M NADINE RACHT

**** **** ******** ****

Reading PA 19611

570-***-****

adt0bb@r.postjobfree.com

CAREER SUMMARY

Human Resources professional with over 18 years of management and comprehensive human resources experience including:

Employee Engagement and Relations

Change Management

Strategic Planning

Policy Design and Administration

Talent Acquisition

Succession Planning

Employee Retention

Investigations

Performance Management

Training and Compliance

Practical Process Improvement

Recruiting

Organization Development

Metrics Analysis

Six Sigma Black Belt

Contract Negotiations Lead

EMPLOYMENT

DS Smith (Formally Known as Interstate Container)

Regional Human Resources

2016- - Present

•Manage the HR processes and key initiatives at 6 facilities for both union and non-union employees. Drive existing policies and programs in conjunction with site leaders.

•Continuous development of highly effective working relationships with business leader through demonstrating a solid understanding of the key drivers of the business. Alignment of the talent strategy with the overall business strategy though continual education of operation, finance and key business drivers.

•Serve as a trusted adviser to leaders regarding people-related issues, business needs and overall operation of business through counsel and education of HR processes, policies and procedures.

•Labor management and contract negotiations with multiple labor unions. First chair for USW, Teamsters and Graphic Designers negotiations. First chair for both grievance and arbitration cases.

•Analyze trends and metrics in partnership with the HR team and operations to develop solutions for retention, training and engagement.

•Provide expertise and counsel to Managers in areas of Human Resources such as employee relations, performance management, talent acquisition, talent development, change management, leadership development and diversity.

•Conduct internal investigations related to, but not limited to, employee issues/complaints of harassment, inappropriate conduct, ethics violations, etc. Work closely with management to determine appropriate resolutions and outcomes.

•Manage complex FMLA, WC and ADA cases. Reduced FMLA leaves from 49 in 2016 to currently 4 through proper administration of the policy. Total reduction of Workers Compensation cases from 10 per year in 2017 to currently 1 for the Reading facility. Reading facility 1422 days no LTA, New Castle facility currently at 1090 days no LTA and Winchester to 988 days no LTA.

•Administer performance appraisal, merit increase processes, and administer overall compensation to ensure effectiveness, compliance, and equity within the site functions.

•Administer on-boarding and off-boarding processes. Identify trends and areas for improvement. Create recommendations aimed at improving retention of key talent.

•Developed electronic on-boarding as well as development of electronic employee files. Utilize LEAN manufacturing principals in human resources at both the local and national level.

•Training for C level management as well as national HR team around various topics including FMLA, STD and ADA.

•Grant development and writing. Received Biodiversity grant of $20,000 for the facility to work in conjunction with the City of Reading on development of green spaces in the city.

•Drive and direct community action committee and employee engagement committee.

RevSpring, Inc.

Human Resources Director

2015– 2016

•Communicates various Human Resources policies, procedures, laws, standards and government regulations to a staff of over 300 employees at multiple sites.

•Manages a staff of professionals providing a full range of services to the company and divisional staff to include employee relations, benefits administration, compensation administration, personnel records keeping, training and development and other related activities.

•Analyzes compensation policies, government regulations, and prevailing wage rates to develop competitive compensation levels for the organization thus reducing turnover.

•Develops metrics to analyze workforce trends and issues that provide human capital related results.

•Analyzes statistical data and reports to identify and determine causes issues while developing recommendations for improvement of organizational policies and practices.

•Directs the preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies. Formulates policies and procedures for testing, placement, classification, orientation, benefits, and employee relations.

•Provides leadership and counseling support to company executives and management on matters of goal setting, policy development, personnel management, and strategic implementation in support of achieving corporate objectives and business growth.

•Prepares and manages budget for HR operations, as well as administration of site budgets.

•Represents organization at personnel-related hearings and investigations.

•Responds to employee relation issues including employee complaints, harassment allegations, and civil rights complaints.

•Develops and provides training to the organization’s workforce. This includes Lean Manufacturing training, Leadership Development Training and Orientation Program. Wrote each of these programs currently in practice. Certified Trainer the Trainer and Master Trainer.

•Developed CPI (Continuous Process Improvement) program for entire company. Wrote educational element, trained team and facilitated the company’s first Kaizen event.

•Responsible for maintaining a professional and productive working relationship with staff, to include assisting in planning, organizing, controlling, and executing corporate initiatives.

Thermo Fisher Scientific

Facility Lead Human Resources Manager

2013- 2015

•Manage the human resources needs for over 700 employees at pharmaceutical packaging site. This is a 3-shift manufacturing facility. Act as the Human Resources lead for site and member of the site executive leadership team.

•Partner with functional leadership in assigned business unit/client groups on strategic initiatives, organizational development, change management, application of HR policies and processes and complex employee issues in order to strengthen overall organizational capability.

•Coach leadership team on people management, career development, personal leadership, performance evaluation and recognition.

•Responsible for driving the recruitment and hiring efforts for all band level applicants within the entire recruiting life cycle.

•Partner with managers in establishing hiring and compensation strategies.

•Participate in teams to drive Core, Common and Consistent solutions such as process improvement as well as participating in other broad scale projects and initiatives.

•Conduct employee/labor relations investigations and provide recommendations for resolution.

•Drive PPI (practical process improvement methodology) as a way of continuously improving the way we do business and actively lead, participate and support PPI teams. Drive Daily Tier Board use and modifications. Put in the place tier level meetings for entire facility.

•Ensure alignment of processes (i.e. Human Resources Review (HRR), Performance Management and Development (PMD), Quarterly Business Reviews (QBR), etc.) with strategic and operating goals.

•Manage the annual performance and salary review processes as well as the variable pay programs.

•Collaborate with executive level management to execute and implement large scale initiatives (i.e., roll out annual programs, new programs/policies, etc.).

•Conduct compensation analysis.

•Promote positive employee relations.

•Familiar with complex FMLA, Worker’s Comp, ADA, STD and LTD issues

National Program Manager

Adecco

2008 – 2013

•Manage human resources services for the BioPharma Services Division & Customer Channels Group of Thermo Fisher Scientific. Manage 13 sites nationwide, with $12 MM yearly revenue. Providing support to 900+ associates within the manufacturing and packaging facilities of Thermo Fisher.

•Manage and responsible for temporary associates, contract associates and direct hires for all facilities. This includes, employee relations, administration of HRIS, review process, corrective and/or disciplinary actions, terminations and other various employee related functions.

•Oversees and responsible for recruiting, phones screens, interviewing, hiring and training/orientation.

•Train and develop all new associate for client including: SOP training, RA training, development of programs and new hire orientation which results in lower Quality Assurance incidents.

•Ensures the highest quality standards are meet in accordance with client policies and procedures.

•Coordinates with Human Resources, Executive Leadership Team and other various levels of management to ensure customer receives the highest level of satisfaction with Adecco.

•Ensure that compliance standards are met regarding federal and state regulations concerning employment and co-employment for temporary associates.

•Provide guidance and support to managers and staff regarding temporary staff and the on boarding processes.

•Act as a liaison between the Adecco Group and Fisher Clinical Services.

Human Resources and Sales Manager

2003 – 2008

The Bon-Ton Department Store

•Promoted to greater levels of responsibility resulting from numerous achievements and consistent excellence in performance.

•Management responsibilities include Human Resources, Operations and Sales.

•As Human Resources manager provided employee relations, counseling, training and communications to a staff over 200 associates.

•Additional responsibilities include development, training, directing and motivating of sales staff as well as execution/compliance of company policies and standards.

•Coached management and associates regarding new procedures, corrective actions, as well as training on such subjects as diversity and tolerance.

•Also provided guidance to associates and/or managers regarding compensation, benefits, administration of HRIS (including Kenexa, Authoria, StaffWorks and various other systems), assist management with implementation of new policies and procedures.

•Co-writer of employee handbook that was written specifically for the cosmetic department.

•Responsibility for inventory control of business unit valued at $19MM.

•Sales management responsibilities for multiple departments, including Ready-to-Wear, Petites, Women’s, Outerwear, Dresses and Cosmetics.

Special Education Teacher

1993 – 2003

Scranton School District

EDUCATION

Marywood College, Scranton PA

Bachelor of Science– Communication Disorders

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