JUDITH HOPPER

234 Dunbarton Dr., Spartanburg, SC 29307, 864-579-2046 judyhr@bellsouth.net

CAREER OBJECTIVE

My goal is to use my extensive knowledge of Human Resources for the benefit of t

he organization and the employee.

CAREER PROFILE

ACCOMPLISHED HUMANS MANAGER offering a solid educational background, over 20 yea

rs experience and a strong record of performance in Employee Relations, Policy D
esign, Performance Management, Benefits, Recruitment/Retention, Organizational D
evelopment ,Compensation, Training, and Compliance. Significant qualifications
include:
> Proactive leader who aligns HR strategies with corporate objectives and design
s programs to drive positive change.
> Accomplished corporate goals of improving profitability and product qualify by
recruiting management staff for key positions.
> Cut workers' comp costs 40% and accidents 19%; implemented employee education
and rapid-return-to work programs.
> Innovative thinker who blends solution thinking, common sense and motivational
skill to deliver results.
> Spearheaded major organizational shift; gained employee trust, championed team
-focused atmosphere and worked closely with management to improve morale, loyalt
y and job satisfaction.
> Focused manager with excellent interpersonal skills; establishes good rapport
and trust, quickly gets to the heart of issues and achieves equitable results.
> Perceptive, open professional with strong communication and listening skills.
> Problem solver who improves the business environment at all levels and effecti
vely balances corporate and employee needs.
> Interacts well with people at all levels regardless of their cultural, economi
c or social backgrounds.

Human Resources Manager

Firestone Building Products, 10/2007-1/2009,
24/7 operating schedule
A manufacturing facility, which produces TOP solid sheet roofing for commercial
application.
Charged with the success of HR activities and the safety program,
Providing direction and leadership for all phases of Human Resources and Safety
Management.
> Responsible for all Personnel Administration
> Lead Performance Management and Teammate Development
> Assured positive Teammate Relations and Corporate Social Responsibility
> Acted as teammate ombudsman
> Maintained non-union status of facilities by developing and practicing sound t
eammate relations
> Managed the teammate selection process and orientation
> Drove the Health and Safety programs, safety committee, lead safety training m
onthly
> Managed Worker's Compensation program
Store Human Resources Manager
Home Depot, 8/2004 - 9/2007
24/7 operating schedule
Hired by Home Depot to manager the Human Resources department of one of their st
ores. Supervised the scheduler and responsible for the store being staffed appr
opriately with the least cost.
> Managed the hiring process, forecasted and analyzed workforce planning data an
d provided feedback to management team
> Assessed training needs and quality of store's training delivery. Coordinating
and scheduling training for associates and managers
> Drove the review process for consistency, fairness, timeliness and effective u
tilization of payroll. Coaching and providing input to other managers and superv
isors to provide quality, timely and consistent reviews.
> Proactively maintained a positive Associate relations environment and support
the Open Door policy. Facilitating in-store resolutions that are fair and consis
tent
> Ensured proper administration of benefits information including healthcare, 40
1K, ESPP, worker's compensation, Associate services,
> Spearheaded all corporate Human Resources initiatives
> Developed career goals for associates and plans for them to achieve goals

Manager, Human Resources

Lundberg Family Farms, 5/1988 - 4/2004
24/5 operating schedule
> Developed job descriptions and conducted salary surveys to enhance recruitment
and retention of top qualify employees.
> Created HR initiatives to support annual revenue growth from $4 million to $33
million and 22% staff increase
> Managed $6 million payroll and 4 staff for $33 million organic rice producer w
ith 165 year-round and 25 seasonal staff. Directs all aspects of HR including co
mpensation, benefits, compliance and organizational development.
> Introduced team-building exercises/training; attracted quality employees by re
vamping compensation schedules.
> Spearheaded HR modernization initiative; analyzed and selected HRIS software s
olution and oversaw implementation.
> Coached and mentored Board of Directors and Sr. Management.
> Researched, negotiated and selected plans to provide optimum employee benefits
at lowest possible cost.
> Managed payroll for two entities in three states.
> Managed DOT program requirements.
> Developed job descriptions and conducted salary surveys to enhance recruitment
and retention of top qualify employees

EDUCATION

CHAPMAN UNIVERSITY, Sacramento, CA 2001

MS, Human Resources
SAN JOSE STATE UNIVERSITY, San Jose, CA 1982
BS, Business Administration