Human Resources Resource

Toni Leigh Goldhardt ***** Matville Road Orient, OH 43146 614-***-**** ****.*********@*****.*** HUMAN RESOURCES PROFESSIONAL

Committed to Maximizing Human Capital, Acquiring and Retaining Top Talent, and Improving Employee Relations Dedicated strategic HR professional with 20+ years of progressive experience in all managerial HR functions, services, and initiatives, including, but not limited to: hiring practices, employee benefits and compensation, training and development, employee retention, motivation, and advocacy. Successful background in the creation, delivery, and implementation of employee and management training. Possess advanced understanding of federal and national laws concerning employment/labor practices. Organized and detail oriented with highly regarded interpersonal skills. Excellent reputation for providing suggestions and solutions to align with overall strategic vision of organizations concerning employee relations; sensitive to cultural and diverse issues. A solid track record for maintaining professionalism, discretion, maturity, and diplomacy. KEY SKILL AREAS

Strategic Human Resources Coaching/Development of Leadership HR Administration Workforce Planning Talent Acquisition Performance Management Employee Relations Employee Engagement/Satisfaction Talent Management Benefits/Payroll Administration Regulatory Compliance Mediation/Dispute Resolution Mergers/Acquisitions HR Metrics Labor Relations

PROFESSIONAL HISTORY

ORTHOPEDIC ONE

Central Ohio’s most trusted physician owned and experienced group of orthopedic experts 750+ employees Human Resources Manager, Westerville, Ohio (01/24 – 07/24)

● Successfully managed a team of four human resource members within the areas of HR Generalist, HR Specialist, and Talent Management Specialist to provide needed support for all employees with the organization.

● Created an exit policy to ensure all company assets were properly returned to the organization while ensuring terminated employees received exit materials regarding paychecks, benefits, and employment assistance.

● Focused on overall applicant to hire rates within the Talent Management team to ensure job postings were being filled timely with qualified candidates. In addition, ensured compliance protocols were completed within Symplr applicant tracking system.

● Focused on retention and turnover rates within the physician, professional, and hourly employee groups, as turnover within hourly and professional groups was high as opposed to physician retention.

Analyzed areas below company average and met with leadership to devise strategic plans to address negative impacts to the company; including, but not limited to: updating job descriptions, conducting focus groups, analyzing performance review documentation, management training, organizational structure, and engagement/recognition.

● Proactively reviewed metrics important to the department workflow including work volume, customer satisfaction measures, etc. and makes recommendations to modify schedules, staff hours/staffing levels, and workflows to maintain productivity, quality and accuracy.

● Communicates metrics with staff timely and in mediums that maximize understanding. Decisions, including those pertaining to staff, reflect complete and accurate analysis of relevant issues (past practices, work history, individual and group performance, department and company needs, consistency, fairness, regulatory or legal concerns, etc.). RUMPKE WASTE AND RECYCLING

Leader in waste and recycling services throughout Ohio, Indiana, Kentucky, and West Virginia, 4,000+ employees Region Human Resources Manager, Columbus Region (Columbus, Circleville, Delaware, Lima, Findlay, Crawford Co.) (06/22 – 08/23)

● Managed all human resources needs for the 2nd largest region in the organization outside of company headquarters.

● Reduced turnover for the region by 40% by focusing on policy effectiveness, procedure efficiency, approachability of leaders, leadership training, employee engagement, communication, consistency, and C-Suite partnership.

● Created and executed weekly new supervisor training to assist in career transition and successful people management.

● Led efforts to successfully hire 150 CDL drivers to meet the needs of a Columbus City Recycling contract within 4 months by focusing on retention of current drivers and recruiting efforts to obtain new candidates.

● Partnered with business leaders to evaluate current business challenges; developed and executed strategy to address key issues as they related to HR.

● Lead efforts regarding increased hourly wage rollout for CDL drivers and trainees to assist with retention and engagement challenges and maintain competitive advantage in community.

● Oversaw the performance management evaluation process and advised managers in the area of performance management processes.

● Partnered with Safety, Risk and Operations regarding employee relations issues to counsel on outcomes and elevate risk.

● Oversaw the performance management evaluation process; advised managers in the area of performance management as an ongoing process.

Toni Leigh Goldhardt (mobile) 614-***-**** (email) ****.*********@*****.*** 1

CAREGIVER, INC.

Leading Texas-based provider of services to adults with intellectual and developmental disabilities (IDD) supporting the design, delivery, and management of personalized treatment plans, 5,000+ employees Regional Human Resources Director, Indiana and Ohio (9/21 – 6/22)

● Lead a team of three Regional HR Generalists throughout Ohio and Indiana to ensure positive employee relations, while attracting and engaging the workforce resulting in driving high company performance.

● Successfully managed and assisted six mergers and acquisitions of 1,200 employees throughout Ohio and Indiana.

● Worked with Senior operations director to devise and implement an organizational restructure of leaders and districts for the state of Ohio; thus providing a concentrated oversight to district business practices lacking with current structure.

● Formulated and cultivated partnerships across the business and served as an advisor and business partner to leadership to deliver value-added services to management and employees.

● Responsible for planning, developing, implementing, and evaluating all human resource-related activities, including talent acquisition, talent management and employee engagement.

GENPACT

A global professional services firm that drives digital-led innovation and digitally enabled intelligent operations for our clients, 250+ employees Human Resources Manager, Dublin, Ohio (2/20 – 9/21)

● Lead a start-up FInance Hub to align with business objectives of Genpact and Cardinal Health employees in the Finance business unit.

● Lead and managed the transformation team to onboard 150 badge flipped employees as well as 50+ external hires in a virtual environment due to challenges with COVID 19.

● Formed partnerships across the HR function in the US and globally to deliver value-added service to management and employees that reflect the business objectives of the organization.

● Worked closely with our international HR team in terms of immigration, internal role transfers, and human resource responsibilities especially in the area of work visas and H1B visas. TECH DATA CORPORATION

Fortune 100 global technology distributor assisting companies with bringing their products to market, 300+ associates Human Resources Manager, Groveport, Ohio (11/18 – 2/20)

● Led a team of one HR Generalist and were responsible for developing and implementing strategies and plans focused on human capital management, customer satisfaction and business performance.

● Established communication plans, building events, policy and procedural updates, as well as, increased C-Suite visibility to assist with the strategic development of a new culture due to recent merger with Tech Data within the building.

● Created and implemented a succession planning strategic plan to better identify and challenge high/low performers; including, but not limited to: mentorship program, manager training, and individual development plan creation.

● Served as the primary liaison between client groups and the various HR Centers of Expertise (COEs), including, but not limited to, Talent Acquisition, Leadership Development/Succession Planning, Diversity and Inclusion, Compensation, and Benefits. E

● HR leader responsible for employee advocacy and builds a positive employee relations culture and work while driving initiatives to improve employee engagement, culture, diversity, talent assessment and development. HONDA ENGINEERING N.A., INC. (EGA) - Incorporation of American Honda Motor Co., Inc.

Global mobility manufacturing organization specializing in automobile, powertrain, marine, racing, and aero products, 700+ associates Human Resources Business Partner, Marysville, Ohio (01/16 – 11/18)

● Supported the Engineering team who created the Die sets for the outside of Honda vehicles, as well as the Robotics team who created all electrical systems and manufacturing robotics for the assembly line.

● Managed and effectively transferred 30 associates from employment under Honda Manufacturing of Alabama (HMA) to Honda Engineering N.A., Inc.; Implemented and initiated changes to associate benefits (medical, dental, vision), policies and procedures, information technology networks, compensation, leadership support, and vendor relationships.

● Created and managed a 12-month mentorship program utilizing a 9-block evaluation, application, and SWOT analysis to chose participants. Once participants were chosen, they were paired with Senior Leadership based on requested field of interest, and conducted a final presentation to discuss what they gained during their mentorship experience.

● Led the rollout of a new Learning Management System (SABA) which managed all aspects of exempt and non-exempt training and development initiatives, including but not limited to: classroom facilitation, coordination of outside vendor learning, performance management, new hire orientation, and development of organizational tools to assist with leadership competencies.

● Conducted Monitored high and low performing associates through succession planning and performance improvement plans. Oversee manpower initiatives to ensure divisional leaders are monitoring their headcount appropriately by creating needed job positions or managing workforce.

EARLIER POSITIONS

JPMORGAN CHASE & CO., Human Resources Business Partner- Manager Consultant, Columbus, Ohio (12/11 – 01/16) AVON PRODUCTS, INC., Human Resources Supervisor, Zanesville, Ohio (06/10 – 12/11) H&R BLOCK, Field Human Resources Manager, Worthington, Ohio (11/08 - 06/10) GAP INC. DIRECT (GID), Employee Relations Generalist, Groveport, Ohio (08/07 – 11/08) TARGET CORPORATION, Human Resources Representative, Lacey, Washington (11/05 – 08/07) Toni Leigh Goldhardt (mobile) 614-***-**** (email) ****.*********@*****.*** 2

EDUCATION AND PROFESSIONAL DEVELOPMENT

Education:

Master of Business Administration, HR Management Concentration - University of Phoenix, Columbus, Ohio December 2005 Bachelor of Arts in Sociology - University of Illinois, Urbana-Champaign, Illinois January 1997 Certificates:

Human Resources: Employee Relations Fundamentals - Cornell University, Ithaca, New York August 2008 Strategic Human Resources Management - Cornell University, Ithaca, New York November 2008 DDI Facilitation - June, 2019

Skills:

Microsoft Office Suite, Lotus Notes, PeopleSoft, Symplr, Saba, Kronos, Workbrain, BrassRing, Taleo, iCIMS, Ultipro (UKG), Clarify, ADP, Workday, Smartsheet, Oracle

Affiliations:

Society for Human Resources Management (SHRM), Human Resources Association of Central Ohio (HRACO) Toni Leigh Goldhardt (mobile) 614-***-**** (email) ****.*********@*****.*** 3

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