KIM TRAPP

Contact Information: 931-***-**** Email: ad3xdo@r.postjobfree.com

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VICE PRESIDENT

Area of Focus: Human Resources

QUALIFICATIONS PROFILE

Strategic hands on business partner, equipped with solid track record of success in human resources management across manufacturing, automotive, healthcare, information technology, and medical device domains Demonstrate outstanding ability to collaborate with key stakeholders to bridge HR functions with core business operations. Exemplify expertise in developing top-caliber work force through comprehensive trainings; as well as creation and implementation of programs, procedures, and policies based on organizational needs and requirements. Employ solid awareness of labor, state, federal, and other regulatory requirements in dealing with and resolving diverse work-related issues and challenges. Display effectiveness in administering organizational change within fast-changing and critical environment.

AREAS OF EXPERTISE

Talent Acquisition ~ HRIS ~ Payroll, Compensation, and Benefits Administration ~ Employee Relations Budget Development and Allocation ~ Cross-Disciplinary Collaboration ~ Continuous Process Improvement Performance Management ~ Succession Planning ~ Mergers and Acquisitions ~ Profit and Loss (P&L) Management PROFESSIONAL EXPERIENCE

ENOVATE MEDICAL CORPORATION, MURFREESBORO, TN

VICE PRESIDENT OF HUMAN RESOURCES 2011–PRESENT

Exemplify industry expertise in carrying out a wide range of responsibilities; such as organizational design, strategic planning, performance and talent management, compensation and benefits administration, budget control, and merger and acquisition (M&A) along with recruitment, training and development, coaching, mentoring, and disciplining of employees.

Effectively function as a member of the Executive Team which involves participation in board meetings and overseeing the integration of key acquisitions.

Assume full responsibility in overseeing, evaluating, and optimizing human resource functions and performance through the following initiatives:

o HRIS implementation

o Assistance with the development of corporation's plans, programs, strategies, and regulatory action based on potential impact to the work force

o Transformation of strategic and tactical business plans into HR and operational plans o Thorough analysis of HR functions and processes to formulate or modify policies and procedures that focus on improving operational efficiency

o Continuous assessment of programs and practices’ competitiveness against the relevant comparable companies, industries, and markets

o Proactive coordination of activities, programs, and strategic HR plans across all departments o Technical advisory and assistance to employees in line with HR discipline o Creation and implementation of organizational people plan o Execution of initiatives associated with culture development, workforce planning, and leadership development

Render guidance and supervision to five direct reports, along with administration of employee communication, safety and health, and community relations.

Observe strict adherence to legal requirements, such as Worker Adjustment and Retraining Notification (WARN) Act, Family and Medical Leave Act (FMLA), EEOC, Wage and Hour guidelines.

Promote workforce diversity within the organization by devising and implementing programs concentrated on hiring applicants and employees of all backgrounds and driving full development and performance of employees.

Boost employee engagement by developing compensation and benefits programs which offer motivation, incentives, and rewards; while establishing partnership between the work force and the company for short- and long-range health as well as welfare protection of the employees. CAREER HIGHLIGHTS:

− Instituted HR planning models to determine competency, knowledge, and talent gaps toward its resolution through the following programs:

o Succession planning programs: Identification and development of internal people with potential for key business leadership positions

o Training and development programs: Preparation of employees for more significant responsibilities KIM TRAPP

Contact Information: 931-***-**** Email: ad3xdo@r.postjobfree.com 2

o General business development programs: Enhancement of employees’ knowledge and understanding of organizational and industry’s best practices

− Ensured effective management of people resources through creation of appropriate policies and programs in the areas of employee relations, sexual harassment, employee complaints, external education, and career development.

− Collaborated with personnel from the state of Tennessee in creating incentive plans that resulted to $2M incentive grant.

− Played a major role in the successful business venture of the organization, such as acquisition and consolidation of facilities, which involved the following key functions: o Recruitment, hiring, and development of highly skilled staff o Termination of tenured staff and personnel in accordance with regulatory requirements and policies o Establishment of the company’s HR Department

o Collaboration with local agency and administration of legal matters that resulted in successful and favorable outcomes o Seamless relocation and merging of the manufacturing facility from Canton, Michigan to Murfreesboro, Tennessee RR DONNELLY, NASHVILLE, TN

REGIONAL HUMAN RESOURCES MANAGER 2010–2011

Took full charge of managing HR functions for various plants; which included employee recruitment, retention, hiring, orientation, relations, investigations, training, benefits, and compensation, along with facilitation of public relations and community events.

Piloted the execution of salary and hourly performance management programs.

Led the implementation of handbook, policies and procedures, and training programs; such as environmental, health and safety (EHS) and workers compensation.

Administered HR operations in compliance with employment and labor laws; which included Equal Employment Opportunity Commission (EEOC) guidelines, Fair Labor Standards Act (FLSA), Affirmative Action and Americans with Disabilities Act (ADA) requirements.

Strictly adhered to state and federal guidelines in reducing staff in accordance with company sales and requirements.

Significantly reduced staff and employees across multiple departments by 39% in efforts to maintain profitability.

Initiated the transformation of HR from administrative role to strategic business partner by collaborating with the senior management to drive key business plan and update policies, procedures, services, programs, and operations.

Served as the driving force behind the successful execution of the paperless pay program. METOKOTE CORPORATION, LEBANON, TN

REGIONAL HUMAN RESOURCES AND SAFETY MANAGER 2006–2010

Oversaw all HR functions for multi-site locations toward the development, and supervision of top-performing work force, which involved the following responsibilities: o Management of overall employee relations, new hire orientation, compensation, and benefits, while serving as regional open enrollment manager for benefits in Georgia, Kentucky, and Tennessee o Administration of training programs, performance evaluations, safety, and workers compensation o Enhancement and modification of employee handbook covering entire company policy on human resources

Prepared and maintained profit and loss (P&L) reports for two locations detailing gross sales, indirect labor, direct labor, materials, and overheads.

Complied with job requirements and local wage and benefit survey in implementing skilled-based pay, wage scale, balance scorecard, and metric bonus system.

Drove significant reduction of 35% in hiring expenses and worker compensation claims within 16 months through execution of succession planning and cross line training initiatives.

Generated 21% reduction in mark-up (yearly overall cost) on contract labor and 39% in direct labor by using effective organization design, change management and recruitment strategies.

Worked as part of Human Resource Management System (HRMS) Team that was responsible for the corporate rollout of Spectrum HR and Time Tech labor systems.

Spearheaded the company-wide implementation of Tennessee Drug-Free Program that resulted in lower insurance cost for the company and a safer working environment for the employees.

Successfully obtained $100,000.00 training grant for the company from the State of TN that was used for six sigma training for supervisors, leads, and managers.

KIM TRAPP

Contact Information: 931-***-**** Email: ad3xdo@r.postjobfree.com 3

WHITE COUNTY COMMUNITY HOSPITAL, SPARTA, TN

HUMAN RESOURCES DIRECTOR 2004–2006

Leveraged solid leadership capabilities in managing overall HR functions, department budget, and P&L, while working closely with upper management in executing necessary modification to core business processes.

Held accountability for administering all public relation and community events; as well as in implementing handbook, policies and procedures, and training programs.

Performed extensive recruitment of talents for management, technical, and professional positions comprised of physician, clinical, and hospital staff.

Designed high performing strategies and executable solutions to support the closeout of the Labor and Delivery department.

Served as HR business partner in driving organizational changes, leadership development, succession planning, recruitment, employee relations, compensation plans, and implementation.

Partnered with outside counsel to defend against wage and hour audit by the Department of Labor.

Effectively hired staff and physicians for four start up clinics.

Attained no deficiencies in the HR department during Joint Commission on Accreditation of Healthcare Organizations (JACHO) accreditation audit.

EARLIER CAREER

FEDERAL MOGUL DISTRIBUTION CENTER, SMYRNA, TN

HUMAN RESOURCES AND SAFETY MANAGER 1997–2004

EDUCATION

MASTER OF ARTS IN CONFLICT MANAGEMENT

David Lipscomb University, Nashville, TN

BACHELOR OF SCIENCE IN ORGANIZATIONAL MANAGEMENT

Tusculum College, Greeneville, TN

CERTIFICATIONS

Senior Professional in Human Resources (SPHR) Certification: In Progress Six Sigma Black Belt Certified

Volunteer State Community College, Gallatin, TN

Joint Commission on the Accreditation of Healthcare Organizations (JCAHO) Certification 10–Hour Occupational Safety and Health Administration (OSHA) Certification TS19649, QS9000, and ISO 14001 Certified

FMTIPS, Cardiopulmonary resuscitation (CPR)/Automated External Defibrillator (AED) First Aid Certified Trainer PROFESSIONAL AFFILIATIONS

Member, Society for Human Resource Management (SHRM) Board Member, Tennessee College Applied Technology Board Member, Salvation Army

Rutherford Cab!e

ACTIVITIES

Make a Wish Salvation Army Bridge Ministry (feeding the homeless) Red Cross TECHNICAL ACUMEN

Microsoft Office Suite (Outlook, Word, Excel, and PowerPoint) SAP AS400 ADP Human Resource Information System (Cyborg, ADP, CSI, iVantage, and Spectrum Human Resource System) Time TECH (iBrowse TimeKeeper Payroll System)

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