Corey Casher, Sphr
About Corey Casher, Sphr
Corey Casher is a Human Resources Manager at Ultra Electronics, where he has worked since 2019 in Rochester, NY. With extensive experience in human resources across various companies, he has a strong background in talent acquisition, compliance, and employee engagement.
Work at Ultra Electronics Group
Corey Casher has been serving as the Human Resources Manager for Global Business Services at Ultra Electronics since 2019. In this role, he has focused on enhancing employee engagement, achieving a 96% participation rate and an 88% favorability rating within the team. He has also managed compliance initiatives, including EEO-1 and AAP filings, ensuring 100% compliance across multiple business units. Prior to his current position, he worked as a Human Resources Business Partner and Talent Acquisition Partner at Ultra Electronics for four months in 2019.
Education and Expertise
Corey Casher holds a Master of Science (M.S.) in Human Resource Management from Nazareth College, which he completed from 2006 to 2008. He also earned a Master of Science (M.S.) in Organizational Learning and Human Resource Development from St. John Fisher College in 2012. Additionally, he obtained a Bachelor of Science in Business Management from North Carolina State University from 2001 to 2003. His educational background supports his extensive experience in human resources management.
Background in Human Resources
Corey Casher has a diverse background in human resources, having worked at several organizations prior to his current role. He served as a Senior Human Resources Leader at Baldwin Richardson Foods for one year and held multiple positions at Harris Corporation from 2008 to 2017, including Human Resources Business Partner and Senior Manager of Human Resources. His early career included a role as Placement Supervisor at Burns Personnel from 2004 to 2008.
Achievements in HR Management
Corey Casher has led significant initiatives in human resources management. He implemented a global kaizen event to standardize the onboarding process across four divisions. Additionally, he led a process development team that created 47 end-to-end HR business processes, facilitating the enterprise-wide implementation of Workday. His strategic approach has contributed to the development of a talent pipeline, ensuring succession planning for leadership positions.