Lauren Lab, PHR

As the Regional Human Resources Manager for Stella-Jones' Northern Territory, I provide comprehensive HR support to all sites across the Northeastern United States. This includes manufacturing plants, yards, transportation locations, shared services, and a team of HR professionals both in union and non union settings. In this role, I serve as a strategic partner to operations leaders and site managers, overseeing HR functions including talent acquisition, employee relations, performance management, compliance, training and development, and organizational effectiveness. I ensure alignment with corporate policies while adapting HR strategies to meet the unique needs of each location. My focus is on fostering a positive workplace culture, supporting operational goals, and driving employee engagement across a geographically diverse region.

In my role, I connect with associates, supervisors, and leadership to identify and address attrition in the local market while collaborating with HR peers to improve retention rates company-wide. I lead the onboarding process and ensure administrative accuracy for benefits enrollment and other HR systems in partnership with Corporate HR. I provide guidance to managers and supervisors on associate relations initiatives, training, and execution. I develop and implement programs to promote positive associate relations, including union avoidance strategies. Additionally, I consult with managers, supervisors, and associates on employment policy interpretation and execution, while approving all corrective actions, terminations, and decisions involving the associate handbook. I work closely with the Corporate Safety and Security team to ensure compliance with regulatory requirements, enforce internal standards, and cultivate a strong safety culture, including workers' compensation administration. I also manage corporate projects as directed by the Director or Vice President of Human Resources.

Providing support to HR team across the network in the US and Canada. - Building out and creating reports to monitor staffing levels and relaying to executive leadership team - Travelling to other plant sites and providing onsite support as an HR Manager - Ownership of HR policy center, SMETA audits, HR Guidebook implementation, handbook restructure, new HRIS implementations, COVID 19 levels, policies and procedures, internal HR auditing processes, and the HR budget and spend limits - Supporting the Corporate office as their HR Business Partner - Conducting monthly 1:1's with Senior Directors and Directors

Develop strategic human capital initiatives and facilitate attainment of business goals and objectives. Conduct local labor market analysis in order to understand the competitive environment and drive effective recruiting and compensation programs. Communicate, interpret, and enforce all company policies and practices applicable to the site. In consultation with corporate resources and local leadership, develop and or execute site specific employment policies and practices. Develop a work force planning and staffing strategy that supports the needs of the business and execute that plan. Work with operations leaders to develop effective new hire on boarding programs. Oversee all corrective action, discipline, and termination decisions, and assure compliance with Company policy and best practices with regard to documentation. Counsel line management and associates in the application of company policies, procedures, processes, employee issues, and federal and state employment law. Oversee administrative process around data management including but not limited to new hire set up and associate information management, compensation and benefits administration, leave of absence management, and other similar requirements. Assure compliance with applicable regulatory requirements such as FMLA, ADA, FLSA, and other federal, state, and local regulations that are applicable to the human element of our business.

Responsible for the entire range of Human Resource Administration and employee relations activity in the organization. Other duties include recruitment and employment of salaried and hourly personnel, administration of benefits, including 401(k), section 125, group medical, group life, and group dental plans. Manage the payroll for 200+ employees, (time management) maintaining all personnel files and acting as Custodian of Records for all employment-related records, administering Workers’ Compensation program in conformance with legal requirements and company policy, developing, recommending, and implementing policies and procedures, providing guidance and technical assistance in HR areas to other functional areas of the organization, along with occasional special event planning. Software used: Ultimate(UKG), M2M, Unipoint, SuccessFactors, Microsoft Office Products

I maintained the daily operations of a team of 8 recruiters and created long term strategies for my organization to achieve desired recruiting results. I was responsible for attracting new business and hiring professional level roles as well as light industrial and skilled trade roles for my clients. I worked in a high volume recruiting environment that was numbers driven. I would set staffing targets and then assist my staff in achieving them. I am skilled in generating leads through marketing and networking, and have been an active member in my communities Chamber of Commerce for over 6 years. I would cultivate strong client relationships by meeting with clients frequently and reassessing their needs. I would act as the HR representative and handle any and all unemployment and workers compensation claims, as well as any legal issues that came.

I would establish recruiting requirements by studying organization plans and objectives; meet with managers to discuss needs, build applicant sources by researching and contacting community services, colleges, employment agencies, recruiters, media, and internet sites; providing organization information, opportunities, and benefits; making presentations; maintaining rapport. I would determine applicant requirements by studying job description and job qualifications, attract applicants by placing job advertisements using newsgroups and job sites, and then determine applicant qualifications by interviewing applicants; analyzing responses; verifying references and comparing qualifications to job requirements. Software Used: ADP, AS400