Manager Customer Service
Resume:
KATHRYN E. LEIJON
Glenwood, IA 51534
*******@*.***
EXPERIENCE
EATON CORPORATION, August 2008 - present
Human Resources Manager, Shenandoah, IA. Nonunion truck transmission
plant.
. Implemented performance goal setting and review process for shop floor
employees; 100% of employees have goals and development plans
. Raised plant-wide recognition program participation from 21% in 2008 to
67% in 2009 and 73% 2010 YTD; number of awards submitted has increased
more than 1000% vs. 2008
. Conducted organizational analysis and developed a 5-year strategic plan
to address gaps in talent, employee engagement, diversity, accountability
and positive employee relations
. Managed through multiple layoffs, reductions in force, and recalls -
plant has fluctuated between 320 and 575 employees
. Created employee survey feedback and action item identification process
to help ensure that action plans were tied to employees' greatest
concerns. Completed 100% (36 of 36) action items in 2009.
. Implemented shop floor talent identification and development processes to
highlight plant's top talent and address vulnerability to attrition
. Established plans to help the plant improve its organizational capability
and upgrade its talent pipeline:
- Established recruiting relationships at Iowa State and Nebraska to
build the plant's talent pipeline
- Set up a quarterly talent review process to help the leadership team
focus on salaried talent identification, development and succession
planning
. Started an HR Customer Service program to provide greater shop floor
visibility to the HR team and build stronger relationships with the
plant's employees
. Implemented a Midwest regional meeting for Plant Managers and HR Managers
to identify common concerns and share best practices
. Member of US Time Off Standardization Team
UNILEVER June 2005 - July 2008
Human Resources Manager, Unilever Foodsolutions plant, Wichita, KS.
Nonunion plant, 200 employees.
. Led recruitment and training efforts to support major portfolio expansion
at Wichita plant:
- Hired 87 employees in last half of 2006 and 55 employees in first half
of 2007 in a tight labor market
- Ensured that employees were trained prior to startup for three
packaging lines and blending system
. Developed and implemented a comprehensive 3-year Culture Plan to address
leadership development, communication, diversity and culture issues
within the Wichita facility
- Created a five-point communication plan that was well-received by
Wichita personnel
- Implemented a consistent, plant-wide rewards and recognition program
- Created an Interpersonal Skills Curriculum to promote teamwork,
internal customer service and conflict resolution among TPM Zone Team
members
- Established a salaried Employee Development Committee to ensure robust
development plans, lead succession planning efforts, and to maintain a
strong talent pipeline
- Established an hourly Development Committee to help identify, develop,
and retain top hourly talent
- Added Positive Leadership (union-free) and Vitality initiatives into
plant's Culture Plan
. Developed New Supervisor and New Manager Development Programs to build
capability of new leaders
. Increased salaried minority representation by 19% to 33% and female
representation from 13% to 21%
. Increased training days per employee from 2.3 in 2005 to 7 in 2007
. Incorporated an Hourly Employee performance and development goal-setting
and mid-year review process into the annual performance review cycle;
improved process in 2008 to ensure that all individuals can see how their
objectives are linked to plant performance indicators and company
strategy
. Partnered with Engineering Manager to develop and implement a maintenance
skill upgrade roadmap
. Participated in Unilever HR Standardization teams to ensure consistent
policies and practices across all North America nonunion facilities
. 43% decrease in recordable accident rate in 2006 vs. 2005 in spite of
large temporary work force, inexperienced employees, and new equipment
FORD MOTOR/VISTEON CORPORATION July 1999 - May 2005
Human Resources Planner / Generalist -Advanced Engineering, Van Buren, MI,
January 2004 - May 2005
. Provided HR leadership to a diverse customer base of 400 nonunionized
employees (exempt and nonexempt) across five sites in Southeast Michigan.
Dotted line to Director, Adv. Business Development
. Led and implemented Company's compensation, performance management,
staffing, and employee development programs within the Advanced Product
Line Team.
. Advised employees and management on HR policies and investigated employee
relations issues.
. Led the 2004 Product Line Team's Affirmative Action Plan development
team.
. Partnered with Advanced leadership team to author the Advanced Talent
Review; monitor management span of control; advise on hiring and resource
deployment strategy; and lead voluntary termination effort.
. Designed the Advanced team's employee development and succession planning
processes
Organization & Leadership Development - Dearborn, MI, May 2002 - January
2004
. Manager, Visteon Business Orientation (VBO) - Redesigned program and
achieved 23% reduction in cost per session in 2003 vs. 2002.
. Led the global Functional Competency and Career Model development process
for Visteon
. Participated on the small teams that developed Leadership Essentials for
Managers and Leadership Development for Hourly Supervisors, Visteon's US
supervisor training programs.
. Managed the Employee Development Resource Guide web site.
Tulsa Glass Plant - HR Generalist - July 1999 - April 2002. Unionized
plant, 800 employees.
. Functioned as Plant's primary Salaried Personnel contact - led Plant's
compensation, employee development, and performance management processes.
. Coordinated salaried, agency/contract, and intern recruiting activities.
. Administered hourly activities per UAW Master and Local Agreements-shift
bump, retirement processing, wage increases, UAW representative
compensation, overtime agreements, job postings.
. Investigated grievances and assisted HR Supervisor with harassment,
medical, and disciplinary cases.
. Participated in all phases of hourly hiring process, including
recruitment, testing, selection, and training.
. Led development of annual Affirmative Action Plans and advised
management on progress of AAP efforts.
. Implemented Attendance Improvement Program for hourly employees - 19%
decrease in unexcused absences in 2001 vs. 2000.
. Trained supervisors on recognizing substance abuse, attendance issues,
reducing grievances, FMLA.
ELI LILLY AND COMPANY Indianapolis, IN Summer 1998
HR Intern: Reported to the HR Director for Latin America/Canada/Japan.
. Assisted with the reorganization of operations in the Andean region.
. Developed the 1999 Latin America/Canada sales trip incentive strategy.
. Analyzed relationship between Latin America/Canada regional management
and the Global HR staff.
INDIANA UNIVERSITY Bloomington, IN, September 1997 - May 1999
Graduate Assistant: Processed MBA applications; graded assignments for an
undergrad accounting class.
NHP MANAGEMENT COMPANY San Bruno, CA June 1993 - June 1997
Assistant Property Manager - apartment community with annual revenues of
$3+ million. (11/93-6/97)
Leasing Consultant: (6/93-11/93) - leased apartments, processed
applications and prepared leases.
EDUCATION
INDIANA UNIVERSITY - MBA, 1999. GPA 3.85/4.0
UNIVERSITY OF CALIFORNIA AT BERKELEY - BA, Economics, 1992. GPA 3.56/4.0
CERTIFICATIONS
SPHR Certification
Certified to administer MBTI (Myers-Briggs) Personality Instrument
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