Tolly Hanna, SPHR, SHRM-SCP
HUMAN RESOURCES EXECUTIVE
Driven, determined, strategic, human resources executive collaborating with executive leaders and board members connecting Human Resource strategies to business goals and objectives resulting in positive changes in organizational culture, effectiveness, performance and profitable growth. The value and expertise I provide to organizations include:
Performance Management Employee & Labor Relations Policy Development & Deployment
Coaching and Counseling Change Management Mergers & Acquisitions Talent Acquisition
Talent Development Talent Retention Strategic Workforce & Succession Planning Total Reward Planning
HFI, INC. – Corporate Headquarters, Canal Winchester, OH (2015 – Present)
HFI Inc. is a Tier 2 automotive interiors supplier, from concept to production, serving customers worldwide. HFI employs over 3,500 employees across ten North American locations including Mexico.
Vice President, Human Resources
Serve on the Executive Committee reporting directly to the President & CEO and interacting with the Board of Directors on a quarterly basis.
Restructured HR function, without adding resources, to better serve the organization.
Enhanced HRIS capabilities through research and identification of a new HRIS. ROI of 129% in a time span of less than 1 year.
Created and implemented an organization wide Performance Management process.
Created and implemented an organization wide Talent Review and Succession planning system.
Created and implemented a classification pointing system and salary grading structure.
Created and established a safety function that serves the entire organization.
Identified several new benefit administration providers (Savings Plan, COBRA, Supplemental Life) resulting in an 11% decrease in administration fees.
Led the transitioned to a marketplace benefit enrollment system resulting in a cost avoidance of $180k.
Established and rolled out a 3-5 year strategy deployment communication campaign for the entire organization.
Recruited and placed executives in the US and Mexico.
PARKER HANNIFIN – Hydraulic Filter Division, Metamora, OH (1998 – 2015)
Parker Hannifin, a Fortune 500 company, is global provider of motion control systems serving the hydraulic, filtration, aerospace, automation, instrumentation, fluid connector and engineered material markets.
Division Human Resource Manager I (2012 – 2015)
Direct HR oversight for 3 locations (Ohio, Texas and Québec, Canada) and led three direct reports. The two U.S. locations were non-union and the facility in Quebec, Canada was unionized (Métallos)
Provided HR support within a global platform division (US & Netherlands)
Developed a succession plan with 100% succession for all staff positions
Implemented High Performance Team process and provided oversight resulting 67% employee participation, an overall operational savings of $600k as well as engagement and empowerment survey scores of 78% and 68% respectively
Conducted due diligence and integration of 2 acquisitions including one outside of the U.S.
Developed and implemented organizational design plans for Sales, Engineering, Supply Chain, Accounting/Finance and Manufacturing functions resulting in a reduced employee headcount, a decrease of 9% in wages to sales and contributing to a 11% increase in organic sales
Oversaw and provided guidance for union negotiations in Quebec, Canada resulting in only a 2.57% increase in total cost in each year of the 5 year agreement.
Selected by Parker to participate on the Corporate PeopleSoft implementation team as a HR Subject Matter Expert (SME).
Achieved employee empowerment and engagement survey scores of 68% and 78%
Named to the 2013 Top Workplace list of employers for Northwest Ohio
Developed and managed a budget of $418,000
Identified as a High Talent Leader through Parker’s Talent and Development process
Division Human Resource Manager II (2005 – 2012)
Provided direct oversight for 3 locations (Ohio, Indiana, and California) with 3 direct reports. One location was unionized (UNITE), the other two were non-union facilities.
Lead the HR function of an integration of an acquisition and also consolidation of locations post integration.
Developed 6 divisional co-op programs (Sales, Engineering, Manufacturing Engineering, Supply Chain, Accounting, HR)
Developed 3 Filtration Group rotational trainee programs (Lean Manufacturing, Supply Chain and Sales)
Served as co-spokesperson for 2 contract negotiations with UNITE, resulting in a flex health care plan with an estimated cost avoidance of $275,000 over the life of the contract
Implemented and oversaw strategic workforce planning process resulting in a focused, proactive, recruitment and selection plan resulting in a 28% decrease in time to fill of position vacancies
Global Labor and Employee Relations Champion for Parker Filtration Group
Created and maintained HR analytics providing HR metrics and areas of focus for HR strategies
Lead safety initiatives resulting in 0 recordable injuries and being named division of the year for safety
Implemented High Performance Team process and a High Performance Leadership Steering Team resulting in employee participation of 67% and operational savings of $600k
Minimized increase in medical cost on average of 5% based on a projected 8% increase through the implementation of a Wellness High Performance Team and on-site wellness clinic
Division Human Resource Manager III (2001 – 2005)
Provided direct oversight for 2 non-union locations (Ohio, Michigan) with two direct reports
Performed due diligence and integration of acquisitions including a facility closure
Implemented employee performance management process and system
Implemented individual development plan process and system
Implemented a talent and development process
Developed, re-wrote and implemented employee policies and handbook
Established and oversaw mentoring program
Member of the Lean implementation team and assisted in the facilitation of Kaizen events
Implemented and provided support for Parker’s Strategy Deployment process
Selected by the Corporate Benefits function to participate on a task force to identify a new medical Third Party Administrator. Resulted in a 17% reduction in annual medical administration cost
Human Resource Manager (1998 – 2001)
Provided HR direction for one non-union facility with one direct report
Corporate point person in a UAW union campaign that was defeated maintaining non-union status
Developed and established a credible and trustworthy HR function for the Hydraulic Filter Division
Developed and implemented an Alternative Dispute Resolution (ADR) process resulting in a decrease of 73% fewer Corporate Integrity calls/complaints from employees
Administered and interpreted HR policy
Recruited, selected and on-boarded hourly and salaried employees
Administered payroll and benefits
DANA CORPORATION – Corporate Headquarters, Toledo, Ohio (1996 – 1998)
The Dana Holding Corporation, a Fortune 500 company, is an American-based worldwide supplier of powertrain components such as axles, driveshafts, off-highway transmissions, sealing and thermal-management products, and service parts.
Human Resources Coordinator
Trained during my first year by rotating through the Corporate Benefits function
Assigned to the Corporate HR function after my first year was completed
Led the Corporate HR in the implementation of PeopleSoft
Performed responsibilities in the areas of talent acquisition, on-boarding and off-boarding
Served as the first line of HR contact for Corporate Executives regarding generalist responsibilities
THE BUDD COMPANY – Plastics Division, North Baltimore, Ohio (1994 – 1996)
The Budd Company was a metal fabricator, a major supplier of body components to the automobile industry and a manufacturer of stainless steel passenger rail cars.
Employee Relations Specialist (Union – UAW)
Administered Workers’ Compensation process leading to a reduction of self-insured allegations from 11 to 0
Conducted safety training and led safety team resulting in a decrease of safety incidences of 12%
Acquired hourly talent and facilitated new employee on-boarding process decreasing time to fill by 23%
Processed union contract grievances, participated in contract negotiations
EDUCATION & CERTIFICATIONS
MBA: University of Findlay – Organizational Development
BBA: University of Toledo – Industrial Relations/Human Resource Management
Senior Professional in Human Resources (SPHR)
Society of Human Resource Management – Senior Certified Professional (SHRM – SCP)
Society of Human Resource Management (SHRM)
United States Air Force - Honorable Discharge