Human Resources

Carinne E. Wickman

720-***-**** *********@*******.***

SUMMARY

My responsibilities have encompassed numerous disciplines within the human resources function, including but not limited to, benefits administration, performance management, employee relations, recruiting, compensation management, policies, procedures and compliance. I seek to challenge myself in the workplace by constantly working hard, maintaining my motivation while motivating those around me and by always being willing to take on new tasks. I bring experience, hard work and a sense of humor to the workplace.

EXPERIENCE

RR Donnelley – Frederic Printing (Aurora, CO) 2016 - Present

Human Resources Manager

Responsible for ensuring compliance with all federal, state, and local agencies, pro-active employee relations, communication support, and internal management consultation

Responsible for administering policies, procedures, regulations and contracts as they relate to the Human Resource function

Plan, develop, implement, and maintain all plant level Human Resource activities along with strategic business goals and objectives

Effectively and proactively manage the requirements and functions related to the Affirmative Action Plan for assigned locations

Effectively manage local workers compensation and training programs in accordance with company guidelines

Maintain all personnel records, unemployment files and workers compensation files

Direct and lead all employment functions (i.e. recruiting, screening, coordination of staffing plans, promotions, training, positive counseling)

Respond to unemployment and other governmental/financial inquiries regarding employment

Information in accordance to company guidelines

Facilitate communication and function of employee benefit programs, including open enrollment

The Western Sugar Cooperative, Denver, CO 2005-2015

Corporate Director of Human Resources

•Responsible for overseeing human resources needs for corporate office and 5 plant locations

•Interface with 3 Unions (2 Teamsters and 1 Grainmillers)

•Employee relations for 1,000+ employees at 5 factories in 4 states

•Manage payroll function and office administration

•Responsible for benefit administration, enrollments, COBRA, annual enrollment, ACA

Compliance

•Performance Management

•Compensation Management

•Collaborated as a member of strategic planning team working to develop company’s mission and core values

•Implement new HRIS payroll system (Ceridian ->ADP 2.0 ->Workforce Now->ADP 7.0)

•Manage the Drug Free Workplace Program

•Develop human resources policies and procedures

•Recruiting and Onboarding

•Maintain EEO regulatory and legal compliance

•401(k) administration – Investment Committee Leader

•Coordinate employee and management training

•Administer EEOC Conciliation Agreement mandates as internal monitor

Airgas Intermountain, Inc., Denver, CO 2002 - 2005

Regional Human Resources Director

•Supervised staff including Human Resources Representative, Human Resources Assistant, Payroll Specialist, Administrative Assistant, and Receptionist

•Formalized compensation structure throughout region for non-exempt employees through benchmarking, analysis and research

•Organized numerous onsite training seminars (i.e. documentation skills for managers/supervisors, recruiting and retention, and interview skills)

•Communicated with corporate human resources on benefit decisions, annual enrollment, and new hire orientation

•EEO, regulatory compliance, mandatory postings, consult with legal when necessary, FMLA, FLSA, ADA, terminations

•Recruiting: drivers, fillers, sales managers, administrative personnel, and managers

•Produced monthly e-mail newsletter for managers and supervisors on various human resources and employee relations issues

•350 employees at 33 branches in 5 states

L-3 Communications-Randtron Antenna Systems, Menlo Park, CA 1985 - 2001

Human Resources Manager

•Supervisor for 2 Senior Human Resources Representatives, Environmental Health/Safety Coordinator, Human Resources Assistant, Reception, and Mail Assistant

•Designed a more enjoyable and comprehensive new hire orientation

•Introduced Focal Review System where all employees are evaluated on an annual basis.

•Merit increases also occurred at this time making this new system a “pay for performance” program

•Instrumental in writing and implementation of new employee handbook

•Maintained and rolled out Affirmative Action Plan and participated in EEOC compliance audits

•Upgraded compensation structure to include new salary ranges, job descriptions, and FLSA

status

•Benchmarked all positions including engineering, assembly, administration, management etc.

•Responsible for exempt level recruiting/hiring for Electrical Engineering, Mechanical/Manufacturing Engineering, Executives/Management, Finance, and Contracts

•Created an Employee Referral Award program where employees were compensated for referring a successful candidate

•Enhanced vacation accruals and changed eligibility requirements for 401(k) participation for recruiting and retention purposes

•200 employees

EDUCATION

University of San Francisco

San Francisco, CA

BS Organizational Behavior

Whatcom Community College

Bellingham, WA

AAS/Pre-nursing

AFFILIATIONS

Society of Human Resources Management (SHRM)

National Association of Professional Women (NAPW)

SKILLS

ADP – HRB, PayeX, Workforce Now, PeopleSoft

Microsoft Office

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