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Heather T. Burkhiser
8514 S. 162nd Street
Omaha, NE 68136
Mobile (402) 216-3889 Email: hburkhiser@yahoo.com
Energetic, resourceful, highly motivated human resources leader offering expertise in recruitment, team
building, employee relations, succession planning, worker’s compensation, safety, training, compliance,
organization and leadership skills. Expert in managing multiple initiatives simultaneously, with the ability to
prioritize to achieve maximum effectiveness. Possess strong interpersonal skills and the ability to work
effectively with all levels within an organization.
Experience
United Rentals Inc., Trench Safety September 2014 - April 2015
United Rentals Inc. is the world's largest equipment rental provider, with an integrated network of 880+ rental
locations in 49 states and 10 Canadian provinces.
Regional Human Resources Manager (overseeing 73 locations throughout the US and Canada.)
 Developed a strong partnership with Operational staff, District, Regional and Corporate management.
 Provided guidance to field management on employee relations issues such as FLSA, EEO, disciplinary
counseling, terminations, conducted investigations and addressed employee workplace concerns,
provided guidance to district/branch operations on union avoidance and contract interpretation, as
applicable, and in conjunction with the Director of Labor Relations.
 Promoted employee satisfaction survey and provided guidance to management on developing and
implementing action plans to drive engagement index improvement.
 Worked collaboratively with various levels of management to assess staffing needs, labor market
trends and sourcing strategy.
 Managed full cycle recruitment process.
 Prepared annual assessment and identification of high potential employees and partnered with Region,
District and Branch management in the development and monitoring of career development plans.
 Tracked and reported out on key HR metrics such as college/diverse hires, turnover and promotions.
Analyzed reporting and made recommendations for continuous improvement.
 Partnered with Region staff to assess training needs within the Region and collaborated with the
Corporate Training team to deliver training programs for key learning areas.
 Administered the annual performance and compensation process for the Region.
 Provided guidance to management in making recommendations for merit and bonus increases.
Ensured region was compliant in adhering to budgets and guidelines set forth.
D & W Fine Pack August 2013-September 2014
D&W Fine Pack is one of the largest food-service packaging company’s in North America with 15 locations
throughout the United States, Canada and China.
Regional Human Resources Manager (overseeing6 plants throughout the US and Canada).

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 Provided overall leadership to the HR team in the areas of employee relations, state/federal
compliance (EEO, FLSA, ADA, FMLA, etc.), talent management, performance management, training,
safety and health, employee engagement and HR processes.
 Developed a strong partnership with the Operations team by participating in weekly meetings, advising
on employee relations issues, Succession Planning, and consistently communicating on HR initiatives
and implementations.
 Appointed the lead on the development/revision and implementation of several company-wide HR
projects including a Pay for Performance program, Supervisor/Manager Skills training, Succession
Planning, HRIS review and revision, Performance Appraisal process review and enhancement. Drove
alignment and partnership between HR/Operations on consistent implementation and adherence to
company policies and procedures.
Human Resource Manager (overseeing 200 employee manufacturing facility in Fort Calhoun, NE)
 Partnered with plant management to assess and manage talent, identifying and addressing all gaps.
Built a strong and capable staff through consistent coaching and a team oriented approach.
 Recruited high potential candidates through full cycle recruitment for all positions within the facility.
 Provided training to management on communication styles, performance management and providing
positive feedback.
 Provided leadership for the plant to promote safety-first environment through training,
communication, and endorsement of company programs. Provide direction for the investigation of
workplace accidents and leadership to correct safety problems.
 Developed a plant Safety Committee to address opportunities within the facility. Partnered with the
Director of EHS to manage the safety program including continuous improvement activities and best
practices.
 Collaborated with VP of Human Resources and other HR Management team in the revision and
implementation of the company Employee Handbook.
Heartland Automotive Services, Inc. dba Jiffy Lube August 2002-August 2013
Heartland Automotive Service, Inc. is the largest franchisee for Jiffy Lube International, operating 545
locations throughout the United States.
Director of Field Human Resources (overseeing 545 location, throughout the United States)
 Directed, managed, monitored and coached Human Resource Managers and HR administrative staff of
17, with all but 2 located off site.
 Oversight of full cycle recruitment for 545 locations, to ensure appropriate prioritization and vacancies
are filled with quality teammates, within the set timeframe.
 Created and administered various programs relating to engagement, workplace enrichment and
retention to reduce turnover.
 Provided support, guidance and training to Store, District and Regional Management teams to assist
with attracting and retention of candidates.
 Partnered with Senior level management on assessment and succession planning of current talent,
identify gaps and develop action plans for internal training as well as external sourcing.
 Conducted focus groups to identify opportunities, assist outside legal counsel in responding to
company-wide EEO matters and other local issues, conduct HR investigations, strategize and
implement programs to improve morale, adherence to company policies and state/federal laws.

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 Delivered training to middle-upper management at Division meetings and in 1:1 sessions, emphasizing
management and supervisory skills, HR issues such as ADA, EEO, FMLA, Harassment, Discrimination, as
well as Loss Prevention, Operations and other policy issues.
 Conducted on-boarding and training for all new employees brought in through the acquisition process.
 Partnered with Information Technology department to develop performance indicators, designed,
trained and implemented company-wide Performance Appraisal and Merit processes.
 Designed and implemented company-wide pay structure system.
Division Human Resources Manager (overseeing 240 locations across 11 states)
 Identified, selected, recruited and retained high potential management candidates, for various field
operations levels, throughout multiple states.
 Partnered with Senior Level management on current talent assessment and succession planning.
 Partnered with mid-upper level management to address, investigate and resolve teammate relations
concerns. Partnered with middle-upper management on Performance Management issues to include
preparation and presentation of documentation to ensure company-wide compliance and the best
opportunity for teammate success.
 Provided leadership for the division to promote safety-first environment through training,
communication, and endorsement of company training programs. Provide direction for the
investigation of workplace accidents and leadership to correct safety problems.
 Audited stores for compliance with state and federal poster requirements, wage and hour regulations,
employment paperwork administration, etc.
 Partnered with Information Technology Department to develop performance indicators, design, train,
and roll out company-wide Performance Appraisal and Merit processes.
 Collaborated with VP of Human Resources and other department heads in revision and
implementation of Employee Handbook and Company Policy and Procedure Manual.
Sr. Human Resources Generalist/Project Manager
 Partnered with middle-upper level field management to address, investigate and resolve teammate
relations concerns.
 Managed the background check and drug screen process to ensure company-wide compliance of state
and federal laws, including FCRA guidelines.
 Revised all field-level job descriptions as well as development and on-going revision of all Corporate-
level job descriptions.
 Identified, selected, recruited and assisted with retention of various levels of high potential Corporate-
level candidates.
 Provide support, guidance and training to corporate department leads to assist with attracting exempt
and non-exempt level candidates for their departments. Suggest, create, and administer retention
programs to reduce turnover. Developed and implemented field level succession planning, with the
utilization of the HR 9-box.
 Revised and standardized teammate application, new hire paperwork and new orientation deck for all
new teammate on-boarding. Worked with Vice President of Human Resources in drafting, proofing,
communication and roll out of all new Human Resources policies and procedures.
Loss Prevention Specialist (April 2008-May 2009)
 Managed the background check and drug screen process to ensure company-wide compliance of state
and federal laws, including FCRA guidelines.

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 Conducted audits on expense reports, time edits, invoicing of unapproved services and various other
processes on a daily basis.
Human Resources Generalist (July 2004-April 2008)
 Partnered with middle-upper level field management to address, investigate and resolve field level
teammate relations concerns.
 Researched background check & drug screen vendors for company-wide implementation. Drafted and
communicated new Background Check/Drug Screen policy to field and monitored compliance, made
recommendations based on guidelines set forth from CEO, and communicated recommendations of
candidates to the field. Ensured company-wide compliance of all state and federal laws, including FCRA
guidelines.
 Provided leadership for the division to promote safety-first environment through training,
communication, and endorsement of company training programs. Provided direction for investigation
of workplace accidents and leadership to correct safety problems. Conducted periodic audits of stores
to ensure safety compliance. Timely processing and entry of all new claims sent in by the field and
monthly loss run information. Participated in quarterly loss run review with 3rd party administrators.
 Provided initial review and phone screening of all store management and entry-level administrative
applications and forwarded qualified candidates to appropriate hiring managers.
Education:
Bachelor of Science, Management of Human Resources, 2014.
Bellevue University, Bellevue NE
Recognitions:
2012 Corporate “Special Recognition” Award Winner
2011 Corporate “Special Recognition” Award Winner
2010 Corporate “Generator” Award Winner 2009 Corporate “Eagle” Award Nominee
2009 Corporate “Carpe Diem” Award Winner
References Available Upon Request