Human Resources Manager

BONNIE GRIEGER, MS, SPHR

*** * ***** ****** ( Osage IA 50461

641-***-**** ( *************@*****.***

HUMAN RESOURCE MANAGER

Over 15 years of notable success driving performance management/positive

employee relations. As a committed and valued partner to senior and staff

management, consistently provide independent perspectives, strategic

solutions, and execution of business and HR initiatives to measurably

improve performance objectives.

Strategic Planning ( Policy Development ( Start Ups/Turnarounds ( Project

Management ( Benefits/Compensation (

Employee/Labor Relations ( Workforce Planning ( Recruiting (

Training/Development ( Talent/Performance Management ( OSHA/Regulatory

Compliance

THE CROWN GROUP, Waterloo, IA ( 12/2010 - 3/2011

A leading provider for electrocoat, powder coat, and liquid applications

Human Resources/Administration Manager

Established as a start-up. Managed HR and administration functions by:

following and recommending HR initiatives, policies, plant, and department

goals; achieving compliance and proper documentation for government

reporting such as WC and UI; setting and maintaining appropriate budget

initiatives; directing plant benefits administration; and establishing and

maintaining strong internal customer relations. Developed solutions to

personnel challenges and demonstrated commitment to continuous

improvements. Conducted employee investigations, disciplinary interviews

and plant staff recruiting.

Achievements:

. Provided hands-on leadership during a brief, two-week window, during

refurbishing of plant and offices. Oriented an initial 60 employees to

new HR policies and imparted critical changes in quality expectations and

safety rules.

. Within two months, coordinated requests for 50 temporary staff and

recruited, conducted background checks and on boarding for an additional

20 full-time employees.

. Immediately mastered and implemented a cumbersome, partially automated

daily and weekly payroll processing system, performing an accurate tally

and data entry of hours, providing corporate finance group and record

keeping with critical data during start-up operational phase.

. Rapidly identified carpal tunnel risks resulting from operational

changes. Proactively requested an occupational health physician evaluate

the work area and recommend interventions that successfully resulted in

the elimination of new carpal tunnel claims.

CUSTOM POULTRY PROCESSING, INC, Charles City, IA ( 4/2010 - 12/2010

Privately held poultry processing and cold storage packaging plant created

for the niche market of non-antibiotic, organically fed chickens.

Human Resources Manager

Established a human resource department from startup; recruited three

supervisors, eight leads, and 90 hourly employees. Provided policies,

procedures and a safety handbook to address and meet food industry

standards. Created/customized documents necessary to include applications,

job descriptions, compensation ranges, job postings, and interview

questionnaires for each posting. Developed appropriate background check

processes. Establish recordkeeping and reporting processes that adhered to

all compliance regulations. Oriented all employees.

Achievements:

. Created and published 15 customized full-length written policies.

Developed a customized Employee Handbook that focused on explicit and

fair attendance and disciplinary policies, drug and alcohol testing for

hire and for reasonable cause, food safety, and employee safety. Printed

internally at a significant cost savings to Company.

. Created all needed HR documents including applications, job descriptions,

interview questionnaires, background check release forms, and offer

letters, for standardized, compliant, and cost-effective recruiting,

selection, and hiring processes.

. Conducted strategic and cost-effective recruiting for labor positions

with minimal advertising by holding a job fair at the local Iowa

Workforce Center. Within a three-hour window, oriented five groups to the

culture of food processing. Received over 500 applications and hired

within a few weeks one out of every five candidates.

BONNIE GRIEGER

( Page 2 (

RR DONNELLEY, Osage, IA . 1/2008 - 9/2009

A Fortune 500 company that prepares, produces, and delivers customized

printing solutions.

Human Resources Manager

As a valued "partner" to two executive teams, provided daily in-person

updates on HR issues and coached manages to enhance and ensure ongoing and

effective employee relations. Split on-site schedule to ensure availability

and responsiveness to employee requests on three shifts at each plant,

fielding employee concerns, researching and recommending effective

solutions. Reported to the Corporate HR Director handling HR initiatives in

a timely manner.

Achievements:

. Spearheaded positive safety records by managing worker's compensation

claims with due diligence; assumed initiative hiring a video company to

create filmed demonstrations of company standards for appropriate and

safe handling of heavy work that resulted in an Independent Medical

Examiner overturning two Worker's Compensation claims. Both teams

achieved safety awards for no lost time days, and one plant's team

achieved no OSHA recordable injury that same year.

. Arranged a 24-hour drug testing program at a local hospital in response

to worker's injuries/accidents and established a quick drug screen that

provided instant results.

. Collaborated with Plant Managers to 'sell' opportunities for voluntary

layoffs during seasonally slow plant periods. By communicating

availability of unemployment benefits, continued health care coverage

during layoffs, and delayed premiums until employees returned to work,

turned a potentially negative action into a well-received layoff option

at each plant.

. Minimized impact of a potentially negative employee benefit audit through

effective one-on-one communication, encouragement and proactive guidance

with staff, resulting in favorable feedback from both plant's employees,

negating a potential of dropped benefit coverage for unresponsive

employees.

CASE NEW HOLLAND, Benson, IA . 10/2000 - 12/2007

A Fortune 500 agricultural and construction equipment manufacturer

Human Resources Manager: Manufacturing

Partnered with executive and line management to maintain accountability for

providing effective HR support to manufacturing location. Demonstrated

comprehension of business objectives in order to assess the HR implications

of companywide strategies and address a variety of HR issues

constructively, providing independent, objective and confident advice.

Achievements:

. Executed and maintained a first class positive employee relations program

that successfully ensured maintaining a non-represented plant status

demonstrated by the pursuit of The Machinist Union (CNH Plant in Fargo,

ND) who conducted a door-to-door employee canvass and a Sunday rally.

Held several employee meetings to address issues of union representation.

We received a written notice the following Tuesday advising that the

Machinists would not be moving forward due to lack of interest amongst

site employees.

. Developed an effective solution to address how general plant growth and

the addition of robotics would impact the existing compensation system. I

involved supervisors in evaluating and ranking positions as well as in

comparing results with other CNH locations. This resulted in greater

understanding by supervisors and acceptance by hourly of a fair and

equitable compensation system.

. Offered a well-received, skill-building voluntary leadership training for

salaried staff during lunch hour entitled Crucial Conversations; Tools

for Talking when Stakes are High.

. Identified a need to develop hourly staff trainers; by contacting a

corporate trainer, who co-taught the first "Train the Trainer" cause,

continued providing successive classes that resulted in greater staff

confidence in personal performance, and evaluations from the Quality

Control Group of reduced down-time correcting errors.

. Responsible for carrying out a substantial change in pay for performance

management. Focused on recognizing support from top corporate managers

for automated system with visual ranking methods by which employees were

assigned pay categories. Resulted in lower performers not receiving

salary increase. Assured that when reductions were required, the lowest

performers were eliminated.

BONNIE GRIEGER

( Page 3 (

Career Note - 1988-1994 Bonnie held positions as the Team Leader at Rural

MN Concentrated Employment Program where she supervised ten team members

and assured caseload/fiscal budgets were within monthly budgeting

standards. Additionally she held the position of HR Manager at Jamestown

Hospital. She provided HR support during preparations for the hospital's re-

certification as a Top 100 Small Hospital.

EDUCATION

Masters of Science Counseling and Human Development, Human Resources Tract

Minnesota State University, Moorhead, MN

CERTIFICATIONS

Nationally certified Senior Professional in Human Resources (SPHR) 12/1991

-12/ 2011

PUBLICATIONS / PRESENTATIONS

Organizational Values Processing: A Workshop for Blue Cross Blue Shield of

North Dakota

COMPUTER SKILLS

Advanced Microsoft Word, Excel, and PowerPoint, Acquainted with HRIS

systems such as People Soft

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