Michele Badillo

Reporting to the VP of Human Resources in a manufacturing environment. Develop creative sourcing strategies to identify and successfully recruit top talent. Establish career development plans and career progression for associates. Advise and counsel managers on performance challenges. Interpret policies and procedures and render decisions. Provide feedback to managers on retention issues and risks. Resolve union and employee issues, both formal grievances and informal issues. Stay abreast of changing employment laws at the State and Federal level. Educate organization and managers on current employment practices. Contribute to short- and long-term organizational objectives.

Reporting to the Director of HR, working in a manufacturing environment. Assist management and employees in all aspects of HR such as employee relations, investigations, interpreting company policies, problem solving and ensuring compliance with local and state laws. Develop training and performance management programs that ensures all employees are familiar with their job responsibilities and any and all safety requirements. Process all workers compensation injury claims, train managers to coach and discipline employees. I have excellent follow through and have accomplished many detailed oriented tasks simultaneously and time management

Reporting to the President, this position assumes ownership of the implementation of personnel policies and procedures, created employee newsletter, updated employee handbook, oversee internal communications plat- form for employees and management, manage all workers compensation cases, coordinate company functions and community support activities. Educate on matters involving the promotion of a proactive risk management culture, identify job site hazards and/or abate any unsafe behaviors in the workplace area.

Reporting to the President, this position assumed ownership of 401k administration, benefits administration, EEO/AAP data and program, HR SharePoint, full cycle recruiting, policy development, record management, and achieving H1B status for current employees. Completed a full review and update of the Employee Handbook, HR Policies and Procedures. An internal compliance audit of HR Department policies and practices yielded an above satisfactory result.

Reporting to the Director of Human Resources, working in a manufacturing environment, this position assumed ownership of full cycle recruiting, policy development, formal investigations, record management, EDD court hearing and proceedings, workers compensation. Traveled to offsite location weekly to handle all human re- sources questions and issues for Press Enterprise employees. Including working nights to cover the second shift employees.

Reporting to the Operation Manager, working in a distribution environment, this position assumed ownership of full cycle recruiting, progressive discipline, policy development, formal investigation, record management, workers compensation, benefit administration, 401K administration, payroll process, EDD court hearings and proceedings, Clothing workers compensation, safety compliance. Responsible for three divisions MJ Soffe, Delta Apparel, Junk Food Clothing on and off site. Managed three separate ADP payroll process, benefits, and policies. Established a Safety Committee and oversaw monthly meetings, monthly walk-throughs of all departments. I took responsibility as our West Coast Fair Labor Association new site auditor of all third-party companies. Traveled to two offsite locations weekly to handle all human resources questions and issues for Junk Food employees.

Reporting to the Director of Human Resources, working in a manufacturing environment, this position assumed ownership of all HR related functions including on boarding, benefits administration, 401K Administration, policy development, formal investigations, record management, EDD court hearing and proceedings, reduction in force from 650 to 350 employees. Implemented an onsite ARC associate program, we received government tax deduction and this allowed the ARC associated to enter into mainstream workforce. Rolled out a new salary structure following the economic downturn of the circuit industry while maintaining a positive moral and promoting job security amongst employees.