Social Media Human Resources

Mary Herman

Morton Grove, IL *****

***/***-**** adbjg2@r.postjobfree.com linkedin.com/in/mary-herman-mke

SENIOR HUMAN RESOURCES LEADER DIRECTOR

Sr. HR Business Partner Organization Development (OD) Human Capital Thought Leader Human Resource and Strategic HR Business Partner offering expertise in talent management, building a highly engaged workforce, leadership and team effectiveness, strategic hiring and assimilation, HR infrastructure efficiencies, HR planning, and mergers and acquisitions (M&A). Mentor and coach leaders on matters relating to organizational effectiveness. Possess a unique combination of long range and pragmatic thinking skills, with a bias for deployment and results focus. In depth experience while supporting global and regional sites. Strong international experience with great multi-national and cultural acumen.

Leadership Organizational Development (OD)

● Transformation agent in customized, value-based culture shift impacting vision, work design and flow

● Changed perception of HR office to role of advocate for Company, management and employees

● Led strong reduction in turnover (97% to 9%) and time to hire

● Increased morale through proactive presence and behavioral change

● Supervised up to 4 direct reports; 20 indirect reports which were geographically dispersed

● Implemented streamlined, focused and essential information reporting

● Intervened in numerous personnel issues to successful resolution by strengthening company’s position, reducing exposure and disarming employees’ dissatisfaction Labor Relations

● First Chair Negotiator

● Achieved win / win solutions successfully disposing of organization attempts, grievances and arbitrations.

● Won decertification campaigns

● Proactively partnered with counsel to receive fair NLRB decision in representation case; reduced estimated ULP settlement fund from reserve of $650K to actual expenses of $16K

● Significantly reduced Grievances (35 to 4) and Legal Claims ($685K to $92K)

● Successfully defeated organizational campaign; Set strategy with EU local counsels Talent Management, Training and Succession Planning

● Implemented customized training for individualized managerial issues including using DDI model

● Obtained 97% completion of mandatory training within 60 days from hire

● Revised onboarding and on-the-job training process for testing of essential knowledge centers

● Created career pathways and benchmarking for successful completion

● Implemented streamlined performance tools to provide on-time, actionable and accurate feedback Safety Culture

● Created safety-conscious culture through employee participation and behavioral change

● Reduced severity incidents from $355K to $0 (2.17 incident rate to 0.08)

● Increased facility records between loss time recordables from 83 to 403 days; longest duration without a recordable (from 53 to 393 days)

● Obtained 35% insurance dividend and concessions which totaled approx. $357K over 3 years. Legal Compliance

● Strong knowledge of federal and state employment laws including FLSA, ADA, FMLA, ERISA, EEO, HIPPA, NLRB, Worker’s Compensation and Discrimination

● Successfully defended against potential $6 million class action suit through proactive steps providing a positive defense for Summary Judgment.

● Promoted auditing / proactive correction of issues in payroll, DB and DC Plans; acted as fiduciary Cost Containment and Mitigation

● Implemented Benefit Coordination Design and Cost Analysis/Containment resulting in cost neutral solutions during 23% average increase to similarly pooled populations

● Created customized Wellness Program with 72.5% average participation Mary Herman, Page 2

EXPERIENCE

Cloverleaf Cold Storage / Americold, Sioux City, IA July 2014 – July 2019 Director of Human Resources

Reported to Sr. Leadership performed top HR role through acquisition and mergers (M&A) culminating in 1850 employees. Corporate Director of Human Resources for 22 facilities in 10 states.

● Worked M&A activity for successful integration and migration of about 400 employees including performing due diligence.

● Led HR activities for 2 new locations and 4 site expansions.

● Sourced and Implemented new HRIS system reducing non-value add processes by 23% for about

$77K annualized savings while improving employee experience.

● Championed social media usage resulting in decreased turnover (7%) and average time to hire.

● Drove down Workers Comp lag reporting and average claim cost through active management (from about $12,500 / claim to $7,500 resulting in about $400K savings.

● Won successful union avoidance campaign in strong organized area.

● Reviewed and enhance benefit offerings resulting in cost neutral, enhanced programs

● Redesigned recruitment and hiring for management resulting in higher Team member morale and increased operational efficiency.

● Led HR efforts in facility start-up resulting in 150 new hires in 6 weeks with 85% retention

● Upgraded software to transform Human Resources to a service proving department and streamlined services in headcount neutral manner while increasing services to facilities.

● Changed culture to reduce turnover (5% in 6 months) and Workers Comps incidents (22%)

● Increased return to work statistics through education / policy reform from 23 days to 2 days.

● Implemented new policies and benefits to enhance cultural transformation from passive to Team based, engaged workforce

Ask an HR Pro, Franklin, WI

Owner / Consultant February 2012 – August 2014

Presented clients with a wide-variety of topics focusing on self-service models to aid in talent acquisition and cost-effective, behavioral based HR solutions. Baptista’s Bakery, Franklin, WI

Consultant November 2011 – February 2012

Transitioned from Leadership role to attend to personal matter (elderly parent). Baptista’s Bakery, Franklin, WI April 2007-November 2011 Director of Human Resources

Reported to President, acted as Director of Human Resources for commercial, third party creator/packager of retail baked snack goods. Customized organizational change principles to systematically and positively impact profit while creating performance-based rewards and culture.

● Strategically redesigned and implemented Talent Assessment Process including selection, performance management process and systems, analytics and trained management resulting in on time delivery and increasing quantitative consistency.

● Transformed culture through executive and management coaching and systematic design change by promoting service leadership through employee training and approach

● Reduced employee turnover from approximately 97% to 9% through implementation of focused interviewing, structured workflow, personalized new employee orientation and on-boarding

● Championed safety awareness to reach all-time record in no loss time days and significant claims reduction ($355K to $0) resulting in dividends of 30%/35% (return of premium $350K in 3 years)

● Increased headcount by 50% to staff at budgeted levels through cultural / behavioral based screening process

● Changed adversarial departmental relationships to focus on collaboration

● Created leadership expectation settings at Plant level

● Changed incentive programs to focus on real time and areas of controllable objectives to assist in result in reduction of material waste (87%), safety recordables and labor inefficiencies (26%)

● Championed Company and employee advocacy to reach mutually agreeable resolution to conflicts

● Resolved long standing union organizational attempt (begun in 2005; union withdrawal 2008)

● Reduced bureaucracy and transferred ownership to team members Mary Herman, Page 3

East Balt., Inc., Chicago, IL

Director of Human Resources 2006-2007

Corporate and Plant Human Resources Manager 1998-2006 Reported to the Senior Management Team, acted as Director of Human Resources of global, multi-national food manufacturer. Although primarily focused on domestic concerns, for primarily local, management at facilities in 4 states and local contact for 1 facility’s (300 employees with 4 union contracts), international responsibilities (1900 employees at 22 locations on 4 continents) are included that focus on project work and review to insure compliance with Corporate goals.

● Global labor relations experience including North America, Asia, European Union and Africa

● Transformed culture from situational based responses to comprehensive review in areas of compensation, discipline, policy review and workflow and design

● Successful representation at Union Grievance and Arbitration Proceedings and adept at contract interpretation.

● Instrumental in reducing costs and accidents through various means including changing to a self-funded Worker’s Compensation program, case management and revamped safety programs.

● Implemented Ceridian HRIS system in less than budgeted time frame that resulted in creation of new policies and procedures that changed corporate reporting structure and eliminated redundant systems.

● Redesigned and implemented travel policy and credit card program which reduced company liability, streamlined Accounting Dept. workflow and resulted in employee responsibility for expense reporting

● Improved relationship between corporate and local HR departments EDUCATION PROFESSIONAL MEMBERSHIP

University of Chicago, Masters of Liberal Arts

Shimer College, Bachelors of Arts with Distinction Society for Human Resource Management, Member

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