KATINA SMITH

**** ***** **** ****** *******, MI. 48642 586-***-****

ac4tb3@r.postjobfree.com

CAREER OBJECTIVE

To obtain a position as a Human Resource Manager that would allow me to display my vast array of skills, including my proven record as a successful leader, organizational strategist and exemplary developer.

CORE EXPERIENCE

Change Management

Talent Assessments

HR Investigations

Labor Relations/Negotiations

Employment Law

Training/Development

Safety/Worker’s Compensation

Succession Planning

Recruitment

EDUCATION

Walden University - Minneapolis, MN, MBA – Human Resource Management, 4.0 GPA October 2012

University of Phoenix - Southfield, MI, BS – Business Management, 3.8 GPA October 2008

CAREER PATH

Lear Corporation, Farwell, MI

Human Resource Manager and Safety Representative, July 2017- Present

Oversee Human Resource activities for 200 agency/hourly mixture.

Improved Key Performance Indicators (KPI’s) by implementing an efficient Self Direct Work Force.

Responsible for leading a culture change by re-establishing, rebuilding, and developing all aspects of Human Resources.

Established and managed internal hourly promotional opportunity guidelines.

Reduced turnover by 20% by advocating team dynamics, span of control, mindset change, and becoming an agent of change.

Improved Lear Farwell business practices by successfully recruiting Top Technical Talent.

Developed Supervisors and Team Leaders soft skills to receive results the right way and drive engagement.

Transitioned acquisition of Renosol Corporation to Lear’s guided principles “ONE LEAR”.

Developed, implemented and managed effective employee training programs.

oCommunication for Leadership Success Training

oOutward Mindset Training

oMark of a Leader Training

oBalanced Scorecard Training

oWeekly Health and Safety Awareness Trainings

Deliver compensation, organizational design and strategies for workforce planning, deployment, and retention to address the current and future needs of business while ensuring diverse workforce.

Safety Skill-sets (include but not limited to the following).

oOSHA Record Keeping

oAccident and Near Miss Investigation

oRisk Analysis/Assessment

oFMLA, Worker’s Compensation and Case Management

oEnsure Environmental Permits remained compliance with Corporate Health and Safety polices.

oTraining/Coordinating (ISO 14001, Bloodborne Pathogens, tornado/fire/ TDI drills, HazCom, CPR) for hourly and salaried employees.

Lear Corporation, Duncan SC

Multi Site Human Resource Manager, July 2016 – July 2017

Oversee Human Resources activities for 1200 agency/hourly mixture.

Responsible for leading a culture change by re-establishing, rebuilding and developing all aspects of Human Resources.

Developed Supervisors and Team Leaders soft skills to receive results the right way and drive engagement.

Drove employee engagement activities that improved Key Performance Indicators (KPI’s).

Effectively reorganized and managed hourly internal promotional opportunity guidelines.

Minimized company-wide attrition approximately 18% through development of more effective recruiting programs including pre-employment and behavioral interviewing.

Implemented an accelerated performance management program resulting in over 4% reduction of low performers, improved service levels and highly motivated teams.

Partnered with EHS manager to ensure proper investigation of incidents, injuries, consistent medical treatment for employees, required OSHA health testing, and Worker’s Compensation administration.

Deliver compensation, organizational design and strategies for workforce planning, deployment, and retention to address the current and future needs of business while ensuring diverse workforce.

Lead Human Resources core processes performance management, change management, succession planning, leader effectiveness, employee engagement, and compensation planning.

Successfully managed acquisition of Automotive Electrical Logistics (AEL).

Lear Corporation, Rochester Hills, MI

Interim Human Resource Manager and Safety Representative, Aug 2012 – July 2016

Oversee Human Resources activities for 400 union and agency/hourly mixture.

oOversee appropriate staffing

oStrategic planning of de-rates from customer

Developed the skills of Supervisors in four areas (accident investigations, grievances, disciplinary consistency and safety) through proper training sessions; developed Supervisor Training Handbook.

Training of all new hires (hourly and salaried) including HR Interns/new HR hires. Secured $46k OJT funding.

Conduct/assist with talent assessments, succession planning and leadership training

Employee Engagement:

oAssisted with the development of Reward/Recognition Program

oPilot Plant for participation in the Gallup Survey to all employees; action plan to follow

Reduced medical case management by 25%, focusing on getting employees returned to the workforce in a timely manner. Reduced recordables by 28% and physical therapy by 65%. Secured/utilized services of Transitional Work for light duty assignments (reduction of LTCR).

Accountable for ensuring compliance with federal and state hiring practices and EEOC regulations.

oComplete annual VETS and AAP reports; develop action plans to address any deficiencies

oSuccessful hiring for launches with minimal turnover. Used various recruiting methods included utilizing MI Works for written (DDI) & dexterity testing; local churches; Focus Hope.

oBest in Class (BIC) casual absenteeism rate of 1.3% and turnover of less than 1%.

Grievance resolution success rate of 88%. Administer disciplinary actions, coaching/counseling and PIPs.

Safety Skill-sets (include but not limited to the following)

oOSHA Record Keeping

oTraining/Coordinating (ISO 14001, Bloodborne Pathogens, tornado/fire drills, HazCom, CPR) for hourly and salaried employees

oRisk Analysis/Assessment

oFMLA, Worker’s Compensation and Case Management

oAccident Investigations (includes round table root cause discussion with all parties)

State of Michigan - Licensing and Regulatory Affairs, Detroit, MI

Lead Liability Examiner Specialist, Oct. 2010 – Aug. 2012

Managed a team of six employees in successfully maintaining the expectations set forth by the Unemployment Agency.

oReceived recognition for outstanding leadership/mentoring of employees.

Developed and implemented policies and procedures in the Tax Status Department to:

oEnsure consistency in the application of all policies.

oIncrease efficiency in the timeliness of the approval process.

Implemented performance management strategies to improve overall departmental productivity.

Experienced in initiating cost containment strategies resulting in significant savings for budget reviews .

State of Michigan – Department of Human Services, Warren, MI.

Lead Eligibility Case Reader, May 2009 – Oct. 2010

Managed a team of 10 employees in successfully maintaining compliance with State of Michigan mandated policies.

Addressed state’s non-compliance issues and trained Assistant Payment Workers to:

oProperly assess the needs for under privileged families

oIdentify and reduce fraud cases

oEducate families to become self-sufficient

Worked with local churches and schools, including providing assistance to those physically challenged, without transportation

Monitored employment development by providing effective feedback to enhance performance.

Oversaw audits and executed standardization to reduce errors, fines and rework by 40%.

Detroit Marriott at the Renaissance Center, Detroit, MI

Event Service Manager, Oct. 2007 – May 2009

Managed 47 employees, while utilizing aggressive recruiting methods to identify appropriate talent for job openings (e.g. College & job fairs and partnership with hiring agencies & state talent bank).

Prepared and reviewed performance reviews; talent assessments; succession planning.

Conducted thorough investigations of employee misconduct/allegations.

oCoaching/counseling and/or disciplinary action as deemed appropriate.

Aligned the hotel staff with compliance of federal and state labor laws, while making certain that they were consistently enforced.

Provided resolution to all issues of concern and complaints from customers.

oReceived special recognition/awards for customer satisfaction.

Controlled departmental spending costs, ensuring that they do not exceed budgets; met or under budget 100%.

Facilitated Training and Development; New Hire Orientation.

ADDITIONAL SKILLS

Contract Negotiation Team Member, Oct. 2013

Lear Corporation, Local 5960 (prior Local 524)

Integral part of Lear Rochester Hills’ negotiations team which resulted in a successful contract agreement. Implemented new procedure for vacation pay out and emergency vacation day usage to improve plant efficiencies. Eliminated outdated contractual language and past practices to improve overall operations.

Active involvement in planning/strategizing stage for upcoming Local 5960 201 negotiations.

Outward Mindset Trainer

Contract Negotiation Team Researcher, October 2010

Marriott Hotels Partner, Local 24

Assisted with the preparation for negotiation by researching pertinent topics.

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