options for employees while staying within budget constraints.
- Acted as a team leader in group projects, delegating tasks and providing feedback.
- Created succession planning initiatives to identify high-potential employees and prepare them for leadership roles within the organization.
Human Resources Manager
Wilson Enterprises, Wilson Landscape, Wil-Sites
01.2015 - 09.2015
- Recruited and intrigued by the nature of the co-ownership companies with 300+ employees. Afforded with a number of challenging successes to celebrate during this short tenure include; streamlining systems for handling repetitious activities, employee benefits, payroll administration, total rewards, FLSA, and I-9 review,
- Implementation of the WOTC program, safety training development and implementation, risk management and other investigative measures yielding a year to date savings of more than $300,000.00.
- Successful compliance audit and implementation of DOT annual requirements.
- After a full workforce analysis was instrumental in outsourcing the seasonal workforce staffing as a risk management effort to risk management of the Affordable Care Act, as well as reducing time and labor of administrative expenditures in excess of $30,000.00 savings annual.
- Conducted confidential and high level investigation regarding employee dishonesty. This investigation is now a criminal investigation with the opportunity to recover $250,000.00 plus.
Chief Human Resources Officer
BHP Of Central Ohio, Inc.
04.2008 - 08.2014
- Championed the creation of entire human resources department from ground zero. Successful in development and implementation of the strategies to execute a merger and acquisition plan pertaining to key performance indicators of Human Resource Development.
- Chartered the process the of policy review and procedures for the merger/acquisition of three organizations and implemented best practices for all Human Resource functions and regulatory compliances in a ten-million-dollar budget for the non-profit organization.
- Fostered harmony in preparation of the restructure o the merging organizations while enhancing workforce relationships for 180+ employees by carefully crafting and delivering strategic communications regarding the realignment in selected departments and transitional support plans.
- Valued participant with the Employee Advisory Council, the senior administrative team, the Full Board of Directors and the Personnel Committee.
- Successfully consolidated and assigned mandatory training to the workforce to remain compliant with accrediting bodies (funding sources) such as ACA, DRC, ODMH, CARF, ODADS, JFS. Responsible for the partnership of creating and implementing the bi-annual training plan to staff and the initial training to all new staff, and conducting quarterly compliance checks to ensure staff are on target according to their assigned trainings.
- Instrumental in implementing the Subsidized Employer Program into the organization managed in conjunction with The Ohio Department of Job and Family Services screening the qualifications of newly hired staff to comply with the guidelines of the program, yielding $35K in savings for the organization during the first six months.
- Represented the organization at all Unemployment hearings yielding a $90K return, due to the positive hearing decisions in favor of the employer.
Relocation Manager
The Longaberger Company
01.1997 - 03.2008
- Performed a dual role managing all relocation activity including on-boarding training for an average of 100 relocating new hires annually.
- Member of the Senior Recruiting Team that developed the in-house resume database tracking system.
- Coordinated the activities of the self-insured Worker’s Compensation section. Represented the company at Industrial Commission hearing and panel reviews.
- Provided budget comparisons related to open claims and potential settlements. Shared the recognition of saving in excess of $200K for the company.
- Designed a new relocation program utilizing a tiered structure approach to accomplish annual cost savings of $250K.
- Hand selected by the Senior V.P. of HR to step into the Budget Coordinator role for the HR department (300+). Created the budget template and codes t provide training to selected budget assistants when compiling the $200 million dollar budget.
- Established SOP’s and created a high performance work team by developing the knowledge of my direct reports and utilizing their skill sets to optimize potential while servicing a manufacturing workforce of 2,000.
- Developed and implemented a project tracking methodology to improve resource allocation and measure performance of HR staff resulting in strategic efficiencies when restructuring the HR department in to a Service Center concept.
- Hand-picked by senior leadership to develop a tracking system that captured the data from over 5,000 phone calls for a 72 hours Branch Advisor telethon. Fostering the relationship of the sales field, management and basket makers thus improving consultant sales.
- Improved employee awareness of potential accident, fire/health hazards by developing training of and coordinating random drills and improving response times.
- Administered the inter-company HR/Safety web-page to provide alternative communication resources to staff and improve response rates to emergency situations effectively.
- Aligned and developed environmental testing and reported daily operational capabilities of drinking water and wastewater treatment systems and air pollutants for all company locations to the local, state, and federal regulations.
- Played a vital role in the semi-annual company sales leaser and sales consultant convention. Coordinated the volunteers workers in the company store. Created training material and facilitated training to the volunteers at the beginning of every shift.
Education
Business
Central Ohio Technical College
Mt. Vernon, OHSkills
- Communications
- Employee Relations
- Onboarding
- Workers Compensation
- Project Management
- HRIS
- Training & Development
- Employee Relations
- Compensation & Benefits
- Safety Development & Management
- Recruiting & Relocation
Timeline
Human Resources Director
Robertson Construction Services (Confidential)
01.2016 - Current
Human Resources Manager
Wilson Enterprises, Wilson Landscape, Wil-Sites
01.2015 - 09.2015
Chief Human Resources Officer
BHP Of Central Ohio, Inc.
04.2008 - 08.2014
Relocation Manager
The Longaberger Company
01.1997 - 03.2008
Business
Central Ohio Technical College
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