1. 1
7/18/2016
Munsey, KaraL
206-678-8738
Kara.l.munsey@boeing.com
34938 11th Ct SW Federal Way WA 98023
Objectives
I am eager to continue growing my careerand obtaining a leadership position with The Boeing Company.
I am driven to contribute to a culture in which employees are engagedand understand their value in the
workplace. I enjoy contributing to a team that reflects excellence within the organization, earn a
reputation as a preferred employer and contributed to gaining competitive advantagein any market
place. I believe that people are an asset within any company and all functions play a key role in achieving
productivity, reaching maximum efficiency in the workplace. My diverse background in a Human
Resource role in a unionized, retail environment as well as a manufacturing environment and educational
background has enabled my success in coaching, teaching, training and learning from others.
Education
Western Governors University
2013| Master of Science, Business Administration; Management and Strategy
GPA: 4.0
Portland State University
2010| Bachelor of Science, Communication Studies & Psychology
GPA: 3.75
Experience
The Boeing Company-
ADC Fabrication-Tukwila & Auburn, WA (November 2015-Current)
Human Resource Generalist Level 3
 Support Executive Leaders and employee population of 600+ IAM population
 Lead Division Manager Onboarding project
 Established Employee Relations strategy
 Created Leadership Development practices for Senior Leadership team
 Lead Fabrication Production System HR practices within team
 Partnered cross functionally to achieve LRBPduring redeployment

2. 2
Resume:Munsey,KaraL
 Data Analytics focal
Everett, WA (September 2013-Novemeber 2015)
Human Resource Generalist, Level 2 and 3
 Employee/Union Relations
 Compensation Focal
 Leadership Development Focal
 Data Analytics Focal
 Staffing/Employment Focal: program level reporting and representative for meeting forecast
 Employee Engagement Focal: project life cycle of employee survey, analyzing data,
implementing action plans
Quality Food Center: Portland, OR-Bellevue, WA (February 2005-September 2013)
8/2011-9/2013 Human ResourceGeneralist, District 1
 Provided Human Resource support for region of 20 grocery retail stores within Washington and
Oregon that included supporting 1600 employees in the UFCW union
 Direct Human Resource support for Store Managers, Co-Managers and district staff
 Lead staffing and employment strategies, managed hiring needs within district by engaging in
recruiting, succession planning, and strategictraining and development of associates
 Employee Engagement: led district to highest engagement rateand highest participation rate in
engagement survey in company’s history; managethe data analytics and action planning process
 Leadership Development: partnered with future leaders to help identify careerpaths and
mentors
 Training Compliance: created cadence which led to sustainable success in
 Compensation and Benefits: hosted annual open enrollment meetings and processed wage
increases in partnership with management to ensure fair and consistent application
 Project Management: managed customer focused process by helping flow down information
through strong network
 Coach and mentor 20 store HR representatives: owned the development of each HR
representatives ability to provide support and service to their store employees
 Facilitate Quarterly Cultural Council meetings: hosted teamof 20 representatives from each
store to createpositive change within each location and assist in supporting flow down
2/2010-8/2011-Regional Trainer, District 4
 Training and development for region of 500+ employees
 Responsible for state compliance for OSHA and Food Handlers expectations
 Facilitate onboarding for all new hires
 Introduce all company Policies and Procedures to employees

3. 3
 Record retention
 Host Cashier and Front End Associate Training
 Train other division trainers
2/2005-8/2011-Human ResourceRepresentative
Provide hands on Human Resource support to store staff of 70 associates at Portland, Oregon QFC
location.
 Staffing and management of internal hiring needs and external Unicru hiring system including
hosting behavioral based interviews
 Performance Management
 Payroll administration
 Partner with leave of absence department to process all FMLA and leave of absence paperwork
 Host reasonable accommodation meetings
 Administer progressive discipline, PIP process, and corrective action in compliance with
employee and union relations
 Create communication plans including newsletters