Human Resources Director

• Lead team representing the following functions: Corporate HR, Talent Management, and Total Rewards. • Steered efforts surrounding organizational change management and internal employee communications. • Completely redesigned and launched company’s performance management program to focus on effective expectation setting, performance feedback, and evaluation criteria. • Launched numerous talent initiatives including: annual bottoms-up Talent Reviews, streamlined headcount budgeting process, Individualized Development Planning, Internal Leadership Coaching Program, Predictive Index Team Training, Mentorship Program, and a Leadership Development Book Club. • Program HR lead to integrate two new companies who were acquired by PurposeBuilt Brands, one of which was the company’s largest acquisition in company history.

Senior Talent Management

• Designed company’s first ever broad-based compensation structure and framework. • Program Lead for closure of a unionized manufacturing plant while concurrently designing the organization needed to accomplish the work that transitioned to a greenfield location. • Enhanced existing HR team’s capabilities through creating the following: Employee relations toolkit (Investigations, Corrective Action, PIP); Exit Interview revamp; establishment of metric-driven scorecard; and re-writing all company job descriptions. • Earned approval for and deployed company’s inaugural on-demand learning platform: LinkedIn learning.

Senior Manager Human Resources

• Lead team of 8 HR professionals with responsibility for 5 manufacturing sites across multiple states • Strategic partnership with VP and SVP level business leaders focusing on positive employee relations, employee engagement, organizational development, and talent management • Rollout of standardized training programs for front-line leadership, employee relations, hiring best practices, policy compliance, and safety • Manage cross-functional efforts related to talent planning, compensation, onboarding continuous improvement, human capital analytics, and addressing escalated employee relations through advanced conflict management

Human Resources Manager

• Centralized function leader for performance management, employee development programs, Global HR calendar, internal communications, compliance, employee engagement survey, and succession planning • Corporate HR process improvement lead with example focal areas including: integrating HRIS and payroll systems, creating a digital employee recognition program, redesigning the performance review process, authoring HR Operations manual, automating repeated administrative functions and implementing policy compliance review • Change Initiative Program Manager for both enterprise reorganizations and post-acquisition M&A integration into Weber’s operations and culture

Human Resources Business Partner

Human Resources Business Partner

• Primary point of contact for corporate employee HR inquiries providing a high level of service to both management and individual contributors • Drive performance management and talent development as a means to create an engaging and performance-driven culture • Advise employees through Weber’s performance review and compensation programs to ensure effectiveness, compliance and equity throughout the organization • Partner with talent acquisition during the full life cycle recruitment process for assigned corporate functions • Investigate and respond to employee relations incidents, clearly documenting issues and concerns, making recommendations on appropriate resolutions and executing actions as necessary • HR continuous improvement initiatives and projects; working independently, cross-functionally and within the broader HR function

Human Resources Generalist

• Work closely with internal client groups on employee relations concerns • Develop, update and ensure employee adherence to performance management processes to reflect strategic business plan and fostering employee development • Advise and counsel internal client groups on personnel practices, policies and compensation analyses • Oversee Workers Compensation process including incident reporting, claim submittal and post-incident follow through • Designed, developed, and present weekly New Hire Orientation • Supervise company HR Help Desk portal to ensure all inquiries are rapidly and accurately delegated and answered • Coordination of FMLA, Short Term Disability, and other leave of absence types including in person meetings with employees about leave eligibility, coordination of pay while on leave and return to work activity • Develop workforce training and development initiatives including manager leadership program