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Work Background
Hanna AnderssonHuman Resources Manager
Dec. 2023Louisville, Kentucky, United States*Improved new hire integration efficiency by streamlining onboarding processes.
*Enhanced overall satisfaction levels by spearheading employee engagement activities.
*Fostered a more transparent work environment by enhancing communication between senior leaders and employees.
Micron TechnologySr. Technical Talent Acquisition Partner
May. 2022 - Nov. 2022Remote• Lead full cycle recruiting for technical procurement roles as part of global operations-semiconductor hiring
• Run weekly reporting on status of all global operations requisitions
DiverseyRecruiting/HR Manager
Jul. 2021 - Apr. 2022• Managing full recruitment cycle for both leadership and individual contributor roles.
• Utilizing Workday as applicant tracking system.
• Responsible for overall hiring and staffing of production facility.
• Strategizing most effective recruitment plan.
• Sourcing for candidates via various avenues.
• Leading the execution of career/job fairs.
• Interviewing candidates to determine cultural and behavioral fit.
• Ensuring Interview and hiring teams are privy to unconscious biases when making hiring decisions.
HoneywellHR Leader
Mar. 2020 - Jun. 2021Danville, Kentucky, United StatesResponsible for:
• overall HR strategy-hiring and staffing at the Danville manufacturing site of over 250 employees,
• performance management of site employees,
• employee relations and leadership development/coaching across the site,
• ensuring adherence to corporate & site specific HR policies and
• facilitating a productive and results oriented workplace culture.
The Dow Chemical CompanyHR Partner
Mar. 2018 - Dec. 2019Houston, Texas Area
The Dow Chemical CompanyHR Leadership Development Program
Jan. 2016 - Feb. 2018Midland, Michigan• Talent Management Specialist- developed centralized dashboards for succession planning and trained HR business partners on how to use these tools; facilitated change management workshops to HR leaders and employees.
• HR Manager Support- provided organizational design support; analyzed and presented organizational data to business leaders to aid in their people strategy decision making; performed promotion analyses; simplified employee career planning by creating and updating functional career portraits.
• Organizational Effectiveness Specialist- Leading efforts to create a more resilient workforce through HR’s partnership with the Health Services department; developing health and wellness organizational strategy.
• Project Manager- managing downstream impacts of job architecture re-design across all HR Center of Expertise (COE).
• Recruiter- applying diversity and inclusion strategy to recruit great HR talent.
SciMetrika, LLCHuman Resources Specialist
Jul. 2015 - Dec. 2015Raleigh-Durham, North Carolina AreaAssists the director of Human Resources (HR) with various HR functions and projects including: •Culture/values initiatives to encourage employee engagement
•Merger/acquisition (M&A) duties such as document reviews for due diligence
•Recruitment
•HR compliance
•Performance management best practices
•Benefits Analyses
•Employee wellness programs
Bank of AmericaEmployee Engagement/ Change Management Consultant
Jan. 2014 - Mar. 2015Greater New York City Area•Assisted project manager with communications and training programs at Bank of America's Business Delivery and Enablement division within the Global Wealth Investment Management Technology & Operations group
•Supported project management team on implementing a new customer facing electronic tool that FA’s could use to obtain and maintain their client information
•Assisted in delivering and evaluating the efficacy of leadership development programs as well as programs designed to enhance the development of women at the Bank of America
Center for Human Capital Innovation (CHCI)Human Capital Associate
Apr. 2012 - Jan. 2013Alexandria, Virginia•Wrote key sections of 4 white papers and articles on Human Capital Management and leadership to help inform senior leaders of best practices at the customs and border patrol agency
•Communicated complex data analysis results to 5 stakeholders at the leadership level including those with non technical backgrounds via e-mail, PowerPoint and oral presentations with senior leaders within the department of defense
•Wrote various technical sections of 2 Request for Proposals (RFPs) for various divisions of the Department of Defense which lead to CHCI winning one of the contracts
•Leveraged data from the Customs and Border Patrol to conduct comprehensive threat assessments
ICF InternationalHuman Capital Analyst
Apr. 2008 - Apr. 2012Fairfax, VASelected Projects:
1) Children, Youth, and Teen Programs (CYTP) Functional and Facilities Needs Assessment, Marine Corps Community Services (2011)
•Planned and executed 10 focus groups, collected data, and performed background research on facilities including facilities in Japan
•Analyzed financial data from 25 CYTP facilities to help inform decision makers which CYTP facilities should be removed and which ones should be kept 2) Evaluation of the IMF’s Approach to International Trade Policy Issues, International Monetary Fund Independent Evaluation Office (2008-2009) •Provided expert survey questionnaire development support, web survey development and administration using Vovici survey development and analysis software
•Analyzed survey results 3) Tools for Demonstrating Leadership Actions and Training Support, Center for Army Leadership (2008-2009)
•Coded interview responses from 55 Army leaders •Conducted a multi-disciplinary literature review on leader influence; Developed model of leader influence and handbook on influencing that Army leaders use to improve their influencing strategies 4) Risk Perception, Public Trust, and Communication during TOPOFF4 Market Research and Survey Services Follow-on Work, U.S. Department of Homeland Security (2008-2009)
•Assembled relevant literature and conducted quality control for literature review
•Produced themes relevant to leader communication found in the literature in order to direct government officials on the best practices of how to communicate with the public during times of national emergencies 5) Member Compensation Study, U.S. House of Representatives (2008) •Developed, tested, analysis, and reported survey dealing with the compensation, employment, and benefits practices of all Representatives’ personal offices, House Committee offices, and support staff •Collected data via an online survey, as well as phone interviews and paper and pencil surveys to maximize the participation rate from 30% to 50%
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