New Berlin, Wisconsin, United States
I leverage my 15+ years of experience and SPHR credential to support the company's vision, mission, and values. I partner with executive leaders and global teams to align people operations with business objectives, enhance organizational effectiveness, and foster a culture of excellence and innovation. My core competencies include strategic human resources leadership, performance management, talent acquisition, employee relations, compliance, total rewards, and HRIS implementation and optimization. I have successfully led and supported the people operations of various companies across different industries and stages of growth, including technology, product, and industrial sectors. I am also bilingual in Spanish and have experience working in both union and non-union environments. I am passionate about empowering people, enabling collaboration, and delivering impactful results.
Trusted advisor supporting the Executive leaders of Procurement, Quality, and EHS global organizations across KION Group and Dematic. KION Group is a global leader in industrial trucks, related services and supply chain solutions across more than 100 countries worldwide. We design, build and support logistics solutions that optimize material and information flow within factories, warehouses and distribution centers. The company is the largest manufacturer of industrial trucks in Europe, the second-largest producer of forklifts globally, and a leading provider of warehouse automation. Help drive initiatives, which will achieve increased efficiency and improve the overall operations. Deliver innovative and pragmatic Human Resource solutions, while implementing processes and procedures to address business needs. Utilize creative problem-solving skills to drive efficiency in programs, processes, practices and initiatives needed to fuel the strategy and growth of the business through its people.
Expertly managed all communication, including COVID leave requests and the implementation of remote work environments for the non-manufacturing employees. Oversaw all human resources functions at both the routine and strategic level as well as all recruiting efforts. Established employee engagement strategies that improved morale, retained talent, and business continuity through multiple changes with the executive leadership team. Fostered strong relationships with senior management, hiring managers, and employees to create synergy across the organization. Delivered HR expertise in the areas of people strategies, talent planning, performance management, compensation, investigations, and resolution of employee relations issues. Improved talent pool by assessing and developing a diverse blend of business leaders, managers, and employees. • Successfully launched the first Development Training Program both locally and globally. • Reduced turnover rates by 25% via job and market salary/wage assessments for all positions. • Decreased absenteeism by up to 50% through revised HR policies, institution of a manufacturing incentive program, and updated the On Call/Call Back policy. • Streamlined the creation of an eight-module training program for managers to guarantee consistency of knowledge, procedures, and approach which led to skill enhancement. • Championed recruitment of 23 critical manufacturing positions in less than 30 days by fostering partnerships with local organizations and enhancing job descriptions. • Represented the Technical Operations Group as a member of the Global Business Continuity Program Committee. • Led and implemented a global HRIS and employee self-service – UKG (formerly UltiPro) • Executed three reorganizations which resulted in a simple transition for terminated employees as well as current employees. • Managed HR Team in AZ, WI, and NC.
Contributed to industry-related and location-related salary surveys as a benchmarking tool. Generated internal salary band model and orchestrated performance reviews surrounding the model. Lowered lost time days and turnover rates through employee morale boosters. • Enhanced employee retention from 47% to 68% through the revitalization of a Talent Acquisition program. • Decreased complaints by 50% through the design of innovative departmental policies and procedures that manage employee complaints. • Spearheaded a recruitment strategy that supported a 50% growth in employee population over one year with a savings of more than $200K in recruitment fees. • Lowered unemployment claims by 62% through the institution of a complex Performance Management program. • Managed and led the HR function for 4 business units in multi-states