Eric Stranski

- Managed two direct reports and provided HR support for manufacturing plant of 140 employees - Oversaw hiring and onboarding of 13 salaried, 81 full time hourly, and 76 temporary workers - Reduced annualized voluntary turnover by 25% by aligning wages with external market, implementing monthly engagement activities, and employee recognition programs - Managed employee lifecycle from onboarding to resignation - Managed bi-annual hourly employee skill progressions and connected compensation increases to skills learned

-Regularly engaged in verbal coachings and written warnings with employees and supervisors regarding employee performance and the need for continued, sustained improvement. -Actively investigated complex employee relations issues ranging from attendance infractions to workplace harassment and violence. Reported out on findings to plant HR manager. -Provided clarification to employees and supervisors regarding pending, approved, and denied FMLA/STD/PPL claims. -Drove employee engagement event regarding Safety by having employees fill out safety cards each day. Provided an atmosphere of friendly competition resulting in over 1300 safety cards being completed and submitted. -Developed flexible workforce by creating 27 skills matrices for 27 different production lines to track employee skill level, development, and cross training progression. - Reported out to division-level staff on HR metrics pertaining to employee turnover, headcount, absenteeism, diversity, and overall employee recognition participation for our Industrial Controls business.

-Maintained facilities, equipment, and apartments to ensure resident satisfaction. -Contributed to the team that was awarded, "Best On-Site Team" for residential housing in the state of Utah for the year 2015 and contributed to being a finalist for the same award in 2016.

- Standardized global onboarding and assimilation practices for a line of business with locations in the Asia-Pacific, North America, and European regions. -Developed, piloted, and implemented standard action lists for HR and hiring managers, self-training guides for company new hires, and various training regimens to present to newly hired employees - Valuestream mapped the hiring process and defined realistic and accomplishable service-level agreements between local HR, hiring managers, and HR services to expedite the hiring process and create an improved candidate experience. -Led project surrounding the design and production of recruitment material focused on attracting potential new hires to the company’s filtration line of business

-Connected and conversed with U.S. based employees, change agents, and HR professionals during the implementation of a company-wide change management initiative. - Collected feedback, translated it into data, and submitted actionable reports to the VP of HR-North America. -Identified and outlined the core problems that employees were experiencing with the company's new ways of working and also suggested solutions to better facilitate employees to adapt to company changes. - Reviewed background information of potential hires in order to advance the applicant in the hiring process if proper requirements were met. -Ensured that we were in compliance with minimum wage requirements by checking excel spreadsheets of current employee wages based on employee location. Flagged employee wages that needed to be increased and submitted that information to upper management.

-Trained alongside full-time maintainance technicians to develop new skills to accomplish the necessary tasks to be successful at work. -Transitioned into a leasing agent role where I interacted with residents on a daily basis and provided them with customer support. -Presented potential housing residents with tours of room and facilities, and sold housing contracts.