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Heather A Karonis

Address: 9598 Highstone Dr, Roscoe, IL 61073 Phone: 360-543-3644, Email: hk1972@hotmail.com

Core Competencies
Human Resources Management, Executive and C-Suite Business Partnering, Executive Coaching, Positive Employee Relations, People Management, HRIS:
Kronos, Lawson, MySuccess, Compensation, Benefits, Organizational Development, Change Management, Union free Philosophy, Collective Bargaining
(Traditional and Interest Based), Labor Relations, Communications, NWT/HPWS, Conflict Resolution, Full-Cycle Recruitment: Corporate and Manufacturing
via Taleo and ICIMS, Ethics and Compliance, Performance Management, Diversity and Inclusion and Continuous Improvement.

Experience
11/2015Present The Kerry Group (Global Taste and Nutrition Manufacturer) Beloit, WI
Sr HR Manager Central Shared Services: Finance, IT, HR, Facilities, Procurement NA HQ in Beloit, WI

Responsibilities
HR Business partner to CFO Americas, VP of IT, VP of Procurement, VP of HR and all indirect staff totaling appx. 500+ at the NA Corporate HQ
Partnership and collaboration with leaders on implementation of positive employee relations to improve attrition and morale
Drive hiring of top talent for 180+ days open hard to fill jobs within IT and Finance
Driver of new Diversity and Inclusion initiative
Training and Organizational Development
Performance Management and Calibration in collaboration globally
Strategic talent calibrations and assessment of all exempt employees; developed plans for low and high performers in collaboration globally
10+ Global Mobility transfer facilitations: hand holding of immigration, global mobility, home and host hiring manager involvement, etc. for APAC, EMEA
and LATAM
Business Readiness Change Liaison for MySuccess rollout
HRLT Process Improvement Initiatives: HR Back Office, Talent Acquisition, Full Cycle Candidate Centric Experience

Accomplishments
Since joining the company many antiquated systems or lack of processes existed, particularly within Talent Acquisition, where lags often resulted in
loss of candidates. Worked as interim Talent Acquisition Director to streamline internal processes, coach internal recruiters, ensure timely turnaround
of candidates, training of Managers and staff to adopt a mindset that our candidates are our customer, timely turnaround of candidate expenses,
LinkedIn candidate searching, etc. Resulted in 10+ high profile job fills that had been open for over a year or longer. In tandem initiated a new survey
that was deployed to candidates post-interview which resulted in showing more roles filled and improved feedback on a strong candidate centric
experience.
Early career and entry-level management attrition in Finance was at an all-time high. After several meetings and presentations of the business case
and true market data sharing; approval of a $500m internal equity increase was approved to assist with attrition. We are also in a better place with
external hiring and paying closer to market.
Back up and support both our Middle office (operations and manufacturing) and Front office (marketing/sales/R&D) in interviewing, employee relations
investigations, etc. to learn about the business and strengthen my knowledge of the organization.
As a past Diversity and Inclusion instructor; I introduced and did legwork for our D&I kickoff at the corporate office. Driver of the I Bring initiative and
partnered with all of my clients to present at all Town Hall meetings. Helped them better understand D & I and the business case for it as well as how
critical it is for Employee Engagement.
Workforce planning with all of Central Shared Services functions to revitalize job descriptions; specific, SMART, intriguing introduction of business
data and revenue resulting in attraction of more benchmarked talent.
Implemented HR Business Partnership meetings with all of my client group leadership teams that included key learnings for their development as well
as items they are passionate about discussing. Helps with policy knowledge, teaching leadership how to fish, getting in front of employee relations
issues before they occur and creating a stronger group of leaders enabling them to educate and coach our workforce.
Worked with IT Leadership on building talent of our high potential employees into newly created roles for Kerry: UC Analyst, Security Manager, etc.
Change readiness lead for Kronos rollout resulting in compliance for mandatory time reporting for our Non-exempt employee base.

3/201210/2015 Timken (Global Bearing Manufacturer) Ferndale, WA


Business Unit HR Manager Bearing Manufacturing facilities in WA and Canada union free and union represented by Canadian local IAM #692

Responsibilities
Integration leader of people processes of a newly purchased acquisition into Timken Culture; US and Canada
Multi-Site Generalist support: US and Canadian locations
Labor relations, grievance resolution and contract negotiation for Canada
2 direct report development, improvement and performance management
Full-cycle recruitment for all positions via Taleo: 50% growth in exempt headcount over 2 years
Employee relations including discipline and discharge
Training and Organizational Development
Performance Management/Calibration
Strategic talent calibrations and assessment of all exempt employees
Succession/Workforce Planning
Business Readiness Change Lead for B/U from legacy system to SAP
Business Readiness Change Lead for new MySuccess 20mm HRIS system

Accomplishments
Since joining the company, I had the opportunity to full-cycle recruit 20+ exempt level new FTEs for the BU and was successful in integrating a
balance of degreed professionals in with the non-degreed legacy employees to create a balance. Resulted in a viable succession plan.
Full introduction of Timken policies, performance management, talent acquisition, AAP, etc. to ensure consistency and balance with corporate
structure. Strongly communicated the reasons behind this and influenced the Leadership team to see value, thus aiding with success BU wide.
Revised every job description within the business unit and did a full compensation review to ensure every associate was aligned with the current
corporate compensation strategy to pay at the 50% market percentile.

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Facilitated and developed with Operations a 3-tiered structure for our hourly operatives to assist with retention. Reduction in hourly attrition by 30%
and enabled hiring and retention of a more skilled hourly workforce.
Developed a Rewards and Recognition process where associates and managers nominate others by providing a viable above and beyond business
case. Integrated this policy into the newly developed attendance policy for the site that provided incentives for perfect attendance. Poor attendance
issue decreased by 40% since implementation thus improving morale and KPIs.
As the Change Readiness lead for full B/U SAP implementation worked with corporate SAP team and onsite project team to come in 1 week before
scheduled go-live. Created short-term incentives, drove weekly deadlines and liaised between the local functions and corporate to ensure
camaraderie, created a SharePoint that housed all data; materials, deadlines, meeting minutes from daily and weekly meetings, assisted with training
of SAP modules, set up train the trainer sessions to give the functional leads more confidence in training and conducted change management training
B/U wide.

12/20109/2011 Owens Corning (Global Building Materials Manufacturer) Delmar, NY


Human Resources Leader Building Materials Manufacturing Facility represented by local GMP Union

Responsibilities
Labor relations and grievance resolution
2 direct reports development, improvement and performance management
Full-cycle recruitment for all positions
Staffing and backfilling of all plant positions
Employee relations including discipline and discharge
Training and Organizational Development
Performance Management/Calibration
Strategic talent calibrations and assessment of all exempt employees

5/2010 12/2010 Amazon.com (Electronic Commerce) Breinigsville, PA


Senior Human Resources Business Partner Start-up Fulfillment Center

Responsibilities
Largest start-up in organizational history to Amazon.com; Recruiting, New Hire Onboarding, Training and Employee Relations

9/20064/2010 PepsiCo (Global Food and Beverage Manufacturer) FL and AZ


Human Resources Manager Flagship Hotfill Beverage Facility Union free Tolleson, AZ

Responsibilities
Blueprint Action Planning Unionfree Strategy
Multi-site responsibility: Manufacturing and Distribution Center
Site Change Management Liaison and Trainer
Manage Operations Integrated Business Plan Accountability for People: Org Development, People Processes, Union Free Strategy
5 direct reports development and performance management; 1 new HR Leadership Development Intern Tour every 6 months
Employee relations including discipline and discharge
Performance Management/Calibration
People Planning and strategic talent calibrations/assessment of all exempt employees
Key Staffing Optimization Strategist amongst a challenging economy
High Performance Work System (NWT) Mentor and Coach to High Speed Robotic Line

Accomplishments
Devised and posted a stringent site communication plan to include Birthday Roundtables and Concern Resolution so associates had in place avenues
to discuss concerns and to reinforce our Open Door Policy with Front Line Leaders and the Leadership Team.
Increased output within the existing HR department insisting on client focus, critical follow-up and quality results. Output, HR floor presence and
follow-through were lacking and a re-emphasis was needed on employee advocacy and high integrity customer service.
Drove roll out for union free focused Labor Awareness training to include card signing awareness and possible EFCA horizons to thwart the
associates need for third party representation.
Within 2 weeks on the job, I initiated confidential intro interviews with each Front Line Leader that focused on Org Health. Shared responses
anonymously with the leadership team to come up with an action plan for problematic areas such as work-life balance, manager quality, etc.
There was a definitive need to implement an additional People Planning process that did not just include our Hi-Pos. I added an additional People
Planning process specific to Tolleson for salaried associates to include Career Mapping and Development Plan focus. This assisted with our strategy
to help all employees visualize what is next for me in the organization.
Developed comprehensive Rewards and Recognition program that involved both monetary and non-monetary awards that aided in morale and helped
boost peer-to-peer recognition in our HPWS journey.

Human Resources Supervisor Juice Beverage Facility represented by Local Teamsters 173 Union Fort Pierce, FL

Responsibilities
Labor relations, grievance resolution and IBB collective bargaining
2 direct reports development, improvement and performance management
Benefits administration
Full-cycle recruitment for all exempt positions
Analysis and decision making on Disability and Workers Compensation claims
Employee relations including discipline and discharge
Training and Organizational Development
Performance Management/Calibration
Strategic talent calibrations and assessment of all exempt employees
OCCI Pillar Team Member that included coaching, implementation and scorecarding of all Kaizens and overall measure for Lean Manufacturing and CI.
US Manufacturing Facility Lead for Frontline Leader Development Program
Certified US Diversity and Inclusion Instruction

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Accomplishments
Re-vamped our onboarding process for all hourly associates, management and executives to include safety, TPM Pillars, PepsiCo Culture, corporate
initiatives and all department interfacing resulting in more organization and improved feedback from new hires.
Helped reach OCCI initiatives surrounding TEI to include 2 completed Kaizens per employee annually versus 1.
Coached and mentored all client groups site-wide to effectively scorecard and implement Kaizen initiatives resulting in TEI of 98%. Employees knew
and understood the program and gradually began to embrace the value.
Devised grievance-tracking spreadsheet to include meeting with employee upon resolution, thus improving morale and labor relations.
Tropicana-wide champion for the Resource Competency Assessment for all FL Leader roles resulting in 25% less decline in next level promotions.
Implemented a new employee assessment program to include hourly department leads and supervisors thus resulting in an appx. 10% increase in
efficiency in Fruit Operations and improvement of overall morale.
Reduced ethics and compliance reporting results from the Fruit Operations Maintenance area from 5 per quarter to an average of 1 by conducting
roundtables and feedback sessions including follow-through.
Developed a MOA to effectively address and improve E & I ISA Level 1 and 2 testing. Testing was not consistently being applied causing morale
issues and now a firm, fair and consistent program is now in place and being tracked and adhered to.
Developed a Supervisory Manual and role-playing training session that included the 7 steps of Just Cause allowing management to effectively
administer discipline and discharge as to avoid employee reinstatement for terminations.
Auditioned for and was awarded a corporate-wide Training position in Diversity and Inclusion thus allowing me to improve and effectively facilitate this
corporate measure at my home plant. Became a role model in this area by walking the talk.
Achieved a 99% success rate in conducting PepsiCo Values and Diversity/Inclusion maps by year end 2006 plant-wide.
Spearheaded employee resource group for those with different abilities to promote diversity and inclusion. This included the first community event for
this particular group in site history.

4/20058/2006 Sealy Mattress Company (Bedding Manufacturer) Portland, OR


Human Resources Generalist Mattress manufacturing facility represented by USWA and two Local Teamster Unions.

12/20004/2005 The Regence Group/BlueCross BlueShield (Insurance) Portland, OR


20002002 Human Resources Organizational Development Associate 20022005 Information Technology Process Analyst

5/1993-12/2000 Longview Fibre Company (Pulp and Paper Manufacturer) Longview, WA


Human Resources Generalist

Education
Obtained 27 graduate credit hours (Currently Attending, Graduation 2017) Gonzaga University Spokane, WA
M.A., Communications and Leadership Studies

Obtained 18 graduate credit hours 2005/06 Portland State University Portland, OR


M.S., Conflict Resolution

Graduation 2004 Portland State University Portland, OR


B.Sc., Social Sciences