SHERRY D. JOINER, PHR
• Bachelor’s Degree in Organizational/Human Resources Management
• Professional in Human Resources (PHR) Certification
• Certified Six Sigma Yellow Belt
• Manufacturing background - Employee Relations, Change Agent, Cultural Development, Lean Operations, Union Avoidance, Facility Start-ups
• 20 years experience in promoting organizational vision; accessible, organized, over-communicator, dedicated employee advocate, loyal company representative.
Human Resources Generalist , SVP Worldwide - LaVergne, TN, (Restructuring) February 2009 – October 31, 2010
SVP Worldwide is the global leader in the design, manufacture, and distribution of consumer and artisan sewing machines and accessories. The company conducts its business under its industry leading brands including Singer, Husqvarna Viking, and Pfaff. The company employs over 3,600 globally and has distribution in over 190 countries.
•Provided Human Resources Generalist support for 1200 exempt and non exempt employees (including Retail Associates)
•Administered leave of absence programs (FMLA, medical, personal, and military) to ensure compliance with company policy and
•Conferred with third party administrator to ensure compliance with worker’s compensation regulations
•Performed benefits administration (claims resolution, change reporting, audited and approved invoices for payment, communicated
benefit information to employees, open enrollment)
Human Resources Manager , Contract Position, FRESHPOINT - NASHVILLE, TN, ( Contract ended) 2008 - 2008
FreshPoint is North America’s leading and most respected fresh produce distributor with annual sales of $37.5 Billion. FreshPoint is owned by SYSCO, a Fortune 100 company and North America’s leading food service distributor.
•Performed Human Resources Manager duties for 120 exempt /non exempt employees: employee relations, communication programs, staffing, succession planning, salary administration, training/OD, safety/workers’ compensation, benefit administration, security, AAP/EEO, community relations, recruitment/retention; direct supervision of 1 professional •Revised termination process to assure compliance with company policy and Tennessee State Law •Implemented behavioral job competencies through employee needs assessment information to management team •Improved employee morale through various positive employee relations activities/direct and continuous personal contact/coaching and mentoring department managers •Modified performance appraisals system to better reflect the organizational goals/vision
Human Resource Manager, CORRECTIONS CORP. OF AMERICA (CCA), (Resignation) NASHVILLE, TN, 2007 - 2008
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.
•Executed Human Resources Manager duties for all exempt and non exempt employees: staffing/selection/retention, AAP/EEO,
planning, employee relations, diversity, performance appraisal, grievance administration, problem solving /investigation, benefits,
compensation, safety/workers’ compensation, training/development, corporate reporting, and strategic HR planning
•Redesigned Grievance procedure that resulted in lowering grievance filings by 92%
•Maximized organizational potential through preparing and conducting formal management and colleague training
designed to improve: management skills, encourage productivity, and maintain company culture, 100%
positive feedback from those involved
•Established round table meetings for Warden/Correctional Officers: increased employee access and positively impacting management
•Improved behavioral job competencies: provided employee needs assessment information to management team
•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
Human Resources Supervisor, EMERSON HEATING PRODUCTS - MURFREESBORO, TN (Reduction in Force), 2005 - 2007
A Division of Emerson Electric, a $24.8 Billion Fortune 200 global manufacturing company headquartered in St. Louis, MO.
•Executed Human Resources Manager responsibilities for exempt and non exempt employee for 125 employees:
compensation/benefits, staffing/selection, AAP/EEO, diversity, succession planning/retention, employee relations, market analysis,
budget development, performance, safety/workers’ comp, organization effectiveness (continuous improvement)
•Developed and implemented an innovative safety awareness plan that effectively reduced workers’ comp injuries and lowered
incident rating from 16% to 0% within a 3 month period
•Redesigned attendance policy resulting in 75% reduction of partial day PTO usage/ increased output, logged production hours/
influencing on-time delivery
•Designed unique method for inventory count improving efficiency to 99%
•Developed productivity techniques increasing individual efficiency between 20-37%
•Perfected training curve/matrix to keep employee, as well as management, informed at-a-glance of the trainee’s progress
•Redesigned emergency response program saving time and resulting in potential saving of lives
•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
Human Resources Generalist, FLASH TECHNOLOGY - FRANKLIN, TN (Restructuring) 2003 - 2005
Flash Technology is a division of SPX Corporation, a Fortune 400 company. Manufacturer of Obstruction Lighting and Monitoring equipment (Airport, Telecom, Wireless).
•Provided Human Resources Generalist support for 140 exempt/non exempt employees: employee relations, communication
programs, staffing, succession planning, salary administration, training/OD, safety/workers’ compensation, benefit administration,
AAP/EEO, continuous improvement, recruitment/retention, corporate reporting, and strategic HR partnering
•Restructured filing system to comply with stringent new record retention policy based on Sarbanes/Oxley
•Redesigned and implemented new emergency evacuation procedure that ensured safe egress of employees from the facility
Human Resources Generalist, MOLL INDUSTRIES, INC. - LAVERGNE, TN (Resignation) 1998 - 2003
State-of-the-art Plastic Injection Molder providing solutions for the plastics industry for over sixty years.
•Provided Human Resources Generalist support for 160 exempt/non exempt employees: benefits/compensation,
recruitment/retention, employee relations, safety/workers’ comp, training/development, records retention, performance and
succession planning, strategic partnering, corporate reporting; assisted in the development of various programs, plans, policies,
and procedures as related to the HR function
•Developed and implemented emergency evacuation plan to ensure the safe egress of employees from the facility in times of
•Streamlined all HR documents for clarity and brevity and recreated each in Word and Excel formats, saving storage space and
drastically reducing paper usage related to outdated forms
•Influenced company profitability through generating and analyzing statistical reports for better overall performance including
quarterly reports (turnover, overtime, and absenteeism)
•Developed Employee Accountability Program through drawing employee attention to the time and cost involved in the efficient
production and timely delivery of quality goods
1998 B.S. Organizational & Human Resource Management, University of North Alabama (3.68 G.P.A.)
Supervision/Training as it relates to departmental operations including, but not limited to: coordinating all elements concerning employee relations, safety and housekeeping, attendance, productivity, training and quality. 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.
Word, Excel, PowerPoint, Access, Outlook, WordPerfect, ADP Payroll for windows, Reportsmith, Attendance Tracker, Genesis Time America, PeopleSoft, Visio, Lotus Notes, Windows XE, Windows Vista, ABRA, E-time, ADP Pay Expert, ADP HR Expert, Paychex HRO
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