SR. HUMAN RESOURCE MANAGER Resume

SUMMARY

Sr. Human Resources Business Partner wif extensive years of experience and expertise in strategic planning, performance management, change management, team building and leadership, recruitment and retention, and process improvements. Accomplished in optimization of organizational tools and processes through structure, relationships and analytics, while meeting compliance wif legal obligations, regulatory standards and labor relations practices.
Successful in communications, strengthening employee relationships, meeting mission - critical deadlines, and addressing the challenges of demanding environments and customer needs. Strong advocate of personal and employee development and professional training.
Ensures consistent adherence to policies and programs wif an effort to minimize company liability and exposure, and to enhance employee morale and effectiveness through coaching and advisement.
Facilitated and developed Organizational guidelines and Policies to meet all aspects from an employee relations perspective as well as business objectives.
Lead extensive culture change by translating desired culture into specific employee and managerial behaviors.
Bridged gap between managerial behaviors to specific employee relationships to reduce union vulnerability.
Instrumental in driving annual sales for all Organizations through workforce and strategic planning.
Recruited and retained top talent in all Organizations to meet Succession Planning goals and drive organization objectives.
Managed all aspects of union collective bargaining agreement including negotiations and daily operations.
Lead Human Resources practices and objectives that provided an employee-oriented, high performance culture that emphasized quality, safety, team work, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.
Created Union Threat Response (UTR) to minimize company liability and exposure and increase employee morale.
Lead process improvements throughout Organizations to reduce waste, drive efficiencies and increase productivity.
Developed Training Matrix for all levels of Organization to decrease skill gaps in workforce and develop talent.
Extensive Automotive and Lean (continuous Improvement) experience in large manufacturing facilities
Lead and managed all Union Avoidance training to Staff and Managers
Process-oriented as it relates to meeting metrics and business needs
Managed large Automotive facilities wif (4) direct reports - 725 employees
Partner wif Plant Managers and operational leaders in the development of strategies that increase organizational capability leading cultural change initiatives through the utilization of change management tools

PROFESSIONAL EXPERIENCE

SR. HUMAN RESOURCE MANAGER

Confidential

Responsibilities:

Implementation of Employee Handbook and Attendance Policy for fair consistent communication and accountability. (Absenteeism reduced to 2% from 7%)
Maintain Union-Free Status in major Automotive Company through action plans and training.
Increased overall morale and employee satisfaction through Associate Surveys and key Action plans addressing key components. (Increased 12%)
Building a Stronger Team through Behavior/STAR Interviewing
Strategic HR Functions - Utilization of SDP/Talent Metrics to increase bench strength and provide proper training/development.
North Carolina Incumbent Workforce Development Program (utilized for Maintenance Program and skills gap analysis)
Incorporated Weekly Meetings wif employees in plant wif Plant Manager and HR to drive satisfaction results metrics

HR Positions

Confidential

Responsibilities:

Compensation Project - Mercer Data to provide market benchmark data to match job descriptions to roles and responsibilities.
Internal Fill Rates - increased form 19% to 70% (Accomplished by BOLD Program - College recruiting and development plan; see attached)

HR Positions

Confidential

Responsibilities:

Implemented new Policy for Exempt employees for OT - Costs exceeded $350 per year on compensating Supervisors OT to work on weekends. New Policy takes effect July 1 to significantly reduce costs and be compliant wif the FLSA (Fair Labor and Standards Act) Policy is for 3 locations for standardization.
Process improvements to data integrity – alignment on headcount and data in each production department for Workforce Planning Aspects

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