Allison Hermanek, SHRM-CP

Hotel Lincoln & Claridge House Chicago Hyatt Franchise Hotel

• Responsible for leadership and direction of all people services initiatives overseeing a 350 colleague workforce requiring coordination with operational leaders and department heads • Champion culture and systems transition through management acquisition - Two Roads Hospitality to Hyatt Hotels • Conceptualize, propose and successfully implement market wage increase parity through a thorough compression analysis all of hotel departments • Promote a culture of growth and development. Partner with Executive Team to create a succession plan, create learning opportunities through mentorship program and CAA “Crash Course” and promote internal talent including several colleagues to management positions and other elevated roles within the company • Facilitate leave requests and accommodations relating to; FMLA, ADA, STD, Family Bonding Time and Hyatt Medical Leave • Investigate and attain resolution on employee relation and labor issues to ensure a positive work environment. Partner with RVP of Human Resources and Legal Counsel to facilitate appropriate performance management or take other actions • Develop and update Colleague Handbook including creating and enforcing policies ensuring organization effectiveness • Transition hotel through Four Phase process from paper i9 record keeping to electronic i9 verification process with Equifax • Spearhead change management of payroll process from on property to a Shared Services model including: analyzing staffing levels, ensuring communication, preparation, and continual follow-up and support • Create updated New Hire Orientation adhering to hotel marketing expectations while educating and informing new colleagues about Hyatt benefit, offerings, and overall relationship to CAA • Partner with Chicago Public School as Work in the School volunteer serving as a “book buddy” for 3rd grader at Drake Elementary School • Manage on property HR team comprised of HR Manager and Recruitment Coordinator

• Strategically source qualified candidates through offer process, ensuring competitive wages through surveys and data analysis. • Create "Greatness to Supervisory Training" and launch to 25 team members across Chicago area hotels within Two Roads Hospitality. • Partner with EC members in succession planning by scheduling property talent review, overseeing and supporting hotel goals, and providing sound coaching and preparation of development plans. • Establish robust safety program by forming safety committee, conducting monthly property inspection checklist, creating 2018 Property OSHA Training Calendar and improving general first aid • Control People Services Budget by understanding and analyzing Hotel P&L and adjust based on forecast to achieve department flow through • Partner with local communities like Lincoln Park Community Shelter; make monthly sack lunches, cook quarterly hot lunches at the shelter, organize beneficial "drives" • Increase team engagement score from 90th in 2016 to 99th in 2017 by creating new team member recognition program "Team Member Transcends Board", increasing employee meal benefits, incorporating monthly development opportunities at Lunch and Learn, and listening to team members needs and wishes to roll out value added initiatives • Achieved 95% on People Services Audit maintaining team members files in compliance with Two Roads policies as well as state and federal laws • Create a Leadership Academy program to provide additional engagement and development opportunities for high performance individuals • Enhance technology strategies by serving as a business partner to the regional IT team ensuring secure networks and maintenance of policies in regard to technological integrity • Enforce and manage progressive disciplinary process by creating standards of procedures that improve productivity and foster a positive and collaborative culture • Manage benefits administration and communication at property level

• Provide guidance and recommendations to managers regarding performance, discipline and recognition • Insure compliance for internal audit specifications, receiving 100% compliance on 2015 audit • Strategically recruit internally and externally for hourly and management positions while creating bench strength • Train managers in corporate monthly manager development series as well as create relevant trainings including “Omni Cultural Refresher” and “Omni Payroll Processes” and lead new hire orientation • Plan and execute exciting, informative and rewarding employee events such as holiday party and quarterly associate meetings • Oversee associate injury reporting and process workers compensation claims while showing care and concern for the associate • Manage employee leave of absence in accordance with Omni policies and State & Federal laws • Review and manage Annual Performance Appraisal Process

•Recruitment of candidates including sourcing, prescreening, interviewing, system management, reference and background checks, and offer letters •Complete prescreening requirements for all applicants including; i9 verification, drug screens, background checks, reference checks, motor vehicle record check, and credit checks •Strengthen onboarding process for new hires by creating comprehensive checklist ensuring efficient transition for associates joining the organization •Counsel and coach managers and associates in regards to problem resolution, training, and disciplinary situations •Promote employee recognition by endorsing the Omni Service Champion program to encourage living the Omni brand and culture, as well as the planning and execution of associate events •Monitor associate injuries and suggest workplace safety programs to support company safety initiatives, increase awareness, and minimize injuries • Assist associates and support processes for leaves of absence including personal leaves, FMLA, and disability •Evaluate ad hoc reports to analyze zero rates, PTO balances, tax information, multiple job codes, and property wide pay rates •Conduct audit of payroll, benefits, and other HR programs to recommend and implement corrective action ensuring total compliance

• Recruited qualified candidates for open positions, coordinated interview schedule, and arranged travel and accommodations through Concur Technologies • Managed the on boarding and orientation of new employees including pre-employment screening, personnel file maintenance, and benefits enrollment • Collaborated with Payroll Manager to generate reports through HRIS system ensuring all information was up to date and in compliance • Completed monthly benefit billing reconciliation for COBRA, medical, dental, vision, long-term disability, short-term disability, FlexToday, Health Saving Accounts, and 401k through Deacom ERP system • Supported Office (Human Resources) Director and management team in any HR functions including employee relations and retention for 120+ employees in Carmel, Indiana and Rocky Mount, North Carolina

• Sourced and recruited candidates utilizing internal database, Boolean Internet searches via online search engines, LinkedIn, personal networks, job boards, etc., in order to effectively fill project roles • Liaised with Account Managers to complete technical screening, personal interviewing, qualifying managerial references, and comparing talent, effectively placing over ten individuals • Balanced budgets and billing to maximize profitability based on client business terms and revenue goals • Performed administrative duties such as processing drug screens, running background checks, processing security clearance paperwork and conducting new hire orientation in order to complete entire on boarding process • Participated in account development, sales training, situational role-plays, and cold calling to increase market coverage

• Recruited qualified candidates to participate in experiments pertaining to cognitive development and interaction • Coordinated schedules to successfully execute experiments depending on availability of investigators, observers, equipment and participants • Conducted experiments adhering to strict requirements and instructions • Presented results of experiments on a weekly basis depending on both observed results and raw data

• Examined all aspects of the hospitality industry through a rotational investigation of different divisions of the hotel including; executive office, banquets, kitchen, restaurant, front desk, and housekeeping. This provided a greater understanding about the functions of each division how they interact contributing to the entire operation. • Coordinated events while promoting efficient communication between the client and the respective leaders within the hotel. • Operated the Hilton brand software including; Delphi, OnQ, and Front Desk programs.