Sherri L.

Hebda, SPHR
4092 Willow Lane
Columbia, PA 17512
Home: (717) 684-5241
Cell: (717) 808-3788
sh894cc2@westpost.net

SUMMARY
HR Business Partner with 15 years experience as first-point contact for strategi
c management/employee relations/employment law/training and development/risk man
agement/total rewards/recruitment/environmental health and safety in manufacturi
ng and health care industries. Experience directing human resources in a variet
y of sectors to include non-union and union environments and Fortune 500 compani
es with large number of exempt and non-exempt employees.
KEY STRENGTHS
* Strategic Management
* Employee/Labor Relations
* Communications
* Project Management
* Organizational Development & Training
* Total Rewards
* Risk Management
PROFESSIONAL EXPERIENCE:
Terumo Medical Corporation, Non-Union (03/2008 present):
Senior Manager, Human Resources:
Lead and manage human resource services, policies, and programs for 400,000 sq f
t non-union manufacturing operation that develops manufactures, exports, imports
, markets and sells safe and effective medical devices, supplies and accessories
. TMC generates $250 million/year with 625 full-time employees. Lead and prov
ide ongoing development of 3 reports in employee relations, organizational devel
opment and training, risk management, total rewards, performance management, and
recruiting. Provide leadership to management and supervisors in all aspects of
human resources to include HR functions and workforce relationships providing a
n employee-oriented, high performance culture that emphasizes empowerment, quali
ty, productivity and standards, goal attainment, and the recruitment and ongoing
development of a superior workforce.
* Initiated, developed, and implemented company-wide Incentive Plan for Business
Units aligned with company objectives to increase productivity and customer sat
isfaction resulting in performance improvement and cost reduction, exceeding goa
ls.
* Improved employee safety and health by evaluating needs and recommending redes
ign of safety team functions resulting in FY08 45% injury/illness improvement an
d FY09 55% injury/illness improvement.
* Initiated and designed HRD intervention to train 31 existing Managers, Supervi
sors, and Engineers in partnership with local College and Workforce Grant Commis
sion to build team capability to create, propose, and drive continuous improveme
nt resulting in the creation and implementation of projects that reduced costs b
y $500k.
* Initiated, developed and implemented a workforce transition pool to effectivel
y manage associates that are affected by restructuring and engineering improveme
nts to avoid layoffs and retain talent
* Guided the achievement of 40% reduction in recruitment costs, eliminating 75%
of external search firms.
* Conducted compensation analysis and provided recommendations for adjustments,
given the market and budget.
MasterBrand Cabinets, Inc., Non-Union (07/2006 to 03/2008):
Manager, Human Resources:
Lead and manage human resource services environmental, health, and safety, polic
ies and programs. Lead human resource and for a 350,000 square foot plant that p
roduces 910,000 cabinets per year with 550 full-time employees and as production
requires an additional 100 temporary workers. Provide leadership to five emplo
yee relations services team and two environmental, health and safety services te
am directing and evaluating work through audits, coaching and counseling as well
as performance management. Manage departmental budgets. Provide direction to
four committees, activities, rewards and recognition, safety committee and ergon
omics committee. Monitor team progress and implement necessary actions to make
the teams more effective. Coach managers and supervisors in all aspects of huma
n resources to include HR functions and workforce relationships providing an emp
loyee-oriented, high performance culture that emphasizes empowerment, quality, p
roductivity and standards, goal attainment, and the recruitment and ongoing deve
lopment of a superior workforce.
* Oversaw the design and implementation of effective recruiting strategies reduc
ing recruiting costs by 35%.
* Conducted recruitment/selection of managers and supervisors, as well as overse
e the recruitment and selection of hourly workforce
* Conduct compensation structure analysis and recommendations, given the market,
budget and the industry norms
* Lead and managed employee relations, including, but not limited to employee sa
tisfaction surveys and employee suggestions/requests analysis, resulting in impr
oved EOSs.
* Coordinated legal and claim exposure to manage budgetary expenditures, resulti
ng 56% reduction in costs.
* Participated in decisions regarding policy preparation, interpretation, provid
ing direction and training to management and supervision.
The Hershey Company (Reese Plant), Non-Union (06/2004 to 07/2006):
Manager, Employment, Health & Safety:
Lead employment, health and safety generalist duties for a 435,000 square foot p
lant that produces 290 million dollars a year with 970 full-time employees and a
s production requires an additional 300 temporary workers. Provide leadership t
o three employee relations services team and three health services team directin
g and evaluating work through audits, coaching and counseling as well as perform
ance management. Manage departmental and safety and health budgets. Provide di
rection to safety specialist on the emergency response teams, the fire brigade a
nd shift safety teams. Monitor team progress and implement necessary actions to
make the teams more effective. Coach shift safety coordinators on commitment a
nd gain project funding.
* Successfully lead plant workers compensation program, prepare, analyze and com
municate workers compensation trends. Interact with manufacturing to reduce wor
kers compensation and provide direction on employee issues. Serve as liaison be
tween injured worker, plant management, claims adjusters, corporate risk managem
ent, and workers compensation attorney.
* Coordinate legal and claim exposure to manage budgetary expenditures.
* Participate in decisions regarding policy preparation, interpretation, providi
ng direction and training to management and supervision on employee concerns.
* Equal employment opportunity and affirmative action policy oversight preparing
annual and quarterly EEO status reports and participate in OFCCP meetings. Led
a successful company response to an OFCCP audit.
* Oversee aspects of recruitment and serve as contact with Hudson Global Resourc
es (temporary contracting agency) for labor planning and coordination of pre-emp
loyment process to include orientation.
* Provide leadership to the overall plant safety effort, ensuring good faith eff
ort communicating safety progress and areas of opportunity to plant management.
Direct the safety policies and programs and follow-up on plant safety issues en
suring concerns are reviewed and taken into account for all new projects, renova
tions, and demolitions by engineering, purchasing to review all projects for at
a minimum OSHA compliance and safety practices and ergonomic considerations.
* Lead training and audits of plant safety and health programs (Bloodborne Patho
gens, HazCom, Industrial Trucks, Lockout/Tagout, Emergency Preparedness, Persona
l Protective Equipment, Confined Space, etc.)
* Provide leadership and direction for the plant regarding all aspects of benefi
ts and communicate changes.
* Change agent and provide organizational development to the plant and other man
ufacturing locations by serving as Coach of Coaches leadership to achieve organi
zational goals. Serve as core team master facilitator for manufacturing leaders
hip initiative.
Nissin Foods (USA) Co. Inc., Non-Union (06/2002 to 06/2004):
Manager, Human Resources:
Lead generalist duties for 450 full-time employees and as production requires an
additional 250 temporary workers. Provide human resource leadership to two hum
an resource staff and supervisor of safety directing and evaluating work through
coaching and counseling as well as performance management. Manage departmental
budget.
* Drive cultural change to align with organizational objectives.
* Manage plant benefits programs to include 401 (k) retirement and savings plan,
medical plans, vacation, STD, LTD, military leave, jury duty, bereavement, holi
days, and workers compensation.
* Lead and manage plant payroll processes.
* Manage personnel administration to include new hires, terminations, promotions
, transfers, wage adjustments, compensation programs, FMLA leave, payroll, polic
ies and procedures.
* Lead plant labor relations to include training and assuring supervisor staff c
ompliance with labor laws through coaching and directing.
* Manage employee relations through partnering with management and coaching supe
rvisors and hourly staff ensuring the plant working environment is free from hos
tility, discrimination, harassment, and favoritism.
* Oversee aspects of recruitment and serve as contact with temporary contracting
agency for labor planning and coordination of pre-employment process to include
orientation
* Partner with management to diagnose staff concerns and needs to improve busine
ss plan results and reach organizational objectives. Reduced employee turnover
by 50% annually through improved communications, providing enhanced employee rel
ations, hiring qualified staff that fit the team.
* Led employee reward and recognition programs, as well as organizational events
(i.e. cherry blossom festival, Christmas party, summer picnic).
* Lead health and safety programs and conduct formal safety training.
* Directed employee attitude survey program and process.
* Direct uniform program.

EDUCATION: MBA, HRM: University of Phoenix

Master of Business Administration - Human Resource Management
BA, LAS: The Pennsylvania State University
Bachelor of Arts - Letters, Arts, Sciences
CERTIFICATIONS: Senior Professional in Human Resource (SPHR)
Counseling Education
OSHA 10-Hour General Industry Program
PROFESSIONAL DEVELOPMENT:
* Phoenix Consulting Certified Trainer: Coach of Coaches and Problem Solving
* Prosci Consulting Certified Trainer: Change Management
* Beyond the Box Consulting Certified Trainer: Finance
* Merline G Pope Jr. Diversity Training The Knowledge EDGE V2, The Awareness E
DGE V2
* Courses on accident prevention, communication skills, leadership
* Designed and trained plant leadership on the following programs: Effective Co
mmunication, Meeting Leadership, Coaching for Engagement

COMPUTER EXPERTISE: Microsoft Office: Word, Excel, Access, Power Point, Outlo
ok
SAP: HR, EH&S, Health Services, Timekeeping
HRIS: ADP, Report Smith, SuccessFactors, Peoplesoft, Kronos

PROFESSIONAL AFFILIATIONS: Manufacturers Association of South Central PA

National Society for Human Resource Management
Chesapeake Human Resources Association
Delaware SHRM
PA, MD, DE Workforce Centers
COMMUNITY INVOLVEMENT: Blair County Literacy Program, United Way Campaigns

PERSONAL & BUSINESS REFERENCES AVAILABLE UPON REQUEST