Experience

Winland Foods

• United States
• Food and Beverage Manufacturing
• 200 - 300 Employee

• Human Resources Director

  • Oct 2023 - Present

• Senior Human Resources Manager

  • Oct 2022 - Sep 2023

  Green Bay, Wisconsin, United States



TreeHouse Foods

• United States
• Food and Beverage Manufacturing
• 700 & Above Employee

• Senior Human Resources Manager

  • Apr 2022 - Oct 2022

  Green Bay, Wisconsin, United States

• HR Manager

  • Nov 2019 - Apr 2022

  Green Bay, Wisconsin Area



Tufco, LP

• United States
• Manufacturing
• 1 - 100 Employee

• HR Manager

  • Mar 2019 - Oct 2019



PAi Retirement Services

• United States
• Financial Services
• 200 - 300 Employee

• HR Business Partner

  • 2015 - Mar 2019

  De Pere, WI Drives business performance by serving as a consultant to leaders: • Provides guidance & input on business unit workforce planning, organizational design, succession planning, & talent acquisition. • Facilitate conflict resolution, team building, & work group analysis activities. • Lead business unit leaders through core HR programs and processes – Compliance, Compensation, Benefits, Talent Management, Employee Relations, Talent Acquisition, etc. • Applies in-depth knowledge of… Show more Drives business performance by serving as a consultant to leaders: • Provides guidance & input on business unit workforce planning, organizational design, succession planning, & talent acquisition. • Facilitate conflict resolution, team building, & work group analysis activities. • Lead business unit leaders through core HR programs and processes – Compliance, Compensation, Benefits, Talent Management, Employee Relations, Talent Acquisition, etc. • Applies in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks & ensuring regulatory compliance. • Conducts internal investigations & drives resolution of employee relations issues or concerns. • Integrates information to develop meaningful recommendations and solutions to assist the business with human capability. • Supports business in strategic goals & initiatives. • Develop & drive performance management & leadership development programs for the organization. Key Accomplishments: • Instituted leadership development program in partnership with NWTC, & awarded grant dollars 2 consecutive years to provide classes & offset costs by 60%. • Created business requirements to use in the evaluation & selection of HRIS vendor, and played a key role in the consolidation of HR systems & processes with the implementation. • Developed internal employee engagement survey, offsetting cost of external surveys. • Created 360 feedback survey to create awareness & aid in employee & leader development. • Built merit process & calculation in HR system to align with employee performance, eliminating time & resources for processing. • Implemented a succession planning program to identify leadership talent & readiness, critical positions, & risk of loss. • Established compensation philosophy & conducted internal equity exercise to align pay for positions with market pricing assessment. • Created competency model for use in the employee selection process & employee performance evaluations. Show less



WEC Energy Group

• United States
• Utilities
• 700 & Above Employee

• Human Resource Business/Labor Consultant

  • 2006 - 2015

  Green Bay, Wisconsin Area Provided HR consulting services to business units (~650 employees, ~85 leaders, multi-union) including employee/labor relations, compensation & benefits, organizational development, staffing & recruitment, etc. Collaborated with senior leaders on projects and participated in strategy development, implementation of plans, and initiatives. • Analyzed and consulted with business units. Determined trends, and made recommendations on future state or provided creative solutions to current… Show more Provided HR consulting services to business units (~650 employees, ~85 leaders, multi-union) including employee/labor relations, compensation & benefits, organizational development, staffing & recruitment, etc. Collaborated with senior leaders on projects and participated in strategy development, implementation of plans, and initiatives. • Analyzed and consulted with business units. Determined trends, and made recommendations on future state or provided creative solutions to current business challenges. • Counseled leaders on employee issues and practices, advising them on course of action to take to minimize legal exposure and risk. • Conducted investigations and resolved employee and/or workgroup issues, including handling of disciplinary action and grievances in a multi-union environment. • Interpreted and communicated corporate procedures, labor agreements and employment laws. • Developed and implemented talent management program across business units to identify bench strength, succession planning, and develop action plans to mitigate risk of talent loss. • Partnered with business units to determine staffing levels and organizational structure, and provided support in selection/development of talent. • Facilitated business units through decision making process for staffing and organizational design during merger, workforce reduction initiatives, and reorganizations.

• Compensation Analyst

  • 2002 - 2006

  Green Bay, Wisconsin Area Developed/administered total compensation programs through surveys, evaluation of jobs, auditing programs, and calculations for compensation programs. Supported HR policy development, project management of HR initiatives, and organizational development work across/within departments. • Developed a career ladder template and led a group of leaders across several business units to successfully develop and implement a program for similar roles across all groups. • Guided leaders through the… Show more Developed/administered total compensation programs through surveys, evaluation of jobs, auditing programs, and calculations for compensation programs. Supported HR policy development, project management of HR initiatives, and organizational development work across/within departments. • Developed a career ladder template and led a group of leaders across several business units to successfully develop and implement a program for similar roles across all groups. • Guided leaders through the redefinition of jobs for an entire department (~200 employees) based on business needs and market to help attract/retain employees and create employee development. • Developed and implemented incentive pay program to align with market. • Conducted audits on incentive plan enrollments and discretionary payments to ensure company payments are accurate and meeting corporate guidelines. • Developed/implemented policies, programs/processes through research/analysis to meet objectives and ensure legal compliance. • Developed and provided a cost analysis of the terms negotiated in union contracts.



City of Appleton Wisconsin

• United States
• Government Administration
• 100 - 200 Employee

• HR Generalist

  • 2002 - 2002

  Appleton, WI Responsible for the recruitment/selection/ retention at all levels; health/wellness initiatives, job descriptions; compliance; policies; policy/program development; and corrective action in a multi-union organization.



The Manitowoc Company

• United States
• Machinery Manufacturing
• 700 & Above Employee

• HR Representative

  • 1998 - 2001

  Manitowoc, WI Managed human resource activities for a multi-union facility and provided support to four other crane divisions. Recruited/selected candidates at various levels, provided support to managers, promoted employee relations, and& streamlined HR processes. Maintained computer-based employee files, training database, job descriptions, and seniority rosters. • Identified and implemented innovative ways to attract new employees which created a larger pool of talent and resulted in successful… Show more Managed human resource activities for a multi-union facility and provided support to four other crane divisions. Recruited/selected candidates at various levels, provided support to managers, promoted employee relations, and& streamlined HR processes. Maintained computer-based employee files, training database, job descriptions, and seniority rosters. • Identified and implemented innovative ways to attract new employees which created a larger pool of talent and resulted in successful hires in specialized fields. • Served as primary point of contact for leaders dealing with disciplinary problems or violations of workplace policies and rules. Conducted investigations and partnered with leaders to resolve issues. • Redesigned employee orientation process and materials including writing employee handbooks which ensured all new hires received accurate and current information. • Oversaw timekeeping/payroll function for hourly employees; re-engineered processes, eliminated redundant and non-value added activities which reduced workload from 50 hours per week to five hours per week and eliminated one full-time equivalent. • Pioneered youth apprenticeship program promoting technical trades, establishing a new apprenticeship curricula, and coordinated company state indentured apprenticeship program. Show less