Talent Acquisition Human Resources
Resume:
Lauren J. Steindler
Human Resource Generalist
Contact
Grand Rapids, Michigan
***************@*****.***
Profile
Experienced Human Resources Generalist with expertise in Talent Acquisition, Total Rewards, Training, Compliance and more. Talented in bridging gaps between employees and management to achieve objectives. Motivated and decisive with passion to nurture the company’s mission, vision and values to recruit and retain highly effective teams.
HR Skills
HR Partner
Talent Acquisition
Total Rewards
Workforce Planning
Training & Development
Performance Management
Employee Relations
Project Management
Employment Law
Personal Skills
Relationship Builder
Strategic Influencer
Creative Negotiator
Effective Communicator
Conflict Resolution
Critical Thinker
Adaptable & Trainable
Emotionally Intelligent
Strong Business Acumen
Experience
HR/Office Manager, B & G Sales of Grand Rapids (2023-Present)
• Manage employee relations activities: recruiting, onboarding, performance reviews, benefits and training.
• Overall responsibility for office administration including accounting, payroll and annual audits.
• Review and develop HR policies, processes, and administration procedures.
• Partner with leadership to provide strategy plans on multiple projects and priorities simultaneously.
Human Resource Consultant, Wise HR Solutions (2010 – 2015)
• Provided broad human resources guidance to large and small businesses, including establishing talent acquisition programs, policies, payroll management and employee relations.
• Crafted and implemented progressively creative talent strategies tailored to the client groups, addressing retention, engagement, and development needs.
• Evaluated qualitative and quantitative data to uncover root causes and propose solutions.
• Created and delivered training for educational seminars on multiple facets of Human Resource and current trends. Compensation Analyst, Enterprise Rent-A-Car, Inc. (2008 – 2010)
• Successfully led compensation integration of newly acquired businesses resulting in increased revenue and EBITDA.
• Developed and led training programs to educate field HR managers and recruiting department regarding effective pay practices and applicable laws, reducing legal claims by 15%.
• Enhanced communication by improving access to information through internal sites and guides.
• Traveled to sites to conduct job and internal equity pay analyses for mergers.
Lauren J. Steindler
Human Resource Generalist
Technical Skills
MS Suite
SharePoint/Google Docs
Applicate Tracking Systems
HRIS Systems
QuickBooks
Avalara Tax
Gusto Payroll
Education
Talent Acquisition Specialty
Certification, SHRM
HR Management Certification
University of South Florida
PHR Certification, SHRM
Associate of Arts
Business Management
St. Petersburg College
Volunteer
Moms Bloom
Kids Food Basket
Junior Achievement
Women’s Resource Center
COVID-19 vaccinated
Compensation Analyst, Lowe’s Companies, Inc. (2005 – 2007)
• Responsible for the design, administration, communication of base salary, commission and incentive programs for 200,000+ store leaders and employees.
• Participated in a variety of projects and initiatives; DEI, culture events, HRIS audits, implementations and process
improvements.
• Led large scale job reclassification projects and conducted regular internal/external pay analyses to ensure
competitiveness and equity.
HR Supervisor (RDC), Lowes Companies, Inc. (2004 – 2005)
• Managed all HR activities supporting over 1,000 employees and supervised four full-time HR Associates.
• Successfully maintained 95% or better fill rates for exempt and non-exempt level positions.
• Developed HR solutions by collecting and analyzing information; recommended courses of action, including new policies and procedures.
• Worked closely with management and team members to improve work relationships, build morale and increase productivity and retention.
Compensation Analyst, Borders Group, Inc. (2003 – 2004)
• Participated in strategic business planning to establish annual goals, KPI’s, staffing, succession planning and performance management initiatives.
• Streamlined company’s base pay management practices, pay structure, administrative guidelines, and incentive programs.
• Collaborated with HR Business Partners to establish updated performance management programs.
Compensation Analyst, Home Shopping Network, Inc. (1999 – 2003)
• Ensured competitive pay structures, practices and equity through market pricing, third party surveys, internal benchmarking and EEOC analyses.
• Partnered with management to assess and plan HR strategy related to succession planning based on core competencies.
• Managed immigration and visa filings for all foreign employees.
• Reduced outside counsel expenditure 30% by educating management on employee relations best practices and proactively engaging the workforce.
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