Grace Hatton - Sr. HRBP Leader, SoftwareOne

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Work Background

SoftwareOneSr. People & Culture Partner/Leader

May. 2023Milwaukee, Wisconsin, United StatesSoftwareONE is a leading global provider of end-to-end software and cloud technology solutions, headquartered in Switzerland. With an IP and technology-driven services portfolio, it enables companies to holistically develop and implement their commercial, technology and digital transformation strategies. This is achieved by modernizing applications and migrating critical workloads on public clouds, while simultaneously managing and optimizing the related software and cloud assets and licensing. SoftwareONE’s offerings are connected by PyraCloud, its proprietary digital platform, which provides customers with data-driven, actionable intelligence. With around 8,700 employees and sales and service delivery capabilities in 90 countries, SoftwareONE provides around 65,000 business customers with software and cloud solutions from over 7,500 publishers. SoftwareONE’s shares (SWON) are listed on SIX Swiss Exchange. At SoftwareONE, we have long said our people are our greatest asset: that’s why we support and care for our colleagues as well as invest in our people and their professional development. We also advocate for work – life harmony at SoftwareONE rather than work – life balance. Rather than pitting one against the other – we strive for a blending of the two. From the beginning, SoftwareOne embraced seven core values that guide everything we do and every decision we make. They shape how we behave toward customers, partners, and each other. Unlike many corporate values filed away in an employee handbook and never revisited, our values are part of our DNA. We put them into practice daily. We look for them in recruits and empower every employee to bring these values to life in their work and community.

Zymeworks Inc.Head Of Human Resources - US

Mar. 2022 - Jun. 2023United States

DematicSr. Global Human Resources Leader

Jan. 2021 - Mar. 2022Wauwatosa, Wisconsin, United StatesTrusted advisor supporting the Executive leaders of Procurement, Quality, and EHS global organizations across KION Group and Dematic. KION Group is a global leader in industrial trucks, related services and supply chain solutions across more than 100 countries worldwide. We design, build and support logistics solutions that optimize material and information flow within factories, warehouses and distribution centers. The company is the largest manufacturer of industrial trucks in Europe, the second-largest producer of forklifts globally, and a leading provider of warehouse automation. Help drive initiatives, which will achieve increased efficiency and improve the overall operations. Deliver innovative and pragmatic Human Resource solutions, while implementing processes and procedures to address business needs. Utilize creative problem-solving skills to drive efficiency in programs, processes, practices and initiatives needed to fuel the strategy and growth of the business through its people.

Merz North AmericaDirector, Human Resources & HRIS

Jan. 2017 - Dec. 2020Expertly managed all communication, including COVID leave requests and the implementation of remote work environments for the non-manufacturing employees. Oversaw all human resources functions at both the routine and strategic level as well as all recruiting efforts. Established employee engagement strategies that improved morale, retained talent, and business continuity through multiple changes with the executive leadership team. Fostered strong relationships with senior management, hiring managers, and employees to create synergy across the organization. Delivered HR expertise in the areas of people strategies, talent planning, performance management, compensation, investigations, and resolution of employee relations issues. Improved talent pool by assessing and developing a diverse blend of business leaders, managers, and employees. • Successfully launched the first Development Training Program both locally and globally. • Reduced turnover rates by 25% via job and market salary/wage assessments for all positions. • Decreased absenteeism by up to 50% through revised HR policies, institution of a manufacturing incentive program, and updated the On Call/Call Back policy. • Streamlined the creation of an eight-module training program for managers to guarantee consistency of knowledge, procedures, and approach which led to skill enhancement. • Championed recruitment of 23 critical manufacturing positions in less than 30 days by fostering partnerships with local organizations and enhancing job descriptions. • Represented the Technical Operations Group as a member of the Global Business Continuity Program Committee. • Led and implemented a global HRIS and employee self-service – UKG (formerly UltiPro) • Executed three reorganizations which resulted in a simple transition for terminated employees as well as current employees. • Managed HR Team in AZ, WI, and NC.

Young Innovations, Inc.Sr. Human Resources Manager

Jan. 2015 - Dec. 2017Contributed to industry-related and location-related salary surveys as a benchmarking tool. Generated internal salary band model and orchestrated performance reviews surrounding the model. Lowered lost time days and turnover rates through employee morale boosters. • Enhanced employee retention from 47% to 68% through the revitalization of a Talent Acquisition program. • Decreased complaints by 50% through the design of innovative departmental policies and procedures that manage employee complaints. • Spearheaded a recruitment strategy that supported a 50% growth in employee population over one year with a savings of more than $200K in recruitment fees. • Lowered unemployment claims by 62% through the institution of a complex Performance Management program. • Managed and led the HR function for 4 business units in multi-states

Cornfields, IncHR Manager

Jan. 2013 - Jun. 2015Assessed benefit programs for maximum efficiency and cost control. Orchestrated annual open enrollment to promote company-wide benefit knowledge. Regulated compensation and salary administration programs such as competitive pay programs as well as bonus and incentive programs. • Launched the HR Department managing the implementation of new safety programs, attendance policies, payroll systems, and orientation programs. • Reduced incidents by 20% over 18 months through the implementation of a Safety Corrective Action Program. • Bolstered employee retention from 47% to 72% by revamping recruitment methods with pre-employment assessments. • Amplified employer contribution from 50% to 66% through enhanced benefits programs. • Decreased absenteeism by 50% through the development and institution of new HR policies. • Successfully recruited 24 high-caliber positions over eight months.

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