COLLEEN NEIDERT, SPHR

2416 Barrington Drive * Toledo, Ohio 43606

419.467.5886 * cnec3e22@westpost.net
SENIOR HUMAN RESOURCES MANAGER
Dynamic senior HR manager with over 8 years of
experience as a strategic leader driving the human
resources policies and procedures needed to build a
solid workforce and drive organizational growth.
Proven history of developing programs and initiatives
that streamline HR management and guide personnel in
managing performance. Well-versed in all aspects of
compensation and benefits administration.
Demonstrated ability to deliver measurable
improvements across the board by implementing best
practices and standards, with a focus on designing
solutions that support an efficient, smoothly-
functioning HR organization.

Human Resources Management * Organizational Development * Policies & Procedures

* Employee Relations * Benefits Administration * Compensation * Recruitment * Pe
rformance Management * Training & Development * Compliance & Regulations * Progr
am Development * Process Improvements
Human Resources Information Systems * Outsourcing *
Strategic Planning * Project Management

PROFESSIONAL EXPERIENCE
HEARTLAND INFORMATION SERVICES, Toledo, Ohio * 2002-
2010
$33 million software development and medical
transcription company, with over 1,800 staff in the
U.S. and India.
Vice President, Human Resources (2007-2010)
Director of Human Resources (2007)
Human Resources Manager (2002-2007)
Human Resources Generalist (2002)
Progressed through roles of increasing authority to
lead U,S Human Resources operations. Provided
expertise and support for Indian HR teams. As a
member of the senior management team, delivered
recommendations on HR strategy, policies and
programs. Directed all human resources program
planning and implementation.
Developed and implemented services and standards
governing benefits, recruitment, HR policy, training,
employee documentation, job descriptions, new
personnel on boarding, safety, and compensation.
Coordinated performance review and reward programs.
Monitored and enforced compliance with regulatory
standards. Handled hiring, termination, and layoffs.
Supervised HR personnel. Addressed and resolved
payroll issues. Supported due diligence activities
via data gathering, analysis, and employment-related
risk assessments.
Organizational Development:
* Drove growth and development for a top-performing
human resources department that scaled to meet the
demands of 2 acquisitions and 3 downsizings.
* Facilitated the turnover to new ownership by
designing and implementing the complete replacement
of HR services and processes to meet new standards
within a short turnaround time. Delivered, new
payroll processes, benefit plans and procedures, open
enrollment processes, and more.
* Coordinated full-scale integration of employment
processes during an acquisition. Over 4 months,
evaluated payroll, retirement plans, group health,
policies, and handbooks to effectively merge
programs, policies and procedures.
* Instrumental in establishing a U.S.-based
production workforce. Recruited and oriented 230
medical transcriptionists in 12 states from more than
7,500 applications and skills tests.
* Orchestrated 3 major downsizing initiatives with
zero legal issues and full compliance with internal
and Federal regulations. Ensured fair processes for
selecting and terminating employees with effective
communications to reduce impact.
Continuous Improvement:
* Motivated employee engagement and introduced fixed-
wage cost sustainability, internal pay equity,
performance-based pay rewards, unified company goals,
and stronger staff communications.
* Accomplished the above by upgrading the annual
performance-based wage review into a pay-for-
performance rewards program that recognized and
rewarded stronger performers.
* Introduced electronic process automation for
recruitment and selection tasks during the launch of
the production workforce team.
* Cut annual medical premium costs by 33% and raised
coverage levels. Secured a consumer-driven health
plan and educated personnel on adapting to the new
plan.
* Raised enrollment in the company retirement savings
plan to 92% by introducing an excellent 401k plan
with auto-enrollment and auto-increase programs.
* Created an investment committee focused on
improving enrollment, expanding available investment
choices, and eliminating fiduciary liability.
THE DANA CORPORATION, Toledo, Ohio * 2000-2001
$5 billion manufacturer of vehicular, off-highway,
and industrial equipment, staffing 21,000.
Marketing Specialist (2000-2001)
Recruited from a temporary position to coordinate the
planning and implementation of key marketing
projects, and to provide direction and executive
support on internal communications strategies for
multiple plant locations.
* Reduced expenses, eliminated redundancy, and
streamlined activities of the marketing and messaging
strategies by establishing and leading a division
marketing and communications committee.
Human Resources and Administrative Support Specialist
(2000)
Provided administrative support and services for the
Vice President of Operations. Transitioned to Human
Resources, with a focus on providing support on key
projects.
ADDITIONAL ROLES:
* Vice President of Administration, Airsolv, Inc.
(1999-2002): Managed company administration, human
resources, marketing, and finance. Facilitated
business launch by obtaining funding, securing
licenses, and establishing key business processes.
* Senior Strategic Planning Specialist / Marketing
and Planning Specialist, The Toledo Hospital (1991-
1999): Utilized marketing and planning expertise to
drive business expansion, strategic planning, and
marketing development for patient care programs
across multiple sectors and disciplines. Conducted
customer research and cooperated with stakeholders to
plan and launch programs. Supervised development and
delivery of marketing collateral.

FORMAL EDUCATION
Bachelor of Arts, French Language (cum laude)
Bowling Green State University, Bowling Green, Ohio
PROFESSIONAL DEVELOPMENT
Senior Professional in Human Resources Certification
(SPHR) - Human Resources Certification Institute
PROFESSIONAL MEMBERSHIPS
National Measures and Metrics Taskforce, SHRM
Employers Association of Northwest Ohio
Society of Human Resources Management (SHRM)