Donna Parrott, PHR, SHRM-CP

Experience

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  USF Logistics/Exel Warehouse Distribution for BD

  Jan 1999 - Jan 2003

  HR Representative

  Supervise 3 employees (Receptionist, AP/Payroll Clerk, Temporary Clerical) Full HR responsibility for two three-shift, 24-hour operations with 150+ hourly associates and 18+ management staff Recruiting - Post and advertise vacancies ; Screen applications; interview candidates, check references, arrange background checks and drug tests, setup interviews Work with temporary agencies to supply manpower during peak times; Job fairs. Employee Relations - Process new hires; new hire orientation; Process voluntary and involuntary terminations; Give support to management concerning disciplinary actions; File unemployment claims, attend hearings; file WC claims; Investigate harassment complaints, recommend action to site general manager; Answer EEO claims and work with corporate attorney to answer federal lawsuit; Maintain yearly employee performance evaluations, enter into information into spreadsheet and database; Work with General Manager and Corporate HR to develop succession planning for site Benefits Administration - Present information to new hires, current employees during open enrollment period; Maintain all phases of short-term and long-term disability ; Ensure all areas of FLMA are in compliance with federal regulations HR Administration - Send yearly hourly wage survey to area warehouse businesses, compile the findings, present in a PowerPoint presentation to General Manager and Corporate HR VP; Present final wage package to employees and roll out to corporate payroll; Implement corporate reorganization of office; responsible for finalizing payroll and submitting to corporate; manage accuracy of HR files and databases; Maintain company policy and procedures manual Training/Development - Monthly training for supervisors and managers; Work with corporate office determining leadership development for managers and supervisors, follow through with individual training, group instruction, seminars, meetings, workshops; Maintain training records for site Show less

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  American General Finance

  Jan 2003 - Jan 2004

  HR Service Specialist

  Processed performance reviews, merit increases, interim increases and promotions for 8000 employees located in 1400 branches, 2 call centers, and 20 district offices; Responsible for checking for accuracy and working with district operations to correct and/or validate information from any discrepancies.

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  Lockheed Martin

  Jan 2004 - Jan 2005

  Administrative Assistant

  Secret Security Clearance Responsible for creating Excel spreadsheets and entering data to track all the engineering blueprints/diagrams for the M260 and M260-A1 Missile Launcher; Developed and maintained PowerPoint slides for weekly and monthly meeting presentations; In support of the PAC-3 Missile Program, prepared purchase requests, travel requests, and expense reports through SAP; Gathered information weekly from the production, depot, quality, and engineering departments and incorporated it into a weekly activity report; Compiled and submitted budget information obtained from the various program department leads. Utilized various software applications such as MS Word, Excel, and PowerPoint; Created work authorizations (CWA), determined level, and reviewed training records for required training needed for admittance of personnel to PAC-3 work area; Performed a variety of administrative duties to support the PAC-3 Missile Program Manager; Was in the Leadership 21 program and had completed the first level of training in the program. Show less

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  MasterBrand Cabinets

  Jan 2006 - Jan 2007

  HR Specialist

  2nd Shift HR responsibility for 300+ hourly manufacturing production associates and 10+ management staff in 8 departments 1st shift HR responsibilities when HR Manager is off site.Recruiting -- Screen applications with appropriate job descriptions; Interview candidates and set up interviews for potential candidates with supervisors and/or managers; Responsible for internal postings and awarding of job bids Employee Relations -- Conduct monthly/quarterly Focus groups with hourly associates; review all involuntary terminations to ensure compliance with company policies and procedures; Give support and guidance to supervisors and managers concerning disciplinary actions; Attend unemployment phone hearings; Investigate harassment and hostile work environment complaints, compile information and give recommendation of action to site general manager; Maintain yearly hourly employee performance evaluations and enter data into spreadsheet and database for calibration; Work with HR Director to develop succession planning for siteBenefits Administration -- Liaison between 2nd shift employees and site benefits administrator concerning FMLA, WC, 401K, insurance benefits; Work with supervisors to ensure compliance with attendance policyHR Administration -- Payroll backup (Kronos); Manage accuracy of HR files and databases; Update and maintain company policy and procedures manual Training/Development -- Training for 2nd shift leads, supervisors, and managers on company policies and procedures; Maintain training records for site in spreadsheet and database Show less

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  North Carolina Division of Coastal Management

  Jun 2007 - May 2008

  HR Manager

  HR responsibilities for 9 offices and sites: Division Headquarters, 4 District Offices, and 4 satellite offices and reserve sites. Policy Administration -- Ensure employment policies and procedures are adhered to and all personnel transactions are processed in accordance with DENR and OSP policy; Prepare memorandums to staff relating to pertinent policy issues and changes in procedures; Make presentations to managerial staff concerning personnel issues and updates; Advise management and employees on proper policy and procedures for addressing concernsEmployment and Merit Based Hiring -- Advise management on all hiring activities; Responsible for drafting position postings, screening applications, overseeing interview process; Review and process employment recommendation packages in accordance to OSP guidelines; Manage the division’s temporary employment programCompensation and Classification -- Advise management on all issues such as promotions, demotions and reclassifications; Review personnel policy, assist employees in developing job descriptions, conduct job interviews and evaluations (independently and/or with DENR Personnel Office) to recommend appropriate classifications; Create and approve all division PD-105 and PD-118 personnel actions (state HRIS); Conduct or participate in all division equity analyses including in-range salary adjustmentsEmployee Relations --Oversee performance management program and track annual performance ratings; Advise management and employees on state personnel policy and procedures; Gather information concerning issues under investigation and make recommendations and present to the Division DirectorBenefits Administration --Manage all employee benefit forms; Liaison between employees and various NCFlex benefit programs; Manage FMLA and Short-term Disability programs Show less

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  American Legion Auxiliary National Headquarters

  May 2008 - Aug 2018

  Human Resources/Administrative Services Director

  Employee Relations - New hires and orientation, voluntary and involuntary terminations; Support supervisors and managers concerning disciplinary actions; File UE claims and attend hearings; File WC claims; Maintain performance evaluations and advise supervisors; Open-door support for all employees Benefits Administration - Orientate new employees with benefits and enrollment; Present benefit information during yearly open enrollment period; Work with benefits consultant to ensure best benefits are maintained; Liaison for all benefits; Maintain short-term and long-term disability; Liaison between organization and IRS agent during random 401(k) audit; Responsible for yearly Worker’s Compensation Audit with outside vendorHR Administration - Oversee, direct and ensure compliance in all HR areas; Yearly salary surveys and using collective results to ensure organization is within desired percentile with salaries; Implement reorganization of Administrative Services area; Manage accuracy of HR files and databases; Maintain company policy and procedures manual and keep staff updated; Review employee handbook annually, working in conjunction with labor attorney to update as necessaryRecruiting - Post job vacancies on applicant tracking system; Screen applicants, interview candidates, check references and arrange background checks; Work with temporary agencies to supply temporary staffStrategic Planning -- Work with other Directors, Managers, Auxiliary Volunteer Leadership and National Officers to obtain goals set forth in the Strategic Plan; Ensures a team focus with peers/colleagues and business partnerships in accomplishing business goals and objectives; Oversee work of 6 strategy teams Training/Development -- Work with LMS vendor to implement online staff training and development; Align staff training with strategic company goals, vision statement and mission statement; Evaluate training needs for office staff and obtain vendors to facilitate needed training Show less

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  Dairy Farmers of America

  Aug 2018 - Nov 2019

  Training Coordinator
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  Ozarks Healthcare

  Mar 2019 - Oct 2021

  Human Resources Specialist - Projects

  Part-time compensation analyst. Worked on various projects assigned by the HR VP/HR Exec Dir including benefits, FMLA benefit review and analysis, employee surveys, compensation review and evaluation.

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  South Central Workforce Investment Board

  Nov 2019 - Mar 2023

  Executive Director
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  Sonaca North America

  Mar 2023 - now

  Human Resources Business Partner