Sarah Vicuña
Sioux Falls,SD
Summary
Results-driven and collaborative Human Resources leader offering 15+ years in achieving positive results for non-profit and privately owned companies. Skilled communicator and project planner with a focus on process-improvements and a proven track record of leading teams to success.
Overview
12
12
years of professional experience
1
1
Certification
Work History
Interim HR Director
Journey Group Companies
09.2023 - Current
- Advise Executives on various HR matters including benefit renewals in preparation for open enrollment, compensation trends related to merit increase planning, the selection of various division and department leadership positions, centralizing HR support for a division based out of Sioux City.
- Lead the HR team to complete annual strategic and budget planning.
- Completed 401(k) audit through collaboration with third-party resources and internal accounting leaders.
- Effectively coordinate Q3 Management Meeting and All Company Meeting.
- Coordinate the launch of a leadership development cohort to help grow leaders' skills.
- In process of completing market competitive compensation analysis for key positions across the company ranging from construction workers to executive positions to ensure competitive pay to help retain and hire key talent.
- In process of completing employee engagement surveys with the remaining divisions and affiliates of the business to establish a baseline data point.
- Preparing the team to convert paper employee files to electronic format, resulting in more secure and accessible access and reducing redundant and manual activities for HR team.
HR Manager
Journey Group Companies
11.2021 - 09.2023
- Created and executed talent acquisition and recruiting strategies to hire 150+ employees year over year and support company growth goals.
- Implemented first ever H2B Visa worker program to fill critical field position needs.
- Implemented proactive and passive candidate sourcing strategies utilizing LinkedIn and Indeed. Developed Recruiter to utilize strategies.
- Expanded talent pipeline activities through internship and early career placement by broadening Journey Group Companies' career fair presence and deepen relationships with local technical schools.
- Enhanced performance review process by updating compliant job descriptions for over 60 roles and creating accurate performance reviews aligned with company mission and values to allow for performance feedback and recognition.
- Lead and advise complex employee relations investigations related to claims of harassment, discrimination and work comp fraud. Collaborate with legal counsel to navigate open EEOC case.
- Lead HR team to enhance onboarding program by implementing electronic pre-employment process, reducing paper and redundant HR processes. Collaborate with IT, facilities, and division leaders to ensure effective organizational orientation and onboarding.
- Successfully hire and develop corporate Reception and Administrative Assistant function to ensure effective corporate office environment that meets employee and visitor needs.
- Supervised and mentored 4 direct reports and developed cohesive HR team.
Talent Strategy Manager
POET
01.2020 - 11.2021
- As Talent Strategy Manager I provided vision and leadership to POET's Talent Acquisition team (3 FTE), and provide Talent Development opportunities for the enterprise.
- Responsible for forecasting hiring needs, creating and implementing strategic initiatives related to talent acquisition and talent development.
- Lead Talent Acquisition team through a significant company acquisition in June, 2021 where POET acquired nearly 400 employees with 4 weeks planning time.
- Created training materials, scaling the team support to quickly train hiring managers and support a burst of hiring activity.
- Streamlined offer letter & employment agreements process.
- Implemented DocuSign for electronic offer letters.
- Implemented a talent pipeline methodology via applicant tracking software resulting in a network of 2,000 prospective candidates.
- Enhanced POET's employment brand through social media presence, marketing videos, university partnerships, and workforce center partnerships to attract talent and boost referrals
- Provided industry trends related to diversity, equity, and inclusion (DEI) to executive leaders for consideration in POET's 2022 strategic planning process.
- Reduced POET's time to fill for all positions in half through effective marketing/advertising and project management practices.
- POET hired approximately 500 positions annually.
- Managed the Team Member ReferALL program, a source of nearly a quarter of POET's hires.
- Oversaw POET's Internship program, creating 10+ valuable internship networking and learning events to create a positive internship experience and leading to intern conversions to full time positions.
- Leveraged learning management system technology to provide automated new hire training curriculum and right-size content bundles to suit the business' current learning needs.
- Developed recruiting best practices training and applicable resources for leaders for succession planning needs.
CARE (HR) Business Partner
POET
11.2016 - 08.2019
- As CARE Business Partner/ Lead I was a strategic partner to executive leaders in assigned regions/departments including IT, finance, sales, construction, engineering, research, and operations for 28 Midwest locations. In August 2019 I was promoted to Lead CARE Business Partner.
- Recommended HR strategies aligned with key business goals related to; talent acquisition, employee relations, team member development, succession planning, talent mobility, compensation and incentive pay administration, medical leaves of absence, organizational effectiveness and policy compliance.
- Advised on employee relations concerns, supporting leaders in delivering clear, concise, and respectful performance improvement discussions.
- Reviewed and provided feedback to leaders on their documentation, ensuring complete records maintained to help minimize organization risk.
- Led investigations, compile risk assessment, recommend course of action, including coordination of termination of employment when appropriate.
- Assisted employees and leaders in answering questions and interpreting company policies. Recommended policy changes to CARE Director as applicable.
- Lead and co-facilitated leadership development trainings on communication, customer service, bias, innovative problem solving, and various team building events.
- Supported the implementation of new performance-based compensation incentive programs for 3 separate divisions of the company over 3 years, creating SOPs to document the process including suggestions for further scaling the program.
- Supported leaders in completing the annual compensation review process.
Human Resources Manager/ Senior Human Resources Manager
Fraser
02.2012 - 10.2016
- Hired in October 2009 as HR Representative, was promoted to Senior HR Representative, HR Manager in 2012 where I took on people leadership responsibilities and later recognized with additional promotion to Senior HR Manager.
- Created and executed talent acquisition and employee retention strategies for Fraser's 8 divisions across 47+ Minnesota locations while expanding 3 new clinics and multiple new business lines.
- Hired and developed team of 9 direct reports enriching and enlarging roles from niche recruiters to human resource generalists.
- Created and executed the annual talent acquisition strategy to be aligned with Fraser's mission and larger strategic goals for expansion of services and locations.
- Completed the Affirmative Action plan for the company and communicating with area leaders on hiring goals to support the plan.
- In collaboration with legal, trained Recruiters on F1 non-immigrant visa process to allow for OPT and CPT visas.
- Forecasted, created, and managed the talent acquisition annual budget.
- Successfully achieved talent acquisition goals for assigned business units ranging from part-time hourly positions to senior leadership roles.
- Served as the dedicated human resource contact for assigned business units ensuring accurate and timely completion of new employee orientation, employee change forms, performance management, compensation administration, and medical leaves of absence.
Education
Certified Professional
Society For Human Resources Professionals
05.2019
Master of Arts - Human Resources and Industrial Relations
University of Minnesota - Twin Cities
Minneapolis, MN01.2013
Bachelor of Arts - Psychology
University of Minnesota - Twin Cities
Minneapolis, MN01.2008
Skills
- Talent Acquisition & Recruitment
- Employee Relations
- Development & Coaching
- Onboarding & Training
- Legal Compliance
- Compensation Administration
Certification
Society for Human Resource Management- Certified Professional (SHRM-CP), earned 2019
Assessments
- DiSC Style: Di
- Strengths Finder: Strategic, Achiever, Relater, Responsibility, Discipline
- Myers Briggs: ENFJ
Community Involvement
- Habitat for Humanity
- Angel Tree
- Toys for Tots
- Sioux Empire Society for Human Resources- HR Professional Resource Group Facilitator
- Disrupt HR Volunteer Recruiter
- Twin Cities Human Resources Association- New Member Orientation Volunteer
Timeline
Interim HR Director
Journey Group Companies
09.2023 - Current
HR Manager
Journey Group Companies
11.2021 - 09.2023
Talent Strategy Manager
POET
01.2020 - 11.2021
CARE (HR) Business Partner
POET
11.2016 - 08.2019
Human Resources Manager/ Senior Human Resources Manager
Fraser
02.2012 - 10.2016
Certified Professional
Society For Human Resources Professionals
Master of Arts - Human Resources and Industrial Relations
University of Minnesota - Twin Cities
Bachelor of Arts - Psychology
University of Minnesota - Twin Cities
Society for Human Resource Management- Certified Professional (SHRM-CP), earned 2019
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