SUZANNE HELMICK

Work History

Southern Research

Birmingham, AL

03.2018 - 03.2023

Provided human resources support to two divisions from recruitment to retirement including talent acquisition, employee relations and engagement employee development, and coaching managers
Supported employees with applying for H-1B Visas, OPT Visas, and permanent residency applications
Successfully recruited staff from technician levels up through senior management positions
Coached managers on employee recognition, compensation, employee development, and employee relations issues.

Confluence Outdoor

Greenville, SC

10.2016 - 10.2017

Leader of human resource team for $70 million business in outdoor industry category that manufactures kayaks, canoes, and accessories
Improved recruiting process for production floor employees to better evaluate candidates and secure better-quality hires
Led recruitment efforts for multiple vice president and director level positions securing high quality talent.

CIRCOR Instrumentation Technologies, Inc

Spartanburg, SC

06.2014 - 10.2016

Leader of human resource function for business unit that produced highly engineered valves, regulators, fittings and sampling systems used in severe service environments
Responsible for locations in Spartanburg, SC and Dovianus, Netherlands
Led cross functional team tasked with developing standard work recruiting process that resulted in better position definition, development of better screening and interviewing steps, and improved identification and preparation of interview team
Using Gallup’s StrengthFinder 2.0 worked with Leadership Team to identify each member’s strengths, determine as team where there were gaps, and identify ways to work as more effective team.

B/E Aerospace, Inc. (now Rockwell Collins)

Winston-Salem, NC

10.2008 - 04.2014

Led 5-member human resources team responsible for providing high-level support for rapidly expanding commercial aircraft seating division
Drove efforts to recruit and retain key engineering and program management talent as business grew from $350M to $753M per year and headcount increased from 350 to 750 in five-year period
Played integral role in redefining HR strategy from transaction-focused mentality to talent-centered model
Worked closely with business leaders to identify staff development needs and address employee performance issues
Supported employees with applying for H-1B Visas and permanent residency applications
Aggressively recruited new talent following multiple rounds of layoffs and recovery from economic downturn; increased engineering headcount by 45% in geographically limited area and met 95% of recruiting targets on Affirmative Action Plan.

Rhino

Winston-Salem, NC

02.2006 - 10.2008

Provided HR support for managers and employees across division headquarters, production facilities, and distributor locations throughout US
Improved recruiting and retention results for delivery drivers by introducing pre-employment assessments and structuring interviews to evaluate candidates based on critical skills and competencies; additionally worked with managers to motivate personnel.