Human Resources Employee Relations

Krista Brooks Stull

*** ****** **. ■ Mooresville, North Carolina 28115

704-***-**** Mobile ■ ********@*****.***

HUMAN RESOURCES MANAGEMENT

Senior level Human Resources business partner with more than fifteen years broad-based and progressively responsible experience in management and human resources. Proven ability to work with executives and senior management teams to integrate the human resources function and programs into the overall business operating strategy.

■ Succession Planning ■ Mergers/Acquisitions ■ Employee Relations ■ Performance Management

■ Restructuring ■ Project Management ■ Senior Leadership Development ■ Frontline Leadership

■ People Strategies ■ Workers Comp ■

■ Compensation Structures/Bands/Grades ■ Budgeting/P&L ■ Employee Engagement ■ Change Management ■ Recruiting/Staffing ■ Training ■ Compliance■ PROFESSIONAL EXPERIENCE

BERRY PLASTICS CORP. - Charlotte, Mooresville, Statesville - North Carolina May 2008-Present Human Resources Business Partner – NA/SA Division 2008-2012 Responsible for administer and / or oversee all Human Resources related programs and functions including safety, talent acquisition, performance management, employee relations, benefits, training, HRIS, wage and salary administration, and legal/government compliance for the regional business.

Human Resources Business Partner – MVL/STA Division 2012-Present Responsible for managing and growing the Human Resources function at multi-site manufacturing facilities to meet organizational objectives. Responsible for all strategic HR initiatives at the manufacturing sites - focusing on leadership development, employee engagement, integration of regional people strategies, building the HR infrastructure, and site communications.

• Partner with all levels of management to optimize talent acquisition, processes, and culture.

• Partner with senior management to develop and implement policies & programs.

• Responsible for compliance activities including FMLA, EEO, ADA, etc.

• Participate in the annual Workers Compensation renewal process.

• Perform annual Workers Compensation audits.

• Manage Workers Compensation claims that reach a designated amount.

• Responsible for performance management system data.

• Teamed with senior management to implement health & wellness campaign for employees in the in NA/SA business units.

• Compile and deliver succession planning data for NA/SA business unit.

• Talent acquisition/onboarding for all salaried US positions.

• Participate in Change Management workshops with NA/SA business units to implement new processes/policies.

• Execute severance agreements, terminations, and outplacement.

• Maintain HRMS system.

• Teamed with senior management in broad banding project for NA business unit – exempt employees.

• Developed and implemented “pay for performance program” for nonexempt employees in North America.

• Established college based recruiting and internship programs to source new talent.

• Upon acquisitions, traveled to new sites to implement HR business playbook and assist with communicating new operating business strategies.

• Teamed with global department for HRMS project implementation (ADP) and trained the NA team.

• Manage all administration of salaried employees in both roles to include succession planning, career trajectory, enhancing leadership skills, and assisting with personal business needs.

• Team member of Global Communications Council.

• Certified instructor in Blanchard’s Situation Leadership and Constructive Conflict.

• Instructor for the Leadership Development Program.

• Developed frontline leadership training for middle management teams in NA and SA business units.

• Deliver employee engagement activities to include: survey development, dissemination of results to all levels, conduct focus groups, develop action plans and stakeholder with senior leaders, and execution of action plans.

DRIVELINE INC., Mooresville, North Carolina 2006-2008 Human Resources Generalist/WC Specialist

Responsible for all generalist activities to include onboarding of new employees, as well as, assist with benefit design, worker compensation brokering and managing the WC program.

• Responsible for benefits design, administration & implementation.

• Participate in renewal process for company Workers Compensation Plan.

• Manage Workers Compensation processes, claims, and reports.

• Recruit/ Staff 80% of all positions; All positions closed within 90 days.

• Write policy and procedures to execution.

• Responsible for compliance activities; FMLA, EEO, ADA, W/C, unemployment claims/audits.

• Provided counsel to employees and managers on a variety employee relations matters. JAN-PAK, Davidson, North Carolina ■ 2005-2006

Human Resources Director

Responsible for providing direction and support to management in all aspects of Human Resources in multiple distribution sites across North America. This position establishes and implements goals and objectives for HR and builds and maintains an effective and value-adding HR organization, while partnering with operational business unit to meet company business strategies.

• Responsible for HR compliance throughout 14 distribution centers in 9 states.

• Selected, implemented and administered the HRMS database (ADP).

• Responsible for HR annual budget.

• Develop/implement/drive all policy/procedures/guidelines for company.

• Partnered with the CFO to negotiate Workers Compensation, Benefits, and Liability Plans.

• Manage Workers Compensation processes.

• Responsible for compliance activities; FMLA, EEO, ADA, W/C, and unemployment claims/audits.

• Responsible for benefits design, administration & presentation throughout the organization.

• Maintain HRMS system.

• Provided counsel to employees and managers on a variety employee relations matters.

• Traveled monthly to each facility to drive corporate HR initiatives.

• Manage QTRLY/Monthly/Annual adhoc reporting.

• Partnered with CFO to design salary bands and bonus structure for sales team. FOAMEX INTERNATIONAL, Cornelius, North Carolina 2003-2005 Human Resources Generalist

Under general direction, responsible for assisting and supporting the HR Manager in all facets of human resources, including but not limited to, benefits administration, recruiting, policy implementation, reporting of information, employee relations, labor relations and coordination of training for company employees.

• Manage/Maintain HR adhoc reporting and employee records.

• Recruit/Staff/On-board all positions.

• Daily maintenance of HRMS.

• Responsible for compliance issues; FMLA, EEO, ADA, W/C, and unemployment claims/audits.

• Responsible for benefits administration & implementation as guided by corporate office.

• Maintain training/reports/audits for ISO9001 compliance.

• Implement yearly retention programs.

• Participate in union/grievance meetings.

• Participate/administer reward and recognition program. SPECTRUM FINANCIAL SYSTEMS, Mooresville, North Carolina ■ 2002-2003 Executive Recruiter

Responsible for sourcing candidates in highly specialized positions. Attract first rate talent to ensure lasting and successful placements.

• Recruit/ Staff 100% of all positions; no positions opened more than 90 days.

• Create/Maintain resume database.

• Responsible for QTRLY/Monthly/Annual adhoc reporting.

• Maintain company implemented retention programs.

• Drive all employment marketing with selected media.

• Established college based recruiting and internship programs to source new talent. LOWES COMPANIES, INC., Huntersville and Regional – VA, SC, NC ■ 1994-2001 Training Coordinator 1994-1996

Responsible for conducting corporate training, scheduling, and acquiring external instructors. Retain classrooms and locations to provide appropriate training to meet the needs of internal customers. Create, prepare or procure training materials required for all training. Also, improves and accelerates training effectiveness throughout the region. Human Resources Manager 1996-1998

Responsible for managing and growing the Human Resources function in a retail environment to meet organizational objectives. Responsible for all strategic HR initiatives at the store - focusing on employee engagement, employee communications, benefit administration, and payroll. Regional Interim HR Mgr. 1998-2001

Responsible for providing direct support to new store HR managers, stores with difficulties in the HR department, or stores with no onsite HR for interim help while locating a new manager. Also, provide support the operations management staff to drive all HR initiatives driven by the corporate office.

• Drive/implement/conduct corporate training initiatives.

• Assist HR professional in routine activities.

• Maintain training database.

• Implement/Drive HR initiatives as instructed by corporate.

• Use hiring practices of Lowe’s Co. to on-board successful employees.

• Implement/Drive policies/procedures/guidelines as directed corporate.

• Responsible for compliance activities; FMLA, EEO, ADA, W/C, and unemployment claims/audits.

• Responsible for benefits administration & implementation.

• Daily Maintenance in HRMS (PeopleSoft).

• Maintain HR in-store budget.

• Oversee all community projects.

• Recruit/ Staff 100% of all positions.

• Maintain DOT compliance.

• Participate in /conduct mass hires, job fairs, etc. EDUCATION

University North Carolina-Charlotte 1996-1999

Central Piedmont Community College 1994-1996

MEMBERSHIP

National Society for Human Resource Management (SHRM) Certifications

Blanchard: Situational Leadership and Constructive Conflict SPHR, Greenbelt and Certified Lean Champion

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