Dr. Michelle Burchfield

•Own the HR function for the Company's Batesville, IN fulfillment center •Lead, mentor, and develop Human Resources Associates, training potential future HR Business Partners •Build strong relationships with site leaders, associates, and cross-functional teams to proactively address challenges and drive engagement and retention efforts •Ensure compliance with federal, state, and local employment and benefits laws through periodic audits •Use data and analytics to identify trends, forecast workforce needs, and provide these insights to our onsite leadership to aid in the decision-making process •Manage benefits administration, including reviewing benefits with employees and processing enrollments, cancellations, or changes •Conduct detailed timecard and payroll register reviews to ensure accurate and timely payroll processing in partnership with your Human Resources Associate (HRA) •Manage the leave of absence processes, ensuring compliance with state and federal regulations as well as internal leave pay and processes •Partner with the Talent Acquisition team as the primary point of contact for local hiring, while attending and hosting community events to build relationships and drive employer brand initiatives. •Maintain accurate HRIS records, employee roster, and compile necessary reports and insights •Lead the investigation of employment related claims and facilitate conflict resolution •Manage employee appreciation events, volunteering, and cultural activities to promote employee engagement •Propose new approaches, policies, and procedures to enhance the efficiency of HR process and policies across the network •Handle unemployment notices, represent the company for local unemployment claims, and manage workers' compensation case files •Assist in preparing and facilitating training programs across various work groups and programs •Collaborate with management to foster a positive work environment that values diverse talents, backgrounds and abilities.

Managing company benefits programs implementing and managing external benefits providers. Develop a benefit strategy. ·Offer strategic recommendations and suggest new initiatives to enhance the effectiveness of compensation and benefit programs. ·Analyze People data to identify trends and inform strategic decisions. ·Share best practices and provide feedback taking ownership of closing foreseeable gaps. · Plan audits 5500 (USI), ACA filing, HIPAA notices. Compliance with ERISA, FMLA, HIPAA, SOX, and ADA. ·Track budget for benefits. · Manage day-to-day administration of benefit programs. & 401k · Regularly review and analyze market trends to keep compensation and benefits programs competitive and aligned with industry standards. · Develop and distribute comprehensive communication materials to inform employees about available benefits and compensation programs. · Vendor management evaluate and select vendors assess and select vendors for benefit administration, negotiate contracts and manage vendor relationships to ensure high quality service delivery. ·Collaborate with benefits broker to ensure favorable conditions for the organization. Tracking industry trends and making executive recommendations. · Develop and implement HR policies and procedures. · Advise organization on employee relation matters, including investigation, corrective actions, mediation, and employee support. · Oversee compliance with local, state, and federal regulations. · Strategically partner with IT, finance, commercialization, safety, training and development, and other functions of leadership to design organizational strategies that support business objectives and innovation. · Design and implement effective organizational structures to support innovation and team effectiveness. · Lead complex change management efforts, ensuring smooth transitions during growth or restructuring. ·Identify and address leadership team gaps recommending or creating necessary resources.

·Manage full cycle talent management. Ensuring compliance with applicable local, state, and federal laws, and implementation of people retention strategies. ·Coordinate on strategic initiatives that drive employee engagement and motivation and productivity. ·Conduct monthly SLA with talent partner agencies. ·Communication of company benefits, and lead benefit education programs. ·Assist in management and execution of bonuses, merit processes, and routine reports. Safety: ·Monitor OSHA recordable data to ensure proper documentation, compliance and root-cause analysis. ·Accident Reporting, Investigations, & Engagement in on-site safety committees Productivity: ·Ensure business performance management system is fully understood and aligned with the Crescent strategy and is uniformly implemented within the operation ·Effectively partner with operation leaders to manage employee relations and provide guidance on complex people matters acting as the people advocate  and mediator. ·Communicate concerns pertaining to competitive landscape. ·Engage in the development and implementation of training programs. Quality: ·Manage the onboarding process for all new hires. ·Analyze and audit the level up program to ensure, alignment, consistency and fairness. ·Oversee and monitor the assessment process. Data Integrity: ·Analyze statistical data and reports to identify and determine areas of opportunity. Financial: ·Identify key areas for improvement in the business work environment to enhance retention through the onboarding process ensure all the expectations and KPI’s are understood by all new hires. ·Embrace innovation and technology, to eliminate all forms of waste. ·Partner with payroll and leadership to resolve issues with attendance, scheduling, leave of absence, and more through Kronos/UKG.

Contributing to the Women in Leadership Certificate Program by: - Preserving and enhancing the program through strategic review of credit and noncredit courses. - Providing course feedback that builds value to the program and greater business community. - Offering expert guidance to the faculty and students through classroom visits, forums, and conferences. - Promoting the program’s goal of linking industry with academia to help ensure work is relevant and beneficial.

• Provided daily HR Support to site staff including employee relations, staffing and recruitment, and compliance with HR policies and procedures for represented and non-represented staff. • Developed strong professional relationships with employees and managers to serve as a resource for their needs while offering suggestions. • Collaborate productivity with HR staff to identify possible solutions or actions needed. • Managed assigned projects and workflows that contribute to a streamlined and highly responsive HR function. Ultimately building a world class employee culture through employee relation activities & events (activity committee). • Supported annual required posting and compliance initiatives. • Submitted data to payroll for accurate on-time processing. • Lead, conducted and coordinate new hire, and contingent worker orientation. • Recommended HR best practices to maximize performance productivity, efficiency, and morale across the organization. • Responded to employee relation issues including advising managers regarding disciplinary problems and revolving employee complaints/allegations. Properly and timely documenting HR actions as well as conducting investigations. • Managed exit interview process and experience using HRIS systems like Workday. • Prepared and maintain personal records as well as auditing. • Conducted new employee orientation and process new hire paperwork ensuring up-to-date content through subject matter experts (SME), and successfully presenting HR content. • Chief editor of weekly site newsletter. • Worked collaboratively with HR Team on and off site to support associates and ensure effective development of transparent, meaningful and accessible tools and resources. • Supported administration of benefits, striving to ensure team members understand company benefit programs by regularly answering questions and explaining benefit opportunities as they arise.

As a HR Generalist I was responsible for the functional areas of benefits administration, employee relations, certain training, performance management, onboarding, policy implementation and all associated paperwork. In this position I also... •Oversaw Worker’s Compensation, Verification of employment, Unemployment claims, tracking PTO, etc. •Meeting with employees regarding any HR concerns and maintaining staff records •Calculated, input and process payroll •Supportd and suggest improvements to the recruitment process as well as organize learning/ development programs. •Designd and conducted onboarding with training manager •Enhanced Reward & Recognition programs through use of creative, interactive programs and events. Offer input and resources to address analyzed areas for morale improvement, perception, etc. •Responsible for the functional areas of benefits administration, employee relations, policy implementation and more. •Assisted employees with questions regarding health and welfare benefits, including enrollment, eligibility and qualifying event changes. •Prepared benefit notices and terminate benefits for departing employees. •Demonstrated ability to handle sensitive information confidentially; conduct oneself with a high degree of integrity, accountability and trust. •Maintained a working knowledge of industry trends •Complying with federal, state, and local legal requirements & interpreting and enforcing employment laws such as EEO, fair labor standards, wages and work hours, and more •Kept record & responsible for data entry related to personnel transactions such as hires, promotions, transfers, terminations and benefit plan participation. •Developed and implementing HR policies that promotes healthy work environment. Overseeing the maintenance of the company’s handbook on policies and procedures and ensuring it is up to date •Provides high-quality advice and service to management on daily employee relations and performance management issues.

In this role I have: • Been exposed to full-cycle recruiting efforts, and experience using applicant tracking systems • Interviewed applicants within first weeks of employment • Partnered with HR on key projects and initiatives • Conducted company self, I-9 audit. • Created spreadsheets and update documents for current and future employees to use.

At Leadec I assisted with the implementation and design of an Electronic Data Storage System to streamline the processes and administration of Benefit Programs. I conducted detailed analysis, audits, and research to support a variety of department needs, with exposure to 401k, FMLA, and other employee benefits. I experience with using human resource information system technology like ADP EV5.

Working as an Assistant for the deans at Salmon P. Chase College of law was a great opportunity for me to learn, and have an active role in project management, event planning to meet deadlines, and marketing. During my time at Chase I had built upon my skills as a receptionist to train newly hired student employees for success and validate financial records.

As a Sales Associate I learned to manage a multi-line phone and maintained exceptional phone etiquette. I processed customer transactions in a team environment and maintained confidentiality of customer information at all times. I was able to enhance my customer service skills to better the experience of any individual who walked in the door. Lastly, working as a sales associate has bettered my persuasive communicative techniques as well as problem solving skills face-to-face and online.

Embedded degree with Ph.D.

+Minor in Business

Completed May 2024