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AMY HORTON
Terrell, TX 75160
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PROFILE
A strategic and innovative HR professional who translates business vision into HR initiatives that improve
performance, growth, and employee engagement. Empowering leader who supports companies and
top executives with a unique perspective and appreciation that human capital is core to every
organization’s success. A genuine influencer who thrives on tough challenges and translates visions and
strategies into actionable, value-added goals.
CAREER HIGHLIGHTS
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Designed a recruiting program and leveraged resources to reduce days to fill from 61 to 43 and
reduced recruiting costs by 48%.
Moved two manual processes (PTO tracking/Performance Management) to automated HRIS
systems in less than a year. Reducing paperwork for HR and managers and improving employee
engagement.
Designed and Implemented a structured Intern program to ensure a positive experience.
Initiated a Cross Borders program to assist employees working on short-term international
assignments to improve employee retention and engagement. Increased employee retention by
6% in the first year of implementation.
EMPLOYMENT HISTORY
Dymatize Enterprises LLC (Subsidiary of Post Holdings)
People Support Manager
Dallas, TX
March 2017-March 2018
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A member of the leadership team responsible for creating, executing, and monitoring the HR
business strategy and objectives while; assuring compatibility with company’s values, ethics, and
policies in a global environment.
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Subject matter expert and resource for the business unit team providing both strategic and
hands-on expertise in HR policy and practice. Provides HR policy guidance and interpretation.
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Lead and support the organization through dynamic change and ensure positive employee
engagement. Ensuring that we align with Corporate goals but stay true to the business unit culture.
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In partnership with leadership, develop an integrated talent strategy focused on acquiring, moving
and development talent in support of building functional bench strength and high performing
teams.
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Implemented and monitored a performance management program to ensure that department and
individual goals align with the business strategy and improve employee engagement.
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Coach business leaders on leadership behaviors and practices, employee communication,
development and performance management strategies and tactics to promote engagement and a
culture of continuous growth and development. (e.g., coaching, counseling, career development,
disciplinary actions, performance improvement plans, and termination processes)
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Partners with leadership, managers, and employees to coach and facilitate problem-solving.
Develop, implement, and administer employee relations programs that contribute to a positive and
progressive work environment. Provide counsel and ensure prompt investigation for all legal-related
matters; ensuring engagement of appropriate legal counsel.
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Serve as a thought partner with business leadership and model engagement practices by helping to
identify and diagnose potential issues and initiate proactive solutions. Stimulate and encourage
ideas, recognize contributions, encourage and acknowledge feedback and act upon it, communicate
the vision often, build and share networks, and implement employee engagement best practices.
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Responsible for the administration of salaries and wages in accordance with company policy
including analysis and development of pay plans and practices for the business unit.
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Deliver training programs to managers and employees including developing training material for
new system processes. (Small Improvements, UltiPro, OKTA, Convercent)
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Implement a structured full-cycle talent acquisition program starting from the job requisition and
hiring manager intake, all the way through to onboarding.
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Business Unit Leader for HR Shared Services. (Comp, Payroll, Benefits). Direct interface for
communication of benefit programs and problem resolution between team members and corporate
benefits group administration.
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Implemented a new hire and onboarding program and coached managers on best practices to
transform the new hire process.
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Develop company programs to increase employee engagement, provide change leadership, talent
development, career & succession planning, retention and supporting process improvements.
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Responsible for the development, forecasting, and analysis of HR department budget.
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Responsible for the business unit AAP implementation, review, recording keeping, and compliance.
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Oversee and provide direction for administration of workers comp and litigated claims handling.
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Administer STD/FMLA policy and provide employee support during the claims process.
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Member of the Post Holdings HR policy development committee.
Saputo Dairy Foods
Sr. Advisor, HR
Dallas, TX
November 2014-September 2016
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Trusted business partner and coach to leaders and employees at all levels of the organization. With a
proven track record of influencing teams and their leaders from all levels of the organization.
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Manage annual Performance Management Development processes, including employee training and
coaching, performance appraisal, personnel development, and succession planning.
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Deliver full cycle recruitment services, including needs analysis, job postings, sourcing, interviewing,
employee offers, and onboarding.
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Assist in compiling various HR metrics and analyzing, reporting and identifying trends within the
organization and industry.
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Day-to-day administration of global immigration matters; Ensure legal compliance with all phases of
the immigration process; Address/resolve potential issues/problems with the visa and/or US
Permanent Residency process. Initiated and acted as a liaison with Canada (Saputo Inc.) on our
Cross Borders short term international assignment program.
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Develop and implement department procedures for new HRIS and ATS. (ADP to Workday)
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Acted as the liaison for Corporate employees and HR Shared Services. providing the direct interface
for communication of benefit programs and problem resolution between team members and
corporate benefits group administration in an employee self- service environment. (Benefits/Payroll)
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Act as the liaison for the administration of general liability, workers comp and litigated claims handling.
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Provide case management for the STD/FMLA policy and act as a liaison for employees to support
claim transitions.
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Supported the development of AAP plan processes and ensuring Corporate compliance with AAP
Plan.
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Acted as a liaison between all 10 field locations and HQ, including CA Union and Non-Union locations.
Coats Aloe International
Dallas, TX
Vice President of Human Resources
April 2007-October 2014
• Provide guidance to executive management for all Human Resources Organizational related
decisions, such as organizational development, retention, employee relations, multi-state payroll,
benefit design and analysis, training, and safety.
• 401K plan trustee charged with plan compliance and fiduciary review.
• Responsible for representing the organization during Client Safety, Health, and Environmental audits.
• Guide the company through a dynamic organizational change via talent acquisition, development of
training programs, and creating employee relation initiatives in an FDA regulated manufacturing
environment.
• Design organizational onboarding process.
• Ensure compliance with multi-state, federal and regulatory agencies in a global environment.
• Responsible for representing the organization during regulatory audits. (DOL, TWC, EEOC)
CORE COMPETENCIES
Talent Recruitment and Development • People Support• Client Relationship Management • Payroll • Negotiation
KPI Development • Performance Evaluations • Employee Training • HRIS • ATS • Onboarding Microsoft Office
Budgeting• Project Management• Safety Standard Development
EDUCATION/CERTIFICATIONS
Masters of Business Administration-Human Resources
University of Phoenix
Graduated 2012
PHR CERTIFICATION
