Dawn Stastny
Chief Human Resources Officer BelPak
Dawn Stastny is a seasoned human resources executive with over 30 years of experience in organizational development, compliance, and operations excellence. She currently serves as Chief Human Resources Officer at Coregistics, where she leads workforce strategy, HR governance, and cultural transformation in a manufacturing and logistics environment. She founded and led Stellaris Group, an HR consulting firm specializing in compliance and organizational development, which she operated from 2011 before joining Coregistics. Dawn has held HR leadership roles at organizations including GE, True North Communications, Affinity Logistics, and SJ Pharmaceuticals. Certified with SPHR and SHRM-SCP credentials, she is recognized for her expertise in regulatory compliance, building resilient HR functions, and aligning people strategy with business performance.
Seminars
- Preserving loyalty and institutional knowledge during the integration of three legacy businesses into a unified North American model, addressing the human challenge of shifting identities from founder-led cultures to a new brand
- Launching retention and upskilling programs to help employees adapt to new certifications, food safety standards, and logistics requirements, while fostering cultural alignment through transparent communication and career mobility
- Driving measurable business impact by maintaining critical talent to protect $260M in customer contracts, reducing turnover-related costs and enabling cross-border operations that save millions annually in tariffs and transportation, supported by 20 HR KPIs that track retention, engagement, and role transitions
- Which elements of these approaches are universally applicable across plants, geographies, and workforce segments, and which depend on local context or legacy culture?
- How can HR move beyond programs and initiatives to embed culture into operating models, decision‑making, and day‑to‑day problem solving on the floor?
- What does effective partnership between HR and Operations actually look like when culture is treated as a driver of output, safety, and resilience?
- Where do organizations commonly lose momentum by focusing on engagement activity rather than structural enablers such as accountability, capability, and leadership behaviors?
