Katie Thiele

Salem, Wisconsin *****

262-***-****

aczrgo@r.postjobfree.com

A Human Resources professional with experience as a strategic member of the corporate and local management leadership group. Strong business background developed through interactions with many functional areas. A visionary with the ability to serve as a catalyst for profitable and orderly workforce change. Able to establish rapport and credibility with diverse groups ranging from plant workers to the executive leadership group. Solution oriented with an eye on bottom line results. Areas of expertise include:

HRIS Management Employee Relations Performance Management

Change Management Health and Welfare Administration Planning and Leadership

Conflict Resolution Regulatory Compliance Safety/Worker's Compensation

Education/Certification:

MBA with a concentration in Human Resources, Keller Graduate School of Management Graduated Jan 2010

BS in Business Management with concentrations in Human Resources and General Business, UW-Parkside Graduated 2004

SHRM-SCP Certified Jan 2016

Professional Experience:

Kerry Inc., Beloit, WI

Regional Human Resources Manager, (IA, IL, MN, MI) October 2014 – Present

Human Resources Manager (Food Manufacturer Gridley, IL), October, 2012 – October, 2014

- Provide strategic guidance to three manufacturing sites regarding overall Business, HR, Communication, Engagement, Recruiting direction

- Strategic partner with plant management team to influence cultural changes necessary to improve location stability

- Coordinate the professional development process for management team

- Direct all regulatory compliance to federal and state EEOC, DOL, OSHA, Worker's Compensation, Unemployment Commission, COBRA, FMLA, Wage & Hour and other employment laws and other employment laws. Institutionalize appropriate policies and procedures, delivering preventative training and intervening to resolve informal claimants.

- Recruit and onboard positions within the manufacturing facilities salaried leadership group

- Facilitate corporate recruiting process at the satellite facilities

- Manage and Monitor Talent Management Program for success in succession planning including execution of development plans

- Facilitate multiple projects as assigned by Corporate HR

- Organize and facilitate change management

- Review and design policy as appropriate

- Coordinate employee engagement events

- Process payroll for 135 plant hourly employees (Lawson / Kronos Time Management Systems)

MacLean-Fogg Component Solutions, Mundelein, IL

Human Resources & Safety Manager (Fastener Component Manufacturer), December 2011 – October 2012

- Process payroll for two divisions (Ceridian / Kronos Time Management Systems)

- Develop and define strategic goals for the Human Resource Department linked directly to overall business strategy and implement, track and maintain metrics associated with goals.

- Implement formal OSHA Safety policies and integrate management and production team in applications thereof.

- Integral part in policy review and update to help develop internal structure to support company growth strategy for 2012.

- Manage company scholarship and Work for Hire program.

- Develop and implement manufacturing machine operation training program to develop current employee and new hire skill sets in an effort to reduce overtime and prepare the next generation for the demands on a Cold Heading Operator.

- Manage recruiting process from start to finish in all functions of the business.

- Process improvement / innovation in safety and human resource processes.

- Talent assessment and succession planning for plant, office and management staff.

- Recruit and onboard positions within all levels of the company.

CSM Bakery Products NA, Oak Creek, WI

Human Resources & Safety Manager (Baking Goods Manufacturing Facility), April 2009 – November 2011 (Facility Closure)

Human Resource Manager (Northeast Sales Region), May 2009 – Present

Human Resources Supervisor, January 2007-April 2009

Human Resources Assistant, August 2005-December 2006

- Created a business partnership with operations group to develop a top-down safety program w/focus on injury prevention, claims cost management, incentives and accountability resulting in a 50% of OSHA recordable injuries. Develop and facilitate training; including OSHA, compliance, general safety, and safety management.

- Initiated and led several teams consisting of plant management and hourly employees in the redesign, implementation and training skill development of production processes ensuring employees were trained in a consistent manner in correlation with plant objectives.

- Ensured flawless execution of change management initiatives during several major company transitions; including an acquisition, merger and plant closure.

- Established solid working relationships with contract workforce providers to maintain a flexible workforce of 20% and decrease costs associated with maintaining a permanent workforce by 40%.

- Directed all regulatory compliance to federal and state EEOC, DOL, OSHA, Worker's Compensation, Unemployment Commission, COBRA, FMLA, Wage & Hour and other employment laws and other employment laws, resulting in no claims. Institutionalized appropriate policies and procedures, delivering preventative training and intervening to resolve informal claimants.

- Develop operating budget for the Human Resources functions and ensure that all functions operate within appropriated amounts.

- Participated in annual surveys to ensure organization was competitive in total compensation, stayed current with the market, and drove a pay for performance philosophy.

- Provide direction to staff engaged in developing, recruiting, and selecting talents to stabilize workforce and create a competitive edge.

- Manage the performance management and salary administration processes for plant hourly, salaried exempt and non-exempt employees.

- Establish and promote employee incentive and bonus programs that tie into company objectives, KPI’s, and increase plant performance.

- Manage ADP HRIS system maintenance for employees including hourly, exempt & non-exempt level employees.

- Facilitate new hire orientation, in-processing, and benefit administration.

- Partner with the Payroll department for processing weekly and bi-weekly payrolls. (ADP ETime Systems / Kronos / ADP iPay)

- Manage FMLA, Short Term Disability and Workers Compensation cases in accordance with Federal and State guidelines.

- Function as liaison between employees and corporate benefits departments for resolution of health and welfare related concerns.

- Collaboratively work with functional leaders to link human resources functions to the overall business strategy

Hewitt Associates, Lincolnshire, IL

Health & Group Benefits / Defined Benefits Administration, August 2004-August 2005

- Resolve client benefit issues

- COBRA enrollment/Provisions

- Administration of all health & welfare benefits including medical/dental/vision/life insurance

- Administration of all Defined Benefit transactions

- Processing of death claims and survivor coverage on Life Benefits Team

- Problem solving/Analytical decision making

- Maintained employee W-4 elections/W-2 maintenance

- Medicare/Coordination of different benefit plans

- Act as a resource for employee payroll/deferred compensation questions

- Maintain employee direct deposit for active payroll/pension checks

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