Employee Relations Human Resources

TRISHA M. ROGERS, MBA, SPHR, SPHR-SCP 716-***-****

**** ****** *****, ** ******, TN 37122 **********@*****.***

Experience

Senior HR Director Non-Union – 500 Employees – 42 states

Staples/HiTouch Business Services, LaVergne, TN 04/18 – Present

Sole HR practitioner for company, multi-state responsibilities, Partner with C-suite executives, strategic planning

Successfully transitioned the company from outsourced HR services to internal services

Established compensation structure to include grades, salary bands, compratios, and salary standards

Created job descriptions for all positions within the organization and established job classifications

Converted payroll systems from ADP to Paycom in 3 weeks time including design and implementation of payroll, ATS, Benefits portal, employee self-service, Position management, expense reimbursements, etc

Worked with Staples acquisition team through due diligence period and through the transition of employees to the Staples platforms

Wrote and implemented employee handbook, PTO policy, and performance management forms

Senior HR Manager II – Mid-South Division Union & Non-Union - 1350 Employees

HR Manager/HR Business Partner III 12/12 – 4/18

Dean Foods Corporation – NC, LA, AL, TN, MS

HR Strategist, HR Generalist, Employee relations, Union avoidance, Compensation, Rewards & recognition, Performance Improvement, Staff development, National trainer, Recruiting, HR Auditor

Partnered with Plant and department managers in multiple locations directly supporting over 1100 employees including executive, professional, administrative, production, and distribution employees

Successfully closed a 110 year old plant location while simultaneously opening a new plant and separate warehouse location 60 miles away

Developed employee relations and reward strategies to improve morale across all locations

Successfully ended a two year history of union campaigns and elections by increasing employee morale and developing and enforcing consistent practices

Selected as a national trainer to train managers and supervisors in locations across the company on effective supervisory and leadership skills.

Coordinated and managed the communication plan within the plants to include video messaging, bulletin boards, employee roundtables, town hall meetings, newsletters, and other methods of communication.

Implemented and maintained a compensation structure which set consistent and competitive wages

Coached Plant Managers to develop people planning strategies to establish succession plans within the local facilities.

Developed and implemented employment policies, procedures, and audit processes to ensure consistency across the division as well as compliance with guiding principles and corporate values.

Successfully worked in and facilitated high performance teams in a nationally spread matrixed work environment.

Human Resources Manager Union - 250 employees

Hope’s Windows, Inc. – Jamestown, NY 7/10 – 12/12

Labor Relations, Contract Negotiations, Grievance Handling, Performance Management, Compensation Strategies, Employee Supervision, Policy and Procedure Development, Affirmative Action, Arbitration, Staff Development, Software Implementation & Improvements, Recruiting, Benefit Administration, Payroll, Corporate Wellness

Managed Receptionist and Hourly Payroll Administrator

Sole HR practitioner in dual union environment

Negotiated two collective bargaining agreements within 6 months of each other

Managed all grievances, arbitrations, and union interactions

Designed, negotiated, and implemented company attendance policy

Developed performance management system to incorporate SMART goals, management training, and objective scoring and merit system

Senior Human Resources Generalist Non-Union - 220 employees

Synergy Business Management – Salamanca, NY 07/07 – 07/10

Strategic Planning, Employee Supervision, Policy and Procedure Development, Staff Development, Employee Engagement, Employee Relations, Employee Morale, Recruiting, Benefit Administration, Payroll, HR Metrics, Corporate Wellness, Compensation & Analysis

Managed Recruiter, Payroll Coordinator, HR Representative, Legal Assistant, and HR Intern

Reduced attrition by over 30% year over year

Increased overall employee satisfaction from 68% in 2007 to 82% in 2009.

Automated HR functions to increase efficiencies and reduce expenditures

Streamlined systems for a reduction in operating expenses

Transitioned and maintained HR department through a 67% reduction including successful execution of WARN, employee engagement and retention, and severance administration

Transitioned HR department from a PEO to an in-house resource

Managed and audited internal systems for compliance with ATF, DOT, DOL, OSHA, and various other regulatory agencies.

Researched and established a new DOT regulated common carrier company

Designed wellness program resulting in stabilization of benefit rates

Director of Corporate Development Non-Union –150 employees

Blackstone Business Enterprises, Inc. – Jamestown, NY 06/05 – 06/07

Human Resources, Workforce Development, Affirmative Action, Strategic Planning, Continuous Quality Improvement, Public Relations

Developed and Implemented Affirmative Action Plan

Created corporate employee handbook and procedure manual

Designed new hire orientation and safety training

Established skills testing for recruiting efforts in Quality Control department

Improved and monitoring the CQI system including focus groups, employee surveys, and suggestion program administration

Human Resources/Operations Director Non-Profit - 500 employees

Human Resources/Public Relations Manager 11/02 – 06/05

Chautauqua Opportunities, Inc. – Dunkirk, NY

Continuous Quality Improvement System, Strategic Planning, Contract Monitoring, Community Assessment, Management Systems, Systems, Human Resources, Performance Management, Supervision, Staff Development, Communications, Reporting/Presentations, Printed PR, Live PR, Event Planning

Managed community assessment project creating a report on the state of the county

Designed behavioral simulation recruiting procedures for new positions

Wrote and implemented new employee handbook

Worked with managers of all 63 programs to determine needs for HR strategic improvements

Reported to Board of Directors monthly on strategy based on turnover and exit interview results

Implemented and monitored outcome based management systems to comply with ROMA standards

Human Resources Director Non-Union - 300 employees

Superior Jamestown Corporation – Jamestown, NY 06/99 – 11/02

HR Management, Employee Relations, Policies, Affirmative Action, Job Descriptions, Benefits Management, HR Database Management, Payroll, Legal Issues, Timekeeping, Workers Comp/OSHA

Created HR Department including creation of all policies, procedures, and manuals

Wrote and implemented affirmative action plan

Developed and implemented substance abuse prevention & testing policy

Designed compensation plan and grade structure

Managed OSHA reporting and compliance toward SHARP certification

Implemented automated HR systems for labor allocations and job costing

Education

MBA – Masters in Business Strategy & Administration, Western Governors University 2015

BS – Bachelors in Business Management, Western Governors University 2012

SPHR – Senior Professional in Human Resources Certification, HRCI 2010

SHRM-SCP – Society for Human Resources Management Senior Certified Professional 2015

SHRM Professional Member (National and local Chapter) 2002 – Present

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