Human Resource Professional

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MAUREEN KNAPP, MSA, SPHR

Roswell, GA • 419-***-**** • *********@*****.***

HUMAN RESOURCES LEADER

Transformational Human Resources leader with the ability to create and execute strategic business objectives, lead large scale change initiatives, and effectively manage all aspects of human resources. Genuine influencer who thrives on tough challenges and translates strategies into actionable, value-added goals. Core Strengths

Employee & Labor Relations Compliance Investigations Performance Management Succession Planning Reduction-in-force Organizational Change Continuous Improvement Project Management Training & Development Employment Law Recruiting & Retention Reward & Recognition PROFESSIONAL EXPERIENCE

Colonial Pipeline Company – Alpharetta, Georgia August 2023- present

(largest refined products pipeline in the U.S. 1500 employees across 13 states $2B in revenue) Senior Human Resources Business Partner

Strategic HR Business Partner mitigating risk to the organization while aligning talent to strategy. Developing HR policies, processes, and procedures to elevate the internal customer experience in tandem with best practices.

• Review and advise on job eliminations, promotions, and terminations, ensuring alignment with strategy and legal compliance during reorganization. Designed tools to reduce time to complete severance documentation by 70%.

• Provide guidance on sensitive employee issues, including policy interpretation, conflict resolution, performance management, and disciplinary actions.

• Lead investigations, offer expert consultation, and partner with cross-functional teams on corrective actions, training, policy development, and communications to mitigate risk.

• Offer subject matter expertise on HR policies, procedures, and labor laws, incorporating industry best practices. Reducing department resolution time by 3 days.

• Collaborate with senior leadership to create a psychologically safe environment and develop strategic plans that enhance business outcomes through engaged employees and effective leadership. $56M ahead of first half EBITDA plan.

Parker Meggitt - Akron, Ohio September 2022 – August 2023

(global government and commercial supplier of aerospace braking systems 9000 divisional employees $2.1B in revenue) Senior Human Resources & Labor Manager

Senior HR professional driving comparative staffing analysis and process improvement during acquisition. Introducing Six Sigma Lean tools and resources while maintaining retention through engagement initiatives. Led and mentored a team of five.

• Oversaw payroll system transition and implementation of Sarbanes-Oxley compliant protocols. Managed payroll processing for multiple sites for 600+ team members including union, salaried exempt and non-exempt.

• Created recruiting model and trained staff to utilize best practices to grow pipeline while reducing dependency on agency hires by 50%. Overhauled team member new hire onboarding and integration program.

• Directed government mandated programs: FAA drug free workplace and annual Affirmative Action Plans. Executed internal audit of employee eligibility forms and personnel file retention plan. Located Maureen Knapp Page 2

accredited training provider within budget for annual FAA Drug Free Workplace training and achieved 100% participation across two locations.

• Oversaw site employee relations, compensation, talent acquisition and management for 300+ employees. Initiated discussions with senior leaders on pay equity and succession planning. Developed and directed Diversity, Equity, Inclusion, and Belonging opportunities. Exceeded revenue goals by 45%.

Charles River Laboratories– Ashland, Ohio October 2021-September 2022

(Global contract research organization, safety assessment 21,000 employee $4.12B revenue) HUMAN RESOURCES MANAGER

Directed career ladder development across departments to increase retention. Consulted with directors regarding succession planning and recognizes potential high performers. Analyzed exit interview metrics to determine training and initiatives necessary to impact attrition. Restructure summer internship program to include mentorships, weekly presentations from senior leaders, and performance reviews. Led and mentored a team of three.

• Drove Employee Eligibility audit, uncovering gaps in a process not aligning with federal regulations. Managed federal mandated COVID vaccination tracking requirement for site. Directed employee file management, including file design and designated personnel file area.

• Championed process with an emphasis on an interactive dialogue to produce quick accommodations in over 80% of the cases.

• Collaborated across departments to design a Leave of Absence tracking system reducing excessive absences. Process allowed for line of sight of approved time off, as well as a repository of related documents and communication. 85% reduction in time per leave request. Elimination of overpayment of sick time.

• Mentored two Human Resource Business Partners on best practices for investigating employee concerns and developing holistic recommendations to improve the employee’s, department’s, and business’ behaviors and culture. Driving consistency and implementing aspects of organization’s values to improve employee engagement by 12%.

Cargill – Cleveland, Ohio April 2020- October 2021

(Global family-owned food, agricultural products, and industrial services 160,000 employees $177B revenue) SENIOR EMPLOYEE RELATIONS & EMPLOYEE EXPERIENCE SPECIALIST Senior HR professional who sourced and developed human capital solutions for fifteen locations across the US. Coordinated complex regional processes and delivered HR support through investigation, employee relations, and performance improvement resolutions. Created and delivered strategic plans specific to each business and location.

• Reviewed reported concerns, created investigation plans, interviewed reporters, witnesses, and those accused to determine if claims were substantiated. Communicated throughout the process to all stakeholders and submitted a report containing relevant details, conclusion, and any follow-up actions.

• Developed and presented materials to teams with the goal to increase sensitivity surrounding diversity while creating a more inclusive environment where employees can bring their authentic self to the workplace without fear of harassment. Reduced Ethics complaints by 70%.

• Coached supervisors and managers on how to resolve or navigate through employee behavioral and skill-based deficiencies. Collaborated with stakeholders regarding succession planning, leadership development and retention. Workforce analysis and development plans implemented to reduce risk.

• Directed and oversaw the work of fifteen local administrative assistants as it pertains to effectively utilizing recruiting budgets, open position advertising, and conducting orientations. AAP data points improved across 67% of supported locations.

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Hospice of Michigan – Ann Arbor, Michigan November 2017- April 2020

(Michigan based non-profit hospice organization 600 employees $70M revenue) Senior HR Generalist (2018-2020)

HUMAN RESOURCE GENERALIST (2017-2018)

Supported 300 employees in 5 locations including remote. Partnered to manage talent, employee engagement, and ensure alignment to business objectives.

● Developed and presented leadership training for managers and directors reducing staff turnover and increasing productivity. Reduced attrition by 15%.

● Advised supervisors on policy interpretations, disciplinary actions, performance improvement plans, separation, severance package design, and investigating patient-based complaints to ensure consistent and fair treatment. Increased engagement scores by 5%.

● Proactively sourced and recruited new hires while creating a deep bench of talent. Utilized various job boards to increase diversity in the candidate pool. Reduced time to fill by 26%.

● Collaborated with the Director of Human Resources and peers to create and implement an effective program to maintain compliance with the requirements of federal, state, and hospice accreditation organizations. HR department received a rating of Excellent on personnel files. Archdiocese of Detroit – Livonia, Michigan August 2012- November 2017

(Michigan based non-profit cemetery department 60 employees $20M in revenue) ASSOCIATE DIRECTOR OF CEMETERIES (2015 – 2017)

Senior level leader responsible for transforming organization from an at-need to a pre-planning cemetery service provider. Experience an average of 20% revenue growth through process and compensation initiatives.

● Coordinated management training in interviewing, hiring, promotions, performance reviews, terminations, safety, and sexual harassment.

● Designed compensation package that was best in industry and implemented annual top sales awards that included a bonus and inclusion in management company retreat in California. Sales increased by 20%.

ASSOCIATE DIRECTOR OF OPERATIONS (2013-2015)

● Consolidated HR functions previously managed by several different departments into a single consolidated organization to manage all generalist affairs. Trained and supervised two employees with HR responsibilities. Reduced resolution time by 2 days.

● Enabled operational change essential to a $2M increase in revenue. Helped to facilitate redesign of core business operations, including one fast-track expansion. LOCATION MANAGER (2012-2013)

● Introduced proactive employee and labor relations program to resolve previous labor and management issues and restore the credibility and employee-centric focus of the management team. All grievances resolved prior to arbitration.

● Updated job descriptions, performance review process, and employee handbook for all employees. Introduced cross-training in administrative and accounting positions developing succession planning pathways and reducing single point of failure.

● Integrated 10+ staff in aftermath of leadership change, steering flawless workforce assimilation into core business operations. Contributed to profitable turnaround with >$1M increase in first year. Education & Professional Credentials

MSA, Human Resources: Central Michigan University, Mt. Pleasant, Michigan BBA, Finance: University of Toledo, Toledo, Ohio

Senior Professional in Human Resources (SPHR): HR Certificate Institute School of Leadership and Management Excellence – University of Notre Dame Lean Green Belt: Six Sigma Global Institute – 69401844 SCRUM Master: SCRUM Accreditation

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