Kiley Schmitz MS SHRM SCP

JUST LIKE YOU… WE WERE IN THE SEARCH OF A COMMUNITY THAT LEFT US FEELING RECHARGED, ENERGIZED, AND WANTING MORE. We longed for one community where you could take an exciting girl’s retreat weekend and come back feeling like you could conquer the world. We saw a need for life coaching for those who weren’t really living a life they enjoyed. We heard countless women saying they were over happy hours and wanting healthier events they could attend solo or with girlfriends so we created our fitness events and empowerment workshops. And we also heard how hard it can be to stay motivated on a daily basis so we created our virtual membership to give you everything you need for inspiration + motivation every single week! We are always looking to add new members to our tribe - message me for more info!

Lappin180 is a high-performance sales consulting firm working to disrupt conventional sales norms and affect change. Why? Because prospects don’t make a sales decision, they make a change decision. To move a prospect out of their comfort zone, you need a different approach, a different mindset, different listening skills, different questions, and different expectations. When you stop selling and add objectivity and tension to your conversations, you empower the prospect to break their attachment to the status quo. Our mission is to challenge outdated and misguided sales-centric methodologies with a combination of sales detox, high performance mindset and conversational acumen, and training in the psychology of decision making. Our coaches leverage real-world experience, coaching tools, role play, accountability processes, and technology to help each individual break through their personal performance struggles and achieve better results.

• Support the Learning team in all operational aspects including: staffing, planning and prioritizing to meet departmental needs. • Improve processes in order to scale for growth, including implementation of new technology (TeamUp calendar management), putting new processes in place (student issue management and escalation), and forming project-based work groups. • Create training and development plans for instructors consisting of comprehensive performance management incorporating competency-based metrics. • Facilitate communication among departments cross-functionally in order to create more cohesive Admissions, Learning and Career Services processes. • Collaborate with instructors to handle student behavior and performance issues acting appropriately through an HR lens.

• I oversee all aspects of the company’s Human Resource department including sourcing, recruitment, workforce planning, onboarding, training and development, retention, engagement, change management, performance management, and compliance. CHANGE MANGEMENT & PROCESS IMPROVEMENT • Led new systems implementations including: HRIS and HCM (Paychex to ADP Workforce Now), ATS (Jobvite to ClearCompany), LMS (system creation in Litmos), and TMS (Keypoint to our proprietary software RED). By doing this, the following manual processes were improved: o Benefits enrollments o PTO tracking and payroll o Onboarding o Training • Managed 3 new office expansions including furnishings, vendor relationships, seating chart assignments, equipment acquisition, logistics, and workforce planning. • Created and implemented new processes for internal transfers, changes in employment status, and terminations for improved communication between departments, to management and HR, and with the executive team. RECRUITMENT • Developed a multi-state recruitment strategy from the ground up, utilizing competency-based questions weighting company competencies (culture fit) at 60% and role competencies (job fit) at 40%; created scorecards to evaluate candidates based on competencies; resulting in turnover decreasing from 50% to 7% by hiring better-fit candidates. • Created and developed relationships with career services representatives at universities as well as professors across the state of Indiana and North Carolina; became an employer of choice with local universities by participating in case studies, guest speaking in sales and management courses, and partnering in out-of-the-box ways. Grew headcount by 89% in one year. • Maintain a pipeline of candidates through the ATS CRM feature which has resulted in an average time to fill of 28 days. • Created quality of hire evaluations to review hiring effectiveness and help guide recruiting efforts to source more top performers.

• Corporate Trainer: created a training program from the ground up. TRAINING & DEVELOPMENT • Converted paper training content to online learning paths with customized multimedia modules based on positions; content was delivered in the form of in-classroom training, videos, news articles, PowerPoint presentations, Word Documents, PDFs, quizzes, user uploads, and surveys. • Facilitated discussions, activities, simulations, role play, shadows, and interactive exercises to appeal to various different learner styles. • Administered assessments to determine effectiveness of training and employee readiness to perform job responsibilities independently. • Created a comprehensive orientation program that included: company swag, an office tour, electronic onboarding paperwork, a departmental presentation with each manager, meet the President video, lunch with the manager, company history and information (mission, vision, values), overview of our employee referral program, icebreaker activities, a mentor program, technology overview with systems access, and online learning modules. • Developed a 90-day sales training plan and mentorship program for all Account Manager new hires, including a ramp schedule based on previous successful reps’ ramp to commission. • Created an automated (email-triggered) and customized performance management process utilizing ClearCompany’s system; this has allowed all managers companywide to continuously track performance with consistent goal and project updates with real-time feedback. • Create and administer employee engagement surveys, implementing strategies aimed at improving the outcome translating into productivity and business results. • Sales Manager: managed a team of 16 direct reports, half of which were located in our satellite office in North Carolina; coached sales reps in the selling process, building customer relationships utilizing CRM, communications skills, and negotiating pricing.

• Served as a liaison between the Department of Transportation’s FMCSA field office and the contractor, SGT, to execute the CSA program; used 21+ analytic, organizational, and system programs to assess processes and make recommendations to the Division Administrator; facilitated training for field office team based on findings and prior logistics experience.

• Managed all on and off-premise accounts in the state of IN; increased revenue for my territory through successful distributor partnership and management, developing customer relationships, and focusing on high-impact key accounts.

• Serviced 75+ on-premise accounts in downtown Indianapolis; responsibilities included: A/R, programming and promotions, product placement, increasing brand distribution for all Glazer’s products, and building great customer relationships. o Earned GPE (Glazer’s Product Expert) certification. o Earned a winery trip to Washington for being the #1 sales rep for the quarter.

• Senior Account Manager: acquired new business through cold-calling and providing consultative customer service to shippers through logistics coordination and negotiating rates with contract carriers. • Marketing Director: managed social media accounts, planned company events and community outreach, designed and ordered branded marketing material, and managed vendor relations.

• GM: managed a staff of 50 employees, handling all of the day-to-day operations of the bar including: payroll, scheduling, events planning, social media, community outreach, inventory management, vendor relations, HR, hiring, onboarding, training, disciplinary action, terminations, and facility maintenance. • Corporate Trainer: I traveled to other locations to help open and successfully launch new stores; duties included hiring, training, and staffing.