SHERRY JOINER

*** *********** *****, ** *****

615-***-**** (MOBILE)

SUMMARY

• HR Dept. Mgr. & Team Leader Fortune 200 Best HR Practices

• • HR Audits

• Strategic Planning & • Manufacturing / Distribution • 24/7 HR Support

• Full Cycle Recruitment & •

Visioning Lean Manufacturing Operations

• Employee Relations •

Selection FLSA / FMLA / OSHA / ADA

• EEO / Affirm. Action/Vets 100 HR Budgeting

•

Team focused Human Resources Manager (PHR Certified) and process thinker with 15 years’

experience in HR Management possessing extensive knowledge of HR best practices, continuous

improvement, employment law/legislation, benefits/compensation, recruitment/retention, safety,

training/development, records retention, performance/succession planning, strategic partnering,

corporate reporting, conflict resolution, internal investigation, union avoidance, and facility start-

ups.

A proven and insightful hands-on leader owning a highly transferable, solid, and diverse skill set;

which enables cross-functional alliances and strategic partnerships with all levels of personnel.

Seek an opportunity to positively impact internal/external customers. Possess a strong focus on

achieving goals and initiatives that support the organizational vision and company culture.

ACCOMPLISHMENTS

Cost Effective: Increased company profitability – Varied background in different areas of

manufacturing provided opportunities to partner with production in realizing a 14 % Reduction

in overtime costs through modifided work schedule of call center employees. In addition, fleshed

out 11% production cost savings by creating a structured Employee Accountability Program

enhancing timely delivery of quality goods.

Innovative: Lowered WC incident rating from 16% to 0% within a 3 month period via creative

safety awareness plan that effectively reduced workers’ comp injuries and propensity for injury,

and led employees to accept accountability for their safety in the workplace. Enhanced inventory

efficiencies to 99% due to unique method of inventory measurement.

Change Agent: Encourage all organizational members to successfully navigate meaningful

change by providing understanding of the need for change, motivating them to accept and

embrace the change, and using open communication, training and follow-up to ensure their

participation in successfully driving the change through the organization. Reduced grievance

filings by 92% via redesigned grievance procedure.

Employee Relations: Proactively maximize positive employee relations while minimizing legal

risks through building successful relationships via over-communication, employee

empowerment, effective training techniques, guidance, coaching/mentoring skills, and excellent

Human Resources representation.

Protection of Critical Assets: Added value to organization – via due diligence, development and presentation of

Anti-Harassment/Sexual Harassment training program for all exempt/non- exempt employees. In-depth training in

areas of Union Avoidance, Lean Office, Lean Manufacturing, Communicative Manager, AAP/EEO, 5s+ training,

FMLA/FLSA from Emerson Electrics world renown training facility in St. Louis, Mo.

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PROFESSIONAL EXPERIENCE

SIMPLICITY CREATIVE GROUP 05/2008

to 12/2013

Human Resources Manager – Antioch TN

Simplicity Creative Group is dedicated to encouraging and supporting creativity with high quality, fun to use products,

projects and services. Our family of well-known craft, sewing, knitting, hobby and home decorating brands includes:

Simplicity®, Pattern Company, Wrights®, Conso®, Boye® Needle, E-Z Quilting®, and British Trimmings.

• 175 exempt/nonexempt employees

• Assist HR Director concerning federal/state employment law issues, employee relations and conflict

resolution

• Anti-Harassment/Sexual Harassment Manager- assisted in the design and presentation of in-depth anti-

harassment training program; perform investigations and assist in the decision making processes

• Represent employer for all unemployment related issues

• Advise Department Managers and Supervisors in employee relations strategies and issues

• Provide guidance to Managers/Supervisors concerning Employee Appraisals

• Counsel with employees and provide guidance to management in progressive disciplinary actions

• Compilation of Corporate Reports to Director of HR, CFO and Presidents

• Employee requisition requests, recruitment process development, job postings, background checks, reference

checks, initial interviews, interview scheduling, Offer Letters; perform orientation for all exempt and

nonexempt employees

• Track Attendance and provide disciplinary counseling

• Maintain all personnel files

• Manage contract worker program

• Prepare EEO-1 reports

• Enter and Term employees in the HR/Payroll system (ADP) including promotions, new hires, transfers etc.

• Participant in company 5s Workplace Organization and Lean Manufacturing training course

• Managed leave of absence programs (FMLA, medical, personal, and military) to ensure compliance with

company policy and state/federal regulations

• Conferred with third party administrator to ensure compliance with worker’s compensation regulations

• Executed benefits administration (excellent employee support, claims resolution, change reporting, audited

and approved invoices for payment, communicated benefit information to employees, open enrollment)

CORRECTIONS CORP OF AMERICA

2007 to 2008

Human Resources Manager –Nashville, TN

CCA is the 4th largest corrections system in the country behind 2007 net income of over $133 Million. CCA houses

80,000 offenders and detainees in more than 60 facilities, 42 of which are company owned.

• 240 exempt/non- exempt employees

• Reduced grievance filings by 92% via redesigned grievance procedure

• Formal management and associate training initiative: Maximized organizational potential through preparing

and conducting training program designed to improve skills, encourage productivity, and maintain company

culture. 100% positive feedback

• Established Warden/Correctional Officers Round Table: positively impacted management credibility via

monthly meetings to address employee issues. 100% positive feedback

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• Chaired Employee Retention Program: development of effective and informative orientation process, unique

employee appreciation items, performance based rewards/acknowledgments, and non-stop open and informed

communication

• Chaired Problem Solving and Investigation Team for 240 Correctional Officer/Management Team facility

EMERSON HEATING PRODUCTS INC.

2005 to 2007

Human Resources Manager –Murfreesboro, TN

A Division of Emerson Electric, a $24.8 Billion Fortune 200 global manufacturing company, headquartered in St.

Louis, MO.

• 125 exempt/non- exempt employees

• Lowered WC incident rating from 16% to 0% within a 3 month period via creative safety awareness plan that

effectively reduced workers’ comp injuries, and propensity for injury

• 75% reduction of partial day PTO usage/ increased output/ logged production hours, influencing on-time

delivery through restructured attendance policy

• Enhanced inventory efficiency to 99% due to unique method for inventory measurement

• Boosted individual proficiencies between 20-37% as a result of enhanced productivity techniques

• Completed Emerson Electric’s renowned training programs: Six Sigma Yellow Belt, Union Avoidance, Lean

Office, Communicative Manager, AAP/EEO, 5S+1, Lean Manufacturing, FMLA/FLSA Master Classes

• “Hands-on” management of all facility HR functions.

MOLL INDUSTRIES, INC.

1998 to 2005

Human Resources Generalist

State-of-the-art Plastic Injection Molder providing solutions for the plastics industry for over sixty years.

• 160 exempt/nonexempt employees

• 14 % reduction in overtime costs through modified work schedules for call center employees

• Reorganized filing system to comply with stringent new record retention policy based on

Sarbanes/Oxley

• Crafted new training and emergency evacuation procedures that ensured safe egress of employees from

the facility

• Fleshed out 11 % production cost savings by creating a structured Employee Accountability Program

enhancing timely delivery of quality goods

• Increased company profitability by 6% as result of generating/analyzing statistical reports (turnover,

overtime, and absenteeism) and advising management on increasing overall employee performance

• Orientation

• Employee Relations

• Executive Assistant to CFO, VP of Sales/Marketing, VP of Operations

ADDITIONAL EMPLOYMENT EXPERIENCE

• Supervision/Training as it relates to departmental operations in a manufacturing environment including, but

not limited to: coordinating all elements concerning employee relations, safety and housekeeping, attendance,

productivity, training and quality.

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• Scheduled activities to accomplish goals and objectives of the department as established by the budget

including priority scheduling and balancing workflow processes to achieve maximum results with minimum

in process.

• Quality Assurance encompassing in-line quality audits, final inspection, final audits, mending and repair,

quality specifications and tolerances, processing returns to and from the manufacturing floor.

EDUCATION

• 1998 B.S. Organizational & Human Resource Management, University of North Alabama (3.68

G.P.A.)

• Cum Laude

• Dean’s List all semesters

• Academic Award – Outstanding academic achievement in Business Management (upon graduation)

• Academic Award – Outstanding academic achievement in the Department of Organizational and

Human Resources Management (upon graduation)

• Gamma Beta Phi Society – for outstanding scholastic achievement and worthy character

COMPUTER SKILLS

Word, Excel, PowerPoint, Access, Outlook, WordPerfect, ADP Payroll, ReportSmith, Attendance Tracker, Genesis

Time America, Visio, Lotus Notes, Windows XE, Windows Vista, ABRA, E-time, ADP Pay Expert,

ADP HR Expert, Paychex HRO

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