HR JOURNALDEBRA KURTZ

CAREER OVERVIEW

• 20 plus HR and training experience• Performance Management, Training Management, Employee

Engagement, People Skills, Conflict Resolution, Employment Law, Project Management, Complaince Benefits, Compensation, Safety, Recruiting, HRIS General Reporting Skills, Verbal Communication, Administrative Writing Skills

• Understanding Business and operations• Strategic Partner

HR SKILLS

• Knowledge in HR Laws (federal state, local)• Enable to interpret polices and procedures and apply them accordingly• Employee relations issues – intake, investigate, research, resolve• EEOC claims, OSHA investigations, Unemployment hearings• HRIS knowledge (Oracle, PeopleSoft, Workday)• Benefits (3rd party relationship, open enrollment, administration)

HR SKILLS

• Strategic partner with operations and management – learning how to help them by understanding their what they need to accomplish the job

• Employee engagement building trust by being visible, approachable and available

• Team Building - creating a good working relationship with co-workers/staff, leaders and all employees

DEVELOPMENT PROCESSES

• Performance Management• Blueprint process – employee evaluation (overall and self evaluation)• Supervisory Development Program• Succession planning through collaboration efforts with Leadership team• SMART Goals Specific, Measurable, Attainable, Relevant, Time-bound)

• Worked with leaders on both individuals and group/department goals• Walk A Mile Program

• Mentoring• Work/share

TRAINING

• Manager Self Serve – new HRIS System (paper to technology)• PeopleSoft & Workday• Peer Buy in and training• Leadership buy in and training• Job aid manual creation and implementation• Employee population knowledge & understanding

• Focus Groups• Creating a better workplace

• Opportunities from annual survey

TRAINING

• Workplace Violence, Harassment, Reasonable Suspicion• Worked in tandem with Security and our EAP • Lined training with our company polices and expectations• Metrics i.e. number of incidents, cost factors, possible ramifications

• Culture of Leadership• New competencies and attributes• Trained supervisors and then general population• Common review date• Workday training

TRAINING

• Diversity Training• Situational Training

• Performance and behavioral training for supervisors• Proper way of handling issues• Identifying types of behaviors• Laws, rules or policy violation• In my back yard mentality• Bulletin board test• Actions steps

SAFETY

• Safety Steering Committee• Safety Audits• Safety Captains• Situation Meetings

• Safety Committee• Tool box talks• Monthly safety awareness (cold weather preparation, National Safety

Month)• Safety Fun – bingo, rodeo, safety posters, department awards for days safe

PERFORMANCE MANAGEMENT

• Hourly Associate performance• PIPS/PAPS, improvement and actions planscoaching only or more aggressive plans behavioral or performance driven

• Supervisor performance plans• Based on current performance evaluation• Or immediate attention based on other attributes (supervisor/employee

relationship)

FUN ALONG THE WAY

• Town Halls• Safety Rodeos• Health Fairs• Fun Days/weeks such as superbowl events, crazy hat days safety awareness month• Contests – safety poster, department awareness,• Company Picnics• Events – Wellness, Open Enrollment vendors, department challenges• Awards

EMPLOYEE ENGAGEMENT

• Employee trust – getting to know them, their family, what they do for fun, likes • Approachable/Visibility – on the floor, open door, taking time for them• Helping with open enrollment, leave administration, policy interpretation,

benefit questions, job posting, career advice, encouragement• Employee relations – investigating good faith complaints, resolution and

follow-through• Promoting service awards and a job well done• Communication

RECRUITMENT

• Large and small hiring events (on site and off site events)• Creative recruitment (Craig's list, LinkedIn, Facebook, Sourcing websites)• Attended career fairs• Partnered with local colleges, trade and vocational schools• Recruited both exempt and non-exempt staff – skilled and unskilled labor,

leaders (supervisors & Managers), IT professionals, Engineers, office personnel

RECRUITMENT

• Supervisory training for interviewing good candidates• Applicant tracking• Internal and external job posting• Job Descriptions

PROJECTS TEAM ACCOMPLISHMENTS

• Focus Group - Communications (internal efforts, bulletin boards, white boards), You Be the Package (site facility tour), cultural improvement

• Creating a Culture of Leadership• Compensation survey• Job description and job grade review ad recommendation team• HRIS implementation and training

PERSONAL ACCOMPLISHMENTS• PHR HRCI• SHRM-CP SHRM• HR Management Prep UMUC• Labor Relations Studies BS PSU World Campus

(currently enrolled)• Shining Star, HR Focus awards• Employee of the Year