Sarah J. Chase

Developed, oversaw, and coordinated of all global leadership development training programs to include C-suite, Sr

• Leaders, Mid-level, Entry level leaders, and high potential leaders (approx 15,000 globally)
• Developed and managed global coaching and mentoring programs in all regions (APMEA, EMEA, LATAM, and NAMER), working with external vendors for software platforms, external coaching organizations, and developing internal coaches for 23,000 employees globally
• Developed, managed, and facilitated global leadership 360 facilitator certification program, and debriefed 360’s for sr Leaders globally
• Developed and managed talent management documents, training, coaching & mentoring support for talent management programs including performance reviews, 9-box calibration, succession planning, development plans, goal setting
• Oversaw and administered all global leadership assessments for entire global organization to include Korn Ferry leadership assessments & 360, Halo 180 & 360 assessments, Wiley DiSC products, Gallup, and MHS EQi
• Maintained all vendor relationships and contracts for leadership development, training, assessments, coaching, and mentoring
• Partnered with executive level leaders to bring appropriate employee training development programs, creating high potential successors throughout the organization
• Prior to Nov 2023, oversaw union and non-union food & beverage production facilities in Northern WI and MN regions coaching and mentoring plant managers and HRBP’s
• Oversaw talent acquisition, onboarding, total rewards, engagement, collective bargaining agreements and employee relations for all responsible union and non-union facilities with over 1,000 employees.
• Trained employees on [Product or Service] and assigned duties.
• Led cross-functional teams to achieve company-wide goals, fostering a culture of collaboration and innovation.
• Assisted with new hire processing and existing training programs.
• Overcame challenging deadlines and resource limitations by reallocating personnel and focusing on priority tasks.
• Increased team productivity by streamlining communication and implementing effective project management strategies.
• Built high-performing teams by recruiting top talent and providing ongoing support through professional development programs.
• Championed change initiatives, successfully navigating teams through periods of transition while maintaining morale and engagement levels.
• Managed budgets and resources, ensuring optimal allocation towards achieving organizational objectives.
• Applied strong leadership talents and problem-solving skills to maintain team efficiency and organize workflows.
• Evaluated staff performance and provided coaching to address inefficiencies.

• And Employee Development
• Oversaw and coordinated all hourly and exempt training development activities for the organizations 5 locations, over 600 employees statewide, and managing a team of 2
• Development and management of first Diversity, Belonging and Inclusion team for organization with employee participation from all departments (over 30 leaders & individual contributors)
• Trained and coached leaders on all aspects of performance and talent management including methods, tools, processes and systems
• Developed and facilitated training for leaders on predictive index assessments and collaboration within teams
• Developed and facilitated training for leaders on Gallup Strength Finders
• Worked with executives and senior management to identify and develop key successors.
• Assessed skill gaps for employees and developed training courses to meet identified needs.
• Collaborated with legal and compliance teams to review paperwork, obtain feedback, and procure available information for new training processes.
• Optimized budget allocation by diligently tracking expenses for all training events and resources.

• Oversaw and directed HR and talent functions in Oshkosh, WI and CA for over 750 employees, managing a team of 7
• Developed and managed employee engagement survey to include development of executive action plan based on employee feedback
• Trained leaders and implements performance and talent programs including 9-box, succession planning and goal setting process
• Developed and facilitated training sessions with leaders on behavioral interviewing, dealing with difficult employee relations, risk & crisis management, policies & procedures (i.e
• ADA, FMLA, STD, 401k, COVID-19 procedures)
• Partnered w/ local temporary staffing agency to hire over 300 contract workers for holiday season (within 4 months)
• Led compensation research project to raise internal starting salary over 30% to keep new hires competitive in local market, increasing employee retention by 13%
• Partnered with benefit broker during open enrollment, added 4 additional benefits, reviewed medical & dental plans structures for cost savings measures
• Completed audit on HRIS system in UKG.
• Implemented succession planning initiatives, promoting long-term stability in key leadership positions.
• Established strong relationships with key stakeholders to ensure alignment of HR goals with business objectives.
• Implemented effective performance management systems for ongoing employee development and growth.
• Managed complex employee relations issues, resulting in improved workplace harmony and satisfaction.

• Oversaw and managed HR and talent functions in multiple grain and ethanol facilities throughout WI for over 115 employees, managing a team of 2
• Implemented first HRIS system
• Structured and developed a talent acquisition and talent onboarding process
• Oversaw merger & acquisition of Stevens Point ADM grain facility, with over 20 employees
• Partnered with safety managers in all locations to create pandemic plans, process and train leaders for ongoing changes and risk management during Covid-19
• Developed first succession planning tools and performance management reviews for owner of organization.
• Managed the onboarding process, providing new hires with necessary tools for success from day one.
• Directed each phase of hiring process, encompassing employment verification, employee relations investigations, criminal background checks and onboarding.
• Coordinated and worked with management on performance evaluations, supervisory practices, dispute resolution, and employee accountability.

• Oversaw and directed HR, training, and talent functions for Appleton, WI location with 1,100 employees, Waukegan, IL location with 15-20 employees, and the Westfield, MA location with 250-280 employees, managing anywhere from 15 to 25 employees over the years
• Partnered with global HR and business leaders to develop strategies to attract, develop and retain top talent
• Partnered with local high schools, colleges and government in developing programs in community attracting future talent (i.e
• Student Leadership Program, Fox Valley Technical College Partnership, Focus Groups & Roundtables)
• Implemented and trained leaders on 9-box, succession planning, goal development, creating development plans, compensation management tied to performance management all within SAP Success Factors
• Mentored and coached HR business partners for development into leadership roles
• Oversaw sight with the other top 5 functional leaders (finance, supply chain, engineering, new aircraft, service aircraft) with absence of VP/GM in Appleton, WI for 1.5 years, taking on safety/risk management/EHS, facilities, and customer support
• Implemented 3–5-year workforce planning with Visier software, partnering with finance and directors to look at budgets
• Led & facilitated 360 assessments for top leaders globally
• Led paint and service hangar reorganization, downsizing paint booth (saving/repurposing 56 of 58 jobs to other depts), restructured all service departments for global alignment
• Assisted in acquisition of Bedford, MA Jet Aviation FAST facility
• Oversaw exempt payroll, HRIS and maintained oversite of all compensation integrity for managed locations (approximately 1,500 ee’s)
• Oversaw employee relations and developed and maintained relationships with legal counsel, both internal and external, to ensure policies and procedures were up-to-date and leaders were trained.
• Developed high-performing teams by providing mentorship, guidance, and opportunities for professional growth.
• Enhanced team collaboration through regular communication, goal setting, and performance evaluations.
• Established a culture of continuous improvement by fostering open communication channels and empowering employees to voice their ideas.
• Cultivated a positive work environment that fostered employee engagement, increased retention rates, and boosted overall team morale.

• Benefits, & Training, Responsibility for payroll and benefits for employees, both non-union and union (working with 9 collective bargaining agreements)
• HRIS administration
• Oversaw employee engagement and training programs and activities
• Employee event coordination
• Implemented cost-saving initiatives, resulting in significant reduction in operational expenses.
• Increased client satisfaction by streamlining business processes and implementing innovative solutions.
• Played a crucial role in company growth by identifying new market opportunities and developing comprehensive strategies.
• Developed and maintained strong relationships with key stakeholders for improved collaboration and strategic alignment.

• Streamlined HR processes by implementing new software, enhancing productivity and efficiency.
• Successfully negotiated favorable contracts with vendors for benefits packages, reducing overall costs for the organization.
• Established effective communication channels between HR and other departments, fostering collaboration and improving overall organizational effectiveness.
• Oversaw labor relations, maintaining compliance with relevant laws and regulations while working closely with union representatives.

• Managed employee relations issues with care and confidentiality, maintaining trust with staff members while resolving conflicts effectively.
• Optimized HR budget allocation by strategically reallocating resources based on department needs and priorities.
• Ensured legal compliance in all HR practices, mitigating potential risks related to employment law violations or disputes.
• Supported organizational change initiatives by guiding employees through periods of transition, minimizing disruption to productivity.

• Provided updates on HR policy changes to employees to satisfy compliance and state laws.
• Evaluated compensation structures and policies, ensuring competitive positioning within the market and internal equity among staff members.
• Established strong relationships with both employees and management teams, fostering a collaborative work environment.
• Discovered and resolved complex employee issues that affected management and business decisions.
• Recommended appropriate resolutions to employee relations concerns and handled disciplinary issues and investigations of misconduct.
• Oversaw talent acquisition efforts, ensuring alignment with company values and growth strategies.
• Invested in professional development opportunities for the HR team, fostering continuous learning and improvement.
• Participated at strategic and operational level to develop and strengthen human resources services, relationships and mission.
• Ensured legal compliance in all HR practices, mitigating potential risks related to employment law violations or disputes.
• Facilitated successful policy implementation and enforcement to maintain legal and operational compliance.