 Drove results aligned to business priorities through effective management and enhancement of our people programs and practices, including talent management, performance management, engagement, diversity, and inclusion. Partnered with business leaders for hiring strategies, succession planning, and managing the full life cycle talent process. Managed complex and confidential workplace matters including compensation, succession planning, and strategic organizational planning. Partnership with the Executive Committee, clearly defined and execute talent strategies, programs, and policies to achieve short and long-term business objectives.  Led and provided oversight on employment and workplace investigations with the highest level of professionalism, integrity, and confidentiality. Prioritized prompt and thorough investigations, conducted objectively and free from bias. Managed the recruitment life cycle including sourcing, interviewing, and assisting in selecting qualified employees to fill vacant positions. Remained current on Collective Bargaining unit requirements and be proactive in resolving issues that may arise. Participated in Grievance and Arbitration meetings. Defined, developed, and oversaw management development through training programs for VP's, directors/managers/supervisory personnel. Training will include new employee onboarding, skill training, anti-harassment, and anti-discrimination and diversity training. Maintained company compliance with all existing governmental and labor law reporting requirements. Provided assistance, guidance, and counseling to the VPs, directors, managers, the leadership team, and employees. Ensured managers use coaching & counseling to address performance concerns/issues. Adhered to all safety rules and regulations and upheld the company code of ethics and business conduct.

 Collaborate with all levels of management to deliver HR strategy, programs, and thought leadership while executing staffing plans that were aligned with forward-thinking HR and business strategies.  Partner directly with Chief Corporate offices to activate their business plans and elevate their teams’ performance through improved human capital activation. Analysis of trends and metrics in partnership with the HR group to develop solutions, programs, and policies. Provide effective performance management coaching, insights, and feedback to clients to influence appropriate and objective outcomes. Provide strategic and tactical support in special situations, business unit restructures, along with any other unanticipated or significant business impact. Partner with the business and Talent Acquisition team to ensure process improvement for candidates, including, request to hire, interview process, hiring process, background process, and employee onboarding. Develop a comprehensive understanding of the business, jobs within the assigned business units, and build cross-functional business acumen to advise business leaders on people, actions, and decisions. Analyze statistical data in conjunction with partner discussions to determine causes of personnel problems and develop recommendations for improvement of the organization's personnel policies and practices. Provide guidance and input on business unit restructures, workforce planning, and succession planning. Manage and resolve complex employee relations issues. Business Partner with the leadership team to assess and determine the company's strategy for employee development, assessment, retention, including facilitating corporate performance reviews. Maintain in-depth knowledge of legal requirements related to the day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partner with the legal department as needed/required