Senior HR Leader

LEA BOTTORFF, PHR, SHRM-CP

812-***-**** adipdv@r.postjobfree.com

PHR and SHRM-CP certified results driven Human Resource Leader with expertise in creating and implementing programs to improve business operations. Able to perform organizational diagnostics and provide recommendations for improvement. Highly skilled in restructuring, change management, improved engagement and retention. Strong relationship-building and effective collaboration with team members, colleagues, vendors, and customers. Ability to create and execute training, coaching, and development programs for executives, managers, supervisors, and team members.

Human Resource Experience

Talent Acquisition & Retention Organizational Design/Development Training and Development

Leadership Coaching Employee Grievance & Conflict Resolution Business Process Improvement

Change Management Policy & Procedure Development Budget Management

PROFESSIONAL EXPERIENCE

Parker Hannifin Aug 2018- Present

Divisional HR Manager

HVAC Division, (1000 employees) Multi-Site Responsibility

Strategic Business Partner: Responsible for improved workforce planning, skills assessment, talent management, learning and development, champion employee engagement/High-Performance Teams

oOrganizational Design: evaluate position necessity by reviewing the efficiency and optimum talent:

2018 - reduction of 25 indirect labor; cost savings 1.3m,

2019 - reduction of 6 salaried roles; cost savings 500k,

2020 - restructured HR Division Team, Process Engineering, R&D, and Supply Chain

oTalent: Recruited Key Roles - Division Process Engineer, Business Development Manager, Plant Managers, and Marketing Manager.

oCompensation Kaizen: Propose general increases, development opportunities, streamline categories and ranges for hourly operations team members

Continuous improvement: Established consistent processes. Enhanced efficiency of benefits administration, record-keeping, compliance, recruitment and staffing, compensation, and employee engagement

Employee champion – increase High-Performance Team Participation: 30% to 78%

Engagement: FY19 = 68%, increased to FY20 = 80%

Safety – support training and development opportunities, encourage HPT participation and star point team success, celebrated 1 year recordable free at JVIN facility, FY19 RIR .30

Communication Improvements – lead increased consistent communication via email, town hall, monitors and regularly manager touchpoints, implemented stay interview, and regularly 90-day reviews for all new hires.

Cost Control – Analyze Contract Labor/Direct Labor Options, PPE Usage – FY20 - 50k savings

Turnover Analysis – 74% decreased to 30% (1 year)

Plant HR Manager (Aug 2018-March 2019)

Louisville, Ky, (500 employees)

oInvolved in planning HR organizational business strategy and implementing change management, including HR Team restructuring with a focus on engaged culture and employee relations while aligning goals with the business strategy

oIssue Free Initiatives: Facility Improvements, clear consistent communication, compensation analysis, conflict resolution, and operations reorganization to build a stronger leadership team

oIncrease Engagement – Increased communication, compensation review and competitive rate implementation focus group discussions, open-door policy, and support HPT training and team building initiatives

oCompliance Initiatives: Process improvements in Affirmative Action, I-9, Medical Leaves, Payroll

oAnalyzed existing recruitment/sourcing/selection processes and developed a more efficient process to improve quality candidate selection and produce retention results that improve business efficiencies and recruiting costs.

American Fuji Seal (Greenfield Site) Jan 2014-Aug 2018

HR Director

Jeffersonville, In (200 employees)

–Direct the Human Resource Department for three divisions for a multi-national manufacturer. Lead strategic focus on building HR structure for the new facility including Designing policy and procedures, processes, workforce planning, talent, orientation, and on-boarding.

oGreenfield start-up; Development of all Policy/Procedure/Processes for new business

oTalent Acquisition: hired all team members and leadership positions (180 positions)

oLead initiatives to attract talent, engagement initiatives, rewards, and recognition planning, etc.

N.T.C. (Turning Point Brand) Feb 2008 – Jan 2014

Employee Welfare Manager

Louisville, KY (150-300 employees)

–Lead Employee Relations, benefits, and training for corporate office with national sales staff and a satellite location in Tennessee.

oImplemented new payroll system increasing the efficiency with $40k cost savings in one year

oEstablished Vehicle Safety Program reducing the number of accidents/incidents by 30% from 2010 to 2011

oCreated Safety Incentive Program, Orientation, Training, and On-boarding Processes to increase retention and reduce turnover (<3% 2012-2014).

Freudenberg-NOK Feb 1995 – Feb 2007

Louisville, KY (250-500 employees)

Started in the Human Resource function with gradual growth from Payroll/HR clerk, HR Coordinator, HR Analyst, Administrator, HR Manager for an automotive manufacturer.

HR Manager Mar 2004 – Feb 2007

oResponsible for leading HR function for the automotive manufacturing facility. Streamlining processes such as disciplinary procedures, reducing lead time, and training opportunities

100k+ Savings/Annually – Reward Perfect Attendance/Removing PTO

Introduced Safety programs increasing safety engagement and reducing OSHA recordable from 25 to 0 in 2006

Supported focus groups/roundtables and contract labor management

HR Administrator Jul 2000 – Mar 2004

Created hourly associate handbook

Managed OSHA documentation

Responsible for COBRA, FMLA, ADA, EEO, etc.

HR Coordinator Nov 1997 – Jul 2000

Processed employee changes for three-shift operations

Responsible for communication, job bids, payroll changes, benefit changes, etc.

Employee Relations

Payroll Clerk/Receptionist Feb 1995 – Nov 1997

Greet visitors/candidates/guest

Payroll Administration

Communications

Absenteeism/Attendance

Employee Relations

EDUCATION

Sullivan University – Louisville, KY – MS HR Leadership

–Pending 2021, GPA 3.7

Indiana University Purdue University Indianapolis – Indianapolis, IN – BS Labor Relations

–Business, Labor Studies, Technology, Core GPA 3.9, Overall 3.0

CERTIFICATIONS

-HRCI – Professional in Human Resources (PHR)

-SHRM – Society of HR Management Certified Professional (SHRM-CP)

COMMUNITY LEADERSHIP

–Director of Membership, SISHRM, 2017- Present

–2019 State of Indiana SHRM Volunteer of the Year

–Mentor – Indiana University Southeast, 2016 – Present – HR Graduate Students

–Indiana University – Graduate Student Panel “Human Resources” – Feb/Sept. 2019

–Kentucky Department of Education Business Panel – Future Business Expectations – Nov. 2019

–SHRM Certification Learning System Facilitator – September 2020

Contact this candidate