Professional Career
Confidential
Plant Human Resources - 2010 - 2012

• Performed Staffing and Employee Relations responsibilities. Staff Planning, Recruiting and Retention.
• Counseling/consulting on employee performance and other employee relations issues.
• Provided guidance to managers and interpretation and administration of Company policies and procedures.
• Assisted employees with general questions relating to HR policies/procedures.
• Addresses Facility needs for Training and organizational development (T & OD).
• Responsible for the facility Engagement and Survey Focus Groups.
• Responsible for ensuring Site Performance Management Training and management/employee input is Completed in a timely manner.

Confidential,-Manufacturer and marketer of steel products. In multi sites, responsible for deploying CMC Americas HR management practices and policies that support the strategies and HR requirements of the business while being the initial business partner contact for employee relations issues.
Plant Human Resources -Plant 2009 - 2010

• Developing and executing Facility Human Resources Strategic Plan. Developed achievable HR metrics
• Conducted an in-depth analysis of the problem by performing a Needs Assessment using Organizational/Task/Person Analysis. Responsible for T & D of the GM\'s Staff.
• Developed and conducted training session on the Performance Management Systems (Hourly/Salaried)
• To date, wrote positions papers for three EEOC discrimination cases.
• Participated in three RIF\'s/Reduction in Force of over 300 employees-over $700,000.
• Provided recommendations to the organization by the use of a designed training program.
• KRONOS, SAP HRIS Knowledgeable.

Confidential, Responsible for strategic HR and people planning, building management employee capabilities, progressive discipline, facility change agent, engagement and building effective relationships with associates/customers to increase the division\'s revenue by 30%. Supported multi sites in Louisiana and Mississippi, indirectly supervised a staff of 16 with a population of 5,000.
Division Human Resources Manager 2006 - 2008

• Improved the union avoidance program resulting in deflection of 2 organization attempts within first 6 months of completing training, also trained all management on the EFCA/Employee Free Choice Act.
• Led and facilitated change through the Market-wide Culture and Diversity initiatives including survey and employee engagement programs aligned with business objectives. Worked to improve facility\'s Associate Engagement results.
• Managed the MTD/Management Training and Development Program of 20 employees per 12 weeks. Increased management succession capability and contributed to the Diversity initiative by 25% each session.
• Expanded internal training initiative to contain supervisor/leadership programs including conflict management and performance evaluations.
• Developed a Mentor/Mentee and an IDP Program, coached and counseled management team.

Confidential, one of the largest cable operations under one management team in the United States. Initiated people planning, conducted interview and management trainings to ensure compliance with government regulations. Supervised a staff of 3 and managed all aspects HR, including policy administration, employee relations and training. Supported multi-site change aligned to a strategic business partnership.
Senior Human Resources Manager 2005 - 2005

• Advised multi-site locations, management on organizational and business issues, including needs assessment, diagnosis, transitionplanning, and problem solving.
• Researched assets information and prepared the TWC presentation in the due diligence for Comcast, the potential acquirer.
• Developed in-house technician training program resulting in $200,000 cost savings in the Mississippi/Louisiana Region and achieved voluntary 0% turnover rate.
• Attained 98% win rate in UE claims.
• Appointed to parent company\\\'s Leadership Council; devised strategic and tactical business improvement initiatives.

Confidential,subsidiary of Berkshire Hathaway. A strategic business partner developed and implemented policies and procedures and ensured compliance with Regional/Global Human Resources strategies. Advised and partnered with the plant leadership team, both on the leadership/employee and the business sides. Proactive in each part of the HR process to include, but not limited to, hiring, training, compensation and benefits, and promotions and safety/health.

• Instituted Six Sigma /LEAN methodologies and CIP in project assignment and added $400, 000 to the annual bottom line and reduced turnover from 12-6%. A result was also a new employee orientation process and individualized training, resulting in 95% management satisfaction record. Resulted in enhanced HR Metrics and Processes.
• Coaching/counseling and follow -up feedback to the leadership team on 360 degree tool.
• Created a recruiting/orientation process that reduced vacancy turnaround time from an average of 45 days to 20 days.
• Insured annual compensations assessments performed, for first-time and for hourly employees. Developed hourly performance management tool. ( Program that is still being utilized)
• Interacted with employees, site union representatives and management; develop recommendations; designed agreements; Prepared documentation for evidence and mediated in various hearings.
• Reduced previous years Worker\'s Compensation cost by 30%.
• Led operations for division and managed existing Personnel Department into a streamlined Human Resource department with bottom-line accountability.

Confidential,Led People Planning, ER, and Training functions and managed Department\'s budgets. Population of 600, exempt/non-exempt employees.

Manager, Staffing/Employee Relations and EEO 1991 - 2000

• Reduced professional staffing costs by 10%, saving $400,000 through local/state university recruiting.
• Recruited for and staffed difficult to fill positions in an extremely competitive recruiting environment. Reduced turnover by 15%; managed cost per hire to below 30% for exempt hires.
• Communicated Affirmative Action/EEO policies and procedures to include: profile, climate, goal-setting, problem identification and staff planning.
• Oversaw OFCCP compliance audits and built rapport and proactive responses, obtained higher ratings and prevented fines and rework. Investigated/mediated disciplinary actions taken by supervisors against employees. Conducted grievance hearings and reduced EEO charges and employee grievances by 50% over prior year. Addressed and reduced harassment and other complaints. (Company coming back after a class action suit.)

Education and Certifications

• M.S., Education Administration
• M.S.,Public Administration/Human Resources Management
• B.A., English Education,
• LEAN Manufacturing Processes Knowledgeable.
  Certified- Professional in Learning and Performance Management, University of Houston, Texas
  360 Profiler/Consultant-The Center for Creative Leadership, Greensboro, NC