HRM 081221

Posted on: 2021-08-12

SUMMARY OF QUALIFICATIONS

• 10+ years of experience in Manufacturing / Distribution as a Human Resources Manager, Business Partner, & Safety Professional
• Broad generalist experience including Employee / Labor Relations / Training / Performance Management / Recruitment / Benefits
• Experienced in Union & Non-Union contract negotiations / Expertise in Labor & Employee Relations (plant & office staff)
• Managed multiple sites in the US & Global locations / Aligned HR service delivery model to provide hands on operational & strategy HR
• Knowledgeable of labor law & employment laws, able to research, influence & advise leaders at all levels to support business initiatives
• Utilized prioritization skills to show flexibility in meeting deadlines in a fast-paced, high-volume environment
• Ensured legal compliance state, federal, local laws/regulations - EEO, AA, NLRA, FLSA, DOL, Title VII, OSHA, ADA, ADEA, FMLA, COBRA
• Managed benefit renewal, selection, design & review process / Performed comp analysis, surveys, job evaluations & classifications
• Managed performance management process / Partnered with leaders to counsel, resolve issues & develop solutions
• Strong communication & leadership skills, developed training programs & maintained positive relationships on all levels
• Ensured consistent application of policies, procedures, corrective actions, performance improvement, & terminations

WORK HISTORY

• Created a cross-functional team to facilitate change management & transition into Follett’s culture and values
• Researched & interpreted employment laws to aid in development, implementation & enforcement of HR policies & practices
• Managed employee relations issues – Employee complaints reduced from 50+ per year to less than 60% over the last 15 months
• Developed full cycle recruitment, orientation & onboarding process for 90+ hires in less than 3 weeks while maintaining COVID Safety
• Implemented pre-shift and mid-shift COVID Safety procedures – which enabled B-T to maintain a less than 4% positive COVID Rate

• Established mission & vision statement – Created strategic direction
• Created Human Resource Department which resulted in a standard operating procedure manual
• Formed full cycle recruitment, orientation, onboarding, and performance assessment processes
• Implemented HRIS databases, payroll, attendance & timekeeping systems
• Oversaw benefit renewal, selection, design, enrollment & review process

• Partnered with Management Team to identify annual Strategic Goals & Objectives for HR and Facility

• Organized the talent acquisition process, including full cycle recruitment, orientation and onboarding that reduced turnover by 50%
• Assessed HR processes to ensure alignment with organizational structure

• Formed compensation review process via market data analysis to maintain competitive market pricing
• Maintained an active seat at the table during labor contract negotiations
• Managed labor / employee relations via effective coaching / counseling – Reduced grievances by 80% for 2 consecutive years
• Implemented benefit strategy that increased wellness compliance by 50%

• Improved safety by reducing OSHA recordables by 62% & maintained Worker’s Comp cost under $30k for 2 consecutive years

• Trained management & safety committee on 5 WHY Root Cause and Job Safety Analysis

• Created engagement via on-demand training and development Center - used monitors in hi visibility areas to recognize employee success
• Developed industry specific toolbox topics and incentives to establish engagment and enhance safety culture

• Communicated as a business partner with 16+ employers weekly to identify talent & recruiting strategies to ensure hiring goals were met
• Managed a caseload of 65+ job seekers; placed 75% within 7-14 days via multiple employer groups
• Research & identified employers based on participant job needs
• Participated in job fairs, sourced, recruited & designed curriculum to facilitate technical training for: resume writing, & job search skills

• Taught and evaluated 45 Students; organized, designed and modified technical training delivery as needed
• Utilized instructional design techniques, such as role playing, group discussions, videos, lectures, etc.
• Advised Students on academic and career matters; enforced rules and policies governing student behavior
• Monitored and evaluated training curriculum effectiveness via pre and post testing – increased knowledge base by 55%

• Public Sector full cycle recruitment more than 180 days – reduced process to less than 90 days which resulted in 200 plus hires
• Created job descriptions and conducted compensation review process for over 30 positions
• Built onboarding process & standard operating procedures – Increased performance & reduced corrective actions by 25%
• Participated in vendor selection process to implement an e-Recruit System to track applicants

• Labor union point of contact - all activity including grievance & contract administration, union meetings, & contract negotiation preparation

• Created recruitment process -included screening applicant via assimilated pre-employment work setting - reduced turnover 25%
• Developed orientation, on-boarding, & performance assessments over 6-month period – reduced turnover by 25%
• Filled 65 positions within 5 days with less than 10% turnover for 13 months
• Managed Employee/Labor Relations issues - grievance responses
• Established metrics to measure effectiveness of goals/objectives, i.e., workforce planning, safety, employee relations, training, etc.
• Created partnership with management to apply continuous improvement via 5S, lean manufacturing, & process improvement

• Created HR / Safety Dept via hands-on tactical skills and knowledge / HR expertise
• Converted personal, sick & vacation time into Paid Time Off (PTO) this reduced unscheduled call-offs by 50%
• Consulted with management to assess succession planning, and change management to strengthen organization capabilities
• Shaped Performance Management System which improved overall employee engagement, quality & production by 25%
• Managed Employee Relation issues - benefits renewal, selection, design, enrollment & review process
• Trained safety committee on 5-WHY, root cause & job safety analysis - responsible for coordination of regulatory requirements
• Launched Leadership & Employee Development Program – included 10-hour OSHA training
• Reduced the number of positive drug test results from 50% to less than 10% within 1 year
• Decreased companies worker’s compensation claims from $2.5M to less than $20k annually for 4 years
• Cut lost time to less than 20 days for 3 consecutive years