Lori Karr

Spencer, IA *****

ac9qr2@r.postjobfree.com

816-***-****

Strong HR professional with multi site experience. Authorized to work in the US for any employer

Work Experience

Human Resources Manager

Rembrandt Foods - Rembrandt, IA

April 2014 to October 2018

Responsibilities:

• Manager the Recruiting function to ensure a fully staffed workforce for 14 sites.

• Directed and assisted the Human Resource Team with everyday functions.

• Developed appropriate policies and programs for effective management of the people resources of the corporation.

• Analyzed training needs to design coworker development programs.

• Plan, develop, organize, implement,direct, and evaluates the human resource function and performance.

• Handled extremely confidential information. lead all employee relation investigations.

• Translates the strategic and tactical business plans into human resource strategic and operational plans.

• Develop department operating budget and ensures department operates within allocated funds.

• Partner with coworkers and managers to communicate various human resource policies, procedures, laws, standards and government regulations.

• Researches and recommends new approaches, policies and procedures in order to maintain continual improvement.

• Understands, interprets and executes company, state and federal human resource policies and procedures.

• Establishes and monitors co-worker performance and developmental goals, assigns accountabilities, sets objectives, establishes priorities, conducts annual performance appraisals, and administers salary adjustments as required.

Human Resources Business Partner

McKesson - Tampa, FL

August 2012 to March 2014

• Managed Services Organization

• Delivering and implementing strategies for: employee engagement and culture; compensation strategy development and implementation; recruiting and retention initiatives; leadership development; and regulatory compliance.

• Serving as a strategic partner to our business unit leaders and developing innovative and proactive HR solutions to support the growth of the enterprise.

• Acts as the single point of contact for the designated business unit/Call Center operation to address issues pertinent to HR and business unit alignment, organizational effectiveness, and/or leadership capabilities.

• Leads implementation of core HR programs into the business and provide business-specific feedback to the Human Resources Department for design and delivery improvement of field-ready solutions.

• Partners with Implementation Team during acquisitions.

• Ensures the effective delivery of HR services across multiple locations and functions.

• Partners with and coaches business leadership teams to facilitate organization and culture change.

• Manages and resolves complex employee relations issues; conducts effective, thorough and objective investigations.

• Maintains knowledge of legal requirements related to day-to-day management of employees and acts to mitigate legal risks and ensure regulatory compliance.

• Providing counsel to executive leadership on HR issues. Corporate Director of Human Resources

Pioneer Health Services

2010 to 2012

• Provide strategic HR leadership as a business partner at the corporate level.

• HR oversight, guidance and support to 5 direct reports who service 2200 employees across five

(5) states, for 5 business - lines to include; 9 - Critical Access Hospitals (CAH) Hospitals, 2- Patient Financial Services Offices (PFS), 23 In-Patient and Out-Patient- Behavioral Health Units (BHU), 21 Medicomp Physical Therapy locations, and 1 - AES Healthcare Equipment and Supply.

• Provide strategic work direction and expertise in multiple HR functional areas.

• Directly involved and responsible for Implementation Team for hospital acquisitions as it related to HR.

• Provide guidance and support to staff regarding company policies, procedures, and practices.

• Implement and execute proactive employee relations programs / practices that create a positive organizational culture and enable management effectiveness while ensuring fairness and consistency.

• Implement and monitor performance management programs and procedures, including but not limited to performance appraisals, disciplinary/corrective actions, and performance improvement plans.

• Administers and communicates company benefit programs in regard to plan options, policy designs and features, enrollment, COBRA administration, monthly bill reconciliation, outreach to service providers, annual open enrollment process and participate in surveying market data in order to ensure company's competitive position with employee benefits.

• Develop and implement a competitive salary and wages administration system to support recruitment, retention and motivation of the qualified work force.

• Provide oversight and direction of corporate and business unit recruiting for professional and staff employees.

• Implement and execute affirmative action plans and participate in local outreach activities to promote the hiring and retention of a qualified and diverse workforce.

• Ensure compliance with all applicable federal, state and local laws and regulations.

• Implement and facilitate training programs (facilitate, or computer based training) as required.

• Elected to and graduated from the Simpson County Leadership Development Institute. Healthcare Recruiter

Lori Karr's Recruiting Services - Saint Petersburg, FL 2009 to 2010

• Develop creative recruiting resources to attract qualified professionals interested in direct placement employment.

• Identify networking activities such as attending career fairs, professional association meetings, calling on college/universities and outplacement services.

• Responsible for screening candidates to ensure their qualifications meet open positions.

• Develop and maintain strong communication channels.

• The ability to communicate effectively with professionals at all levels within an organization (verbally and written).

• Obtain and set up interview between applicants and client companies.

• Prepare hiring authorities and applicants for interview process.

• Extend employment opportunities to applicants.

Senior Human Resources Consultant

Ceridian Corporation

2008 to 2009

• Partner with management at three (3) Call Center locations to identify, establish and execute HR strategies that support business goals, strengthen organizational effectiveness, impact performance, morale, retention, motivation, employee engagement, and promote the development of employees and managers.

• Provide senior level consulting support to executive management and senior levels as assigned and will lead HR projects of a strategic nature.

• Provide HR consulting to managers and employees in functional areas of Human Resources including workforce planning, organizational design, employee relations, performance management, talent management, employee development & career planning, compensation, and employee relations.

• Coordinate and work closely with HR shared services for compensation, organizational development, change management, training, payroll, recruitment.

• Ensure compliance with Fair Labor Standards in administration of all compensation and pay practices.

• Conduct and arrange management training seminars to ensure that the management team is abreast of policies and procedures as well as other legal and regulatory compliance issues.

• Six Sigma White Belt

Director of Human Resources

Hospital Corporation of America - HCA - Port Saint Lucie, FL 2005 to 2008

• Provided leadership, direction and management for all aspects of the human resources for St. Lucie Medical Center. Responsible for ensuring compliance with current Federal, State and Local Standards, HCA Corporate guidelines, and Joint Commission regulations that govern the human resources functions.

• Serve as member of Executive team to develop statistics, set objectives and implement action plans that support the Medical Centers philosophy and optimize the organization and its personnel.

• Administered and implements the Human Resources programs and practices throughout the Medical Center, to include Smoke-Free Campus initiative.

• Responsible for bi-weekly Lawson system payroll for 735 employees.

• Managed Human Resources and Employee Health Teams.

• Collaborates with Human Resource departments throughout the Eastern Florida Division to resolve HR issues and work toward standardized/harmonization of policies and procedures, where applicable.

• Handled extremely confidential information. lead employee relation investigations and EEOC Investigations.

• Managed annual Employee Engagement Survey process to insure all employees had the opportunity to let their voice be heard.

• Implementation, presentations and training of Human Resources Initiatives to include HCA's Build a Healthy Work Environment II Initiative.

• Member of the St. Lucie County Human Resource Association From 2005 -2007 -HCA North Florida Supply Chain as the Human Resources Manager/Education Manager, Co-Ethics and Compliance Officer

• Lead and oversee all Human Resource and Education functions for twenty three (23) hospitals in the North Florida Division.

• Co- Ethics Compliance Officer for Supply Chain Division. Implement ethics and compliance policies, orientation, and training for twenty-three (23) hospitals.

• Oversee recruitment advertising, interviewing, applicant selection, pre-employment/post-offer screening processes.

• Design, implement and maintain a compensation structure which reflects fair and market competitive salary ranges for all job classifications.

• Ensured compliance with all regulatory and legal requirements in all aspects of recruitment and employment.

• Develop department operating budget and ensures department operates within allocated funds.

• Oversee effective workers compensation case management through on-going communication with Third Party Administrator case management staff.

• DDI (Development Dimensions International)Training Certification.

• Oversee Human Resources Systems and ad hoc report writing functions.

• Conduct and arrange management training seminars to ensure that the management team is abreast of policies and procedures as well as other legal and regulatory compliance issues.

• Implemented a monthly management/leadership training workshop to enhance the partnership of human resources. Topics of workshops included: Sexual Harassment Avoidance, Becoming a Great Coach, Performance Management and Goal Setting with an Employee, Diversity and building a successful culture, and Conflict Resolution and Building Trust with Employees. Human Resources Manager

H&H Color Lab, Inc

2002 to 2005

• Managed time-keeping and payroll for 230 employees using the Kronos system.

• Lead all the employee relations initiatives, which included reducing our turnover by 15%.

• Advised Senior Leadership on all employment relations issues and concerns.

• Developed and implemented the organizations targeted selection process for talent acquisition, which included: recruiting, interviewing, and pre-employment screening verifications.

• Managed and implemented all of the company's benefit plans, including employee benefit workshops. Education

High school

Harry A. Burke - Omaha, NE

Bachelor's in Social Work

Concordia University Seward - Seward, NE

Skills

Payroll (8 years), Recruiting (10+ years), Employee Relations (10+ years), Employee Engagement (10+ years), Employee Supervision (10+ years), Employment Law (10+ years), Training (10+ years), Human Resource, Hr Generalist

Additional Information

Strategic human resources leader dedicated to helping organizations achieve success as an employer of choice. Experienced in partnering with executive teams to achieve business goals. Demonstrated competencies in the following areas: leadership, communication, training and development, employee relations, employment law and human resources policy design.

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