Manager Human Resource

Jamie Costello

Scottsville, KY *****

****************@*****.*** - 803/554-4156

A trusted Human Resources Professional with proven experience collaborating with management team to develop and leverage human resources strategies and solutions to support organization goals. Highly effective and dedicated to meeting and continuing to meet high levels of professionalism and competence by motivating and supporting a top-quality workforce. WORK EXPERIENCE

Human Resource Business Partner

CANNON AUTOMOTIVE SOLUTIONS - Bowling Green, KY - September 2016 to Present Responsible for supporting a growing Tier 1, non-union automotive manufacturing facility. Provide coaching and guidance on a variety of HR functions from recruiting to change management to continuous improvement efforts and much more. Serve as strategic business partner to the leadership team while driving employee engagement initiatives and strategies.

•Lead and promote HR initiatives and programs that align with corporate goals and values

•Function as a change agent, driving and implementing HR initiatives that focus on enhancing the business including reduction of overtime, time to fill open positions, and absenteeism

•Create and lead strategies to support and enable a positive work environment

•Evaluate and improve the current recruiting strategy for hourly and exempt positions

•Evaluate and Improve overall Safety Culture

•Hourly Payroll Administration

Contract Recruiter

THR Partners - Rock Hill, SC – September 2015 to December 2015 RFL: I relocated to KY for my husband’s new job.

Recruited for various openings utilizing Top Echelon and other social media outlets to fill company openings. Human Resource Manager

Schaeffler Group - Fort Mill, SC – August 2014 to September 2015 RFL: I was offered a position with another company and accepted. Hands on Manager role with primary focus on improving employee relations / plant morale and recruiting for over 40 open hourly and salaried requisitions at any given time. Plant environment: Tier 1 Automotive Manufacturer of Transmission Bearings, 450 nonunion employees, high turnover in salaried exempt and hourly level positions, salaried and hourly employees working 7 days a week, overall culture of turmoil and extremely high stress level / visibility with President of Americas attending production walks on a daily basis. Directed a two-person staff consisting of an HR Coordinator and a Training Specialist. Maintain and Report at Monthly Operations Review on HR Metrics and goal achievement for Turnover, Absenteeism, Overtime, Headcount, FMLA, Temporary Leasing, New Hires/Terminations, and Vacation Utilization. Manage all Talent Acquisition, onboarding, and retention efforts. Entered all PRs into ATS and dispositioned accordingly. Coordinate international transfers and assignments with all expatriates. Coach and mentor leadership and employees. Administration of all HR policies and procedures. Support and recommend improvement for all Training and Environmental Health and Safety related issues. Assist in administration of Company Salary and Benefits Programs.

Developed recruiting strategies that included building community partnerships, attending job fairs and campus recruiting events, implementing employee referral process, meeting weekly with managers to review openings, and appropriately using social media (LinkedIn, Facebook, Instagram, Indeed).

Streamlined new hire interview and onboarding process. Developed clear cut process for interviewing, including phone screens. Eliminated unnecessary touching of applicants to fill out paperwork. Emailed relevant paperwork in advance of interview to complete and bring with them. Improved turnover in entry level positions from a high of 5% to around 2% per month.

Improved employee morale by developing and implementing monthly engagement activities.

Implemented Cloud Based time clock for over 70 temporary employees working on site. Saved over 10 hours per week of HR Coordinator’s time in obtaining and submitting this information to the temporary employment firm.

Implemented HR Coverage for all three shifts. Added HR Secure Forms Box as a means for employees on off shift to securely turn in completed forms for HR to retrieve and process.

Improved safety culture on daily plant walks by talking to the employees about wearing their PPE. Human Resource Generalist III

Tenneco - Seward, NE – January 2014 to August 2014 RFL: I was offered a promotion with another company and accepted. Sr. Level Generalist role serving as back up to the plant Human Resources Manager for an 800-employee nonunion Tier 1 Automotive manufacturer of Emission Systems. Worked primarily on Senior Level Projects including: creating an employee suggestion program, improving company visibility in the community, improving employee engagement in the plant, streamlining the FMLA process, improving recruiting/sourcing opportunities for technical level roles, and improving Supervisor soft skills through relationship building, coaching and monthly meetings with applicable discussion topics. Perform weekly audits and serve as 5S Champion for Corvette Line. Perform compensation analysis for new and existing positions. Prepare and submit training grants for specific needs within plant.

Awarded two State of Nebraska training grants for Intermediate and Advanced Microsoft Excel and Access training.

Implemented new vending concept in employee breakrooms improving employee morale.

Streamlined FMLA process by serving as primary point person for all FMLA/LOA questions and requests.

Awarded highest level of 5S for my area of responsibility, and personally asked by Plant Manager to prepare our submittal for Corporate Safety Award. Household Engineer

Costello Family – Covington, IN – January 2011 to January 2014 During this time my primary focus was my family. I also did a three-month Contract Recruiter assignment for Genpact in Danville, IL.

Human Resource Generalist

ThyssenKrupp Presta - Danville, IL – March 2008 to December 2010 RFL: To stay at home with my family.

Managed employee relations issues and concerns, FMLA/LOA, STD/LTD, worker's compensation claims, annual and 90-day performance appraisals, unemployment responses, and annual employee engagement survey for a 300-employee nonunion Tier 1 Automotive manufacturer of Camshafts. Source, recruit, hire and onboard for all open hourly and salaried personnel requisitions. Managed onsite temporary staffing efforts. Managed annual plant audio testing and OSHA 300 Log. Answer employee inquiries regarding payroll, benefits, vacation, etc. in a timely fashion (within 24 hours). Backup to Payroll Clerk and successfully ran two complete payroll cycles. Coordinated company events and employee activities. Revised policies and forms for effective administration and legal compliance. Developed and maintained strong and trusting relationships with all employees and managers.

Lead 401k and benefit merger during acquisition. Successfully transferred benefits for 120 employees with no mistakes.

Streamlined interviewing process by implementing phone screens and panel interviews to save manager’s time.

Convinced management to reward additional PTO hours to employees working on a high-volume manufacturing line.

Lead wellness initiative; created wellness boards, implemented annual health fair, and annual weight loss contest.

Human Resources Supervisor

Flex-N-Gate Corporation - Covington, IN – August 2005 to March 2008 RFL: I was offered a position with another company and accepted. Managed employee relations issues and concerns, FMLA/LOA, worker's compensation claims, annual and 90-day performance appraisals, and unemployment responses for 150 employee nonunion automotive manufacturer of Bumpers. Started in role as HR Representative and was promoted to role of HR Supervisor after six months. Stand-alone facility with autonomy to independently manage under direction of regional HR Manager. Source, recruit, hire and onboard for all hourly and salaried level positions including DOT regulated roles. Managed onsite temporary staffing efforts. Answer employee inquiries regarding payroll, benefits, vacation, etc. in a timely fashion (within 24 hours). Manage monthly random drug testing process. Developed and maintained strong and trusting relationships with employees and managers. Responsible for monthly QOS reporting.

• Reduced Class A CDL driver turnover by 5%.

• Developed and implemented tuition reimbursement program for Class A CDL drivers. EDUCATION

Bachelors of Science in Political Science/Legal Studies ILLINOIS STATE UNIVERSITY - Normal, IL

ADDITIONAL INFORMATION

1998-2003 Worked as Workforce Development Manager for Vermilion Advantage. WWW.vermilionadvantage.com

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