Tamra McGee - HR Manager, United Equipment Accessories

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Work Background

United Equipment AccessoriesHuman Resources Manager

May. 2023Waverly, Iowa, United States · On-site•As a key member of the leadership team, I lead and managed the local people strategies, providing counsel to site leadership in all areas of the human resources discipline including policy development and implementation, legal & regulatory compliance, employee relations, talent management, talent acquisition, performance management, compensation & benefits, change management efforts, culture alignment and employee engagement. •Lead the local Human Resources team, providing, building competencies and overall effectiveness of the department •Develop and execute key HR strategies and initiatives to improve KPI including employee turnover, retention rate, time to fill, TRIR, cost per hire, etc. •Development and implementation of company performance management program. •Design and implementation of all aspects of the Total Rewards program to achieve market competitive and cost-effective employee compensation and benefits program. •Institute a comprehensive, sustainable leadership training & succession program. •Build and maintain strong relationships with customers, creating a strong human resource brand •Continually gather, analyze, and assess relevant data to recommend, develop and implement solutions to improve key performance indicators (KPIs) and business outcomes •Continually evaluate department results in relation to established goals and make any changes to effect continual improvements in efficiency and service delivery •Ensure compliance with all legal and regulatory requirements •Manage the local employee complaint process, including conducting complex employee relations investigations and approving/denying recommendations of routine investigations •Develop and manage the company human resources budget. •Stay current on changes impacting the employment landscape, adjusting strategies as needed.

MasterBrand Cabinets, IncHuman Resources Manager

Oct. 2021 - Dec. 2022Waterloo, Iowa, United States•As a key member of the Operations leadership team, I lead and managed the local people strategies , providing counsel to site leadership in all areas of the human resources discipline including policy development and implementation, legal & regulatory compliance, employee relations, talent management, talent acquisition, performance management, compensation, change management efforts, culture alignment and employee engagement. •Lead the local Human Resources team, providing guidance and support in all areas of the human resources disciplines as well as serve as coach and mentor to HR team members, building competencies and overall effectiveness of the department •Build and maintain strong relationships with customers, creating a strong human resource brand •Continually gather, analyze, and assess relevant data to recommend, develop and implement solutions to improve key performance indicators (KPIs) and business outcomes •Develop and drive the implementation of HR strategies and initiatives •Continually evaluate department results in relation to established goals and make any changes to effect continual improvements in efficiency and service delivery •Ensure compliance with all legal and regulatory requirements •Lead and/or play a key team role in the development and implementation of the full-cycle talent management strategies including talent acquisition, onboarding, performance management and labor and succession planning •Manage the local leadership development process, with priority on developing current and future leader KSAs •Manage the local employee complaint process, including conducting complex employee relations investigations and reviewing and approving/denying recommendations of routine investigations •Develop and manage the site’s human resources budget •Evaluate and optimize all forms of site communications •Stay current on changes impacting the employment landscape, adjusting strategies as needed. •Serve as project lead/champion as assigned

Sturm, Ruger Company, Inc.Human Resources Leader

Jun. 2018 - Apr. 2021Prescott, Arizona, United States•Provided leadership and guidance for all human resource functions •Served as a strategic partner on all key HR initiatives, including, but not limited to strategic planning, employee engagement, employee relations, change management, labor and succession planning, employee & leadership development, compensation strategies, performance management, talent management and talent acquisition •Collaborated in the establishment of policies and procedures that support the strategic goals of the company and ensure compliance with all applicable employment laws •Supported and drove the corporate culture and values of honesty, integrity, respect, innovation, servant leadership, continuous improvement, engagement, and self-development •Ensured successful execution of HR strategies by establishing department accountabilities for the full spectrum of human resource responsibilities •Strategically identified and researched HR issues, offering analysis and recommendations to establish human resources objectives that increase performance and mitigate associated costs •Analyzed data trends and metrics to forecast and drive critical business decisions •Advised local leadership in appropriate resolution of employee relations concerns and corrective active, including investigating issues of both a routine and complex nature •Utilizing change management strategies, I lead, advised and collaborated on complex business transformation projects

Siegwerk, Inc.Human Resources Business Partner

Sep. 2016 - May. 2018Des Moines, Iowa•Provided consulting support to designated department leadership in all areas of the human resources discipline including policy development and implementation, legal compliance, employee relations, talent management, talent acquisition, performance management, compensation, change management efforts, culture alignment and engagement •Collaborated in the establishment of policies and procedures that support the strategic goals of the company and ensured compliance with all applicable employment laws •Developed and implemented vital business and HR programs to drive business outcomes •Identified opportunities for improvement and recommended change management policies to increase performance, reduce cost, and positively impact both HR and the business •Conducted employee relations investigations of both a routine and complex nature •Managed, designed & executed all aspects of the delivery of the company benefit programs, including business case development to support innovative programs or strategies, emphasizing return on investment, focusing on budget impacts and workforce strategies/implications that align with the goals of the organization. •Managed third-party benefits vendor relationships for the U.S. and Canadian markets •Managed the payroll processing for the Canadian locations, including monitoring and evaluating performance and return on investment of the third-party administrators •Analyzed data trends and metrics to forecast and drive critical business decisions •Lead, advised and collaborated on complex business transformation projects, using change management strategies to drive successful outcomes

PowerFilmHuman Resources Director

Dec. 2011 - Sep. 2016Ames, Iowa•Provided leadership and guidance for all human resource functions, serving as a strategic partner on all key HR initiatives, including, but not limited to strategic planning, employee engagement, employee relations, change management, labor planning, compensation & benefits strategies, performance management, succession planning, talent management, and employee & leadership development •Evaluated efficiency and effectiveness of HR practices to ensure alignment with short and long-term business goals. •Prepared budgets for all human resources related cost centers •Managed the full cycle of the applicant and employee experience, from talent acquisition, onboarding, engagement, performance management, learning and development, succession planning, retention, and offboarding •Managed, designed & executed all aspects of the company benefit programs. •Maintain and report on key metrics to drive critical business decisions •Lead, advise and collaborate on complex business transformation projects, including change management and communications insights and leading practices •Foster and maintained a positive and productive employee engagement climate and culture •Lead corporate compliance efforts, serving as Corporate Compliance Officer, ensuring the implementation of the company’s Affirmative Action Plan (AAP) was in accordance with program requirements •Lead, coached, and mentored department team members; provide direction and guidance that drive engagement as well as team and company performance

American EnterpriseHuman Resources Professional

Oct. 2007 - Aug. 2011•Provided day-to-day support in various human resources functional areas including talent acquisition, employee relations, leave management, employee engagement, performance management, compensation, and benefits •Administered the full life cycle of the employee experience including the talent acquisition process, all aspects of employee engagement through and including separation of employment, ensuring compliance with all policies and state and federal laws •Maintained employee records and regularly performed file audits for compliance with internal guidelines as well as local, state, and federal laws •Administered companies leave, unemployment and Workers’ Compensation efforts. •Conduct employee relations investigations of a routine nature. •Served as project lead or support on a variety of HR initiatives including request for proposals for outsourced HR services; the design and implementation of new exit interview process; and the review, rewrite and maintenance of employee handbook, development, and implementation of new performance management tools

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