Experience

• 

  Kohler Credit Union

  • United States
  • Banking
  • 100 - 200 Employee

  • Chief People Officer

    • Mar 2023 - Present

  • Senior Vice President- Talent and Culture

    • May 2020 - Present

  • Vice President- Human Resources

    • Mar 2018 - May 2020

  • Director-Human Resources

    • Oct 2012 - Mar 2018

    • Provide leadership to the credit union staff to maximize their performance, help advance their growth and development, and achieve the credit union’s goals.• Develop strategies and lead key initiatives to promote and achieve a culture of world-class service excellence and employee engagement.• Lead the best place to work initiative from developing the strategy to implementing the programs. Initiative focused on increased employee engagement, fun, and connecting with the community.• Design, oversee, and implement credit union’s compensation and benefits programs.• Lead the Training Department and guide the implementation of employee development programs and evaluate their effectiveness in meeting human resource and credit union goals.• Created and rolled out a Manager-in-Training program to aggressively develop credit union’s top talent.• Develop and implement employee evaluation programs which promote employee growth and support the credit union’s pay-for-performance structure.• Develop, maintain and disseminate policies, procedures, and programs related to the Human Resources Department functions.• Develop and execute a Human Resources Department annual budget which aligns with credit union’s business and strategic plans.• Identified opportunities to streamline multiple processes and implemented process improvements. Payroll process was reduced from three days to four hours, benefit open enrollment has been made electronic using EDI, therefore greatly reducing manual entry and human error, and automated sales and benefit reports to reduce manual entry.• Successfully managed project to purchase new HRIS and Applicant Management systems from selection of vendor through implementation.• Responsible for credit union Training and Human Resource Departments.

• 

  Nemak

  • HR Manager

    • Jul 2010 - Oct 2012

    • Maintain overall responsibility for all human resource strategies, policies, activities and issues including training & development as well as the administration of tactical HR services for a multi-plant location.• Provide human resources expertise to all levels of leadership on performance management/employee relations, career development, strategic organization planning, compensation, employee communications & people related policies & procedure.• Implemented a headcount management process which includes reporting, requisitioning, and budgeting. This resulted in accurate management of all headcount and a streamlined requisition process.• Created skill based pay structure and evaluations for skilled trades employees.• Participated in 2011 Economic Bargaining Unit negotiations.• Carry out and coach managers on the Bargaining Unit Contract.

• 

  Holtger Bros., Inc

  • Dir-Human Resources

    • Feb 2010 - Jun 2010

    • Manage all Human Resource, Safety, and Training needs for company with team of four people. • Administer benefits for both exempt and non-exempt staff.• Identified training gaps and developed training programs to target areas for development.• Implemented training programs and processes to ensure Department of Transportation compliance.

• 

  Kohler Co.

  • HR Generalist

    • Sep 1998 - Feb 2010

    • Support the Plumbing Americas Supply Chain and Customer Service Human Resources needs for over 275 exempt, non-exempt, and manufacturing associates.• Ensure alignment between Human Resources and the business by evaluating the present and future needs of the organization, analyzing processes and efficiency• Guide managers through the performance management process, and counsel managers and associates on performance issues, recommend development opportunities, discipline and/or termination if necessary • Administer union contract for manufacturing associates including grievances and performance management• Identify talent potential, build development plans to assist with associate training needs, and develop a succession planning strategy for key positions • Manage full cycle recruitment efforts and assist managers in shaping their organizational structure • Facilitate compensation processes, administration, and analysis including merit reviews, training, and market competitiveness• Developed Performance Rating process for over 120 non-exempt associates to support pay and performance integrity; oversee calibration process• Create Customer Service Leadership Development Strategy including building Customer Service Competency Model and developing rotation program• Successfully executed Customer Service Reorganization which aligned business and customer needs