Ashley Bauman Email & Phone Number

Farmington Hills, Michigan, United States

Gerlingen-Schillerhöhe, Baden-Wuerttemberg, De

Gerlingen-Schillerhöhe, Baden-Wuerttemberg, De

• Oversee AAP compliance for 36 US locations. Ensure regulatory reporting requirements for VETS-4212, EEO-1 and state equal pay data are met, including Section 503 and VEVRRA compliance. Oversee regulatory audits for EEO and AAP compliance.• Consult HR partners and business leaders on restructuring topics, including disparate impact analysis, layoff selection, WARN, communications, government notices and post-closure/divestiture activities.• Manage key vendor relationships with partner companies and oversee processes and legal compliance for pre-employment screening, drug and alcohol testing, new hire paperwork, employment verification, I-9 management and E-Verify, unemployment management and labor law posters.• Design, install and govern HR policies and compliance programs, including employment handbook/forms and arbitration agreements.• Manage and guide investigations for HR cases reported to the compliance hotline, including analyzing facts, applying relevant policies and past practice to reach conclusions and recommend actions.• Partner with union locations to effectively manage labor relations topics, including contract negotiations, grievance management and contract interpretation.• Serve as escalation point for HRBPs on difficult non-standard employment matters.• Consult, guide, coach and provide expertise to HRBPs on complex topics to address associate behavior and performance concerns; provide guidance regarding the development and delivery of feedback and corrective/disciplinary action.• Provide partnership and guidance to HRBPs, ensuring compliance, associate advocacy and fairness to support strategic HR topics.• Advise and provide counsel on ADA/religious accommodation requests.• Analyze trends and metrics to develop solutions and best practices.• Research and monitor emerging employment-related federal, state and local legal and regulatory requirements and analyzes their impact on existing policy, employment practices and/or systems.

Gerlingen-Schillerhöhe, Baden-Wuerttemberg, De

• Oversee AAP compliance for 36 US locations. Ensure regulatory reporting requirements for VETS-4212, EEO-1 and state equal pay data are met, including Section 503 and VEVRRA compliance. Oversee regulatory audits for EEO and AAP compliance.• Consult HR partners and business leaders on restructuring topics, including disparate impact analysis, layoff selection, WARN, communications, government notices and post-closure/divestiture activities.• Manage key vendor relationships with partner companies and oversee processes and legal compliance for pre-employment screening, drug and alcohol testing, new hire paperwork, employment verification, I-9 management and E-Verify, unemployment management and labor law posters.• Design, install and govern HR policies and compliance programs, including employment handbook/forms and arbitration agreements.• Manage and guide investigations for HR cases reported to the compliance hotline, including analyzing facts, applying relevant policies and past practice to reach conclusions and recommend actions.• Partner with union locations to effectively manage labor relations topics, including contract negotiations, grievance management and contract interpretation.• Serve as escalation point for HRBPs on difficult non-standard employment matters.• Consult, guide, coach and provide expertise to HRBPs on complex topics to address associate behavior and performance concerns; provide guidance regarding the development and delivery of feedback and corrective/disciplinary action.• Provide partnership and guidance to HRBPs, ensuring compliance, associate advocacy and fairness to support strategic HR topics.• Advise and provide counsel on ADA/religious accommodation requests.• Analyze trends and metrics to develop solutions and best practices.• Research and monitor emerging employment-related federal, state and local legal and regulatory requirements and analyzes their impact on existing policy, employment practices and/or systems.

• Responsible for a team of 2.5 Human Resources personnel to support all areas of HR for two locations, including development, talent acquisition and management, employee and labor relations and compensation and benefits topics• Coach and mentor managers and employees on Human Resources policies, procedures, laws and standards• Provide union contract management, implementation and interpretation for union personnel and management; actively managed labor-initiated effort to decertify union• Design, implement and manage Human Resources programs in areas of employment, benefits, personnel policies, compensation and training and development• Advise senior management on all HR processes, procedures and employment matters• Partner with managers on driving performance recognition and improvement• Successfully filled over 30 positions in 2014 and reduced time to fill open positions by over 25% from previous year• Defined and implemented structured sales rewarding and company performance related pay compensation programs

• Partner with associates and management to communicate, coach and mentor on Human Resources policies, procedures, laws, standards and government regulations for 250 associates at two locations• Provide union contract interpretation and act as liaison between union personnel and management; active member of contract negotiation and strike planning committees• Implement Human Resources programs in areas of employment, benefits, personnel policies, compensation and training and development• Facilitate, create and conduct sessions for managerial, ethical and legal training• Mentor and coach Human Resource team members• Led and coordinated many special projects including careerbanding and job title analysis and reorganization, vacation and holiday policy transition, apprenticeship program and college recruiting strategy

• Provide excellent customer service to up to 310 associates, managers and others requiring Human Resources support• Develop new policies, procedures and systems as required by legal, company and departmental needs• Coordinate recruitment activities, including advertising, screening, selection and on-boarding• Support site management with reporting and legal updates affecting the organization• Act as site contact for associate benefits programs, including health and welfare plans, disability plans and retirement plans• Served on a team for development and implementation of skill-based pay system in union production facility• Conduct investigation, disciplinary and termination meetings• Administer Affirmative Action Plan, including government reporting• Organized rollouts for a Consumer Driven Health Plans effective April 2008 and April 2009• Managed an HRIS transition effective January 2007

• Provided excellent customer service to associates, managers and others requiring Human Resources support• Served on Environment, Health and Safety Task Force and Safety Committee, including closing audit gaps related to safety training and health procedures• Provided union contract interpretation and acted as liaison between union personnel and management• Developed and implemented performance evaluation system in non-union production facility• Managed recruitment process from approved position requisition to employee orientation• Facilitated transitions and changes to new processes, procedures and systems

• Provided excellent customer service to associates and managers requiring Human Resources support• Coordinated employee recognition programs• Conducted surveys of personnel practices, benefits and wages• Maintained company organization charts, employee directories and policies and procedures• Completed first report on work related injuries/illnesses; maintained OSHA logs and files• Maintained SAP HR system records and compiled reports from database as needed

Hudson, Wi, Us

• Re-engineered the hospital’s general orientation to encompass all of JCAHO regulations• Created general orientation workbooks to measure retention of topics covered• Aided in the creation of employment section for the hospital’s website• Responsible for new employee file preparation including reference checks and general employee information• Conducted file audits of personnel files and informed employees of missing items• Provided administrative support to Human Resources department on daily basis

River Falls, Wi, Us

• Updated and kept current the job application database on bi-weekly basis• Organized data from the “2000 Employee Survey” and based on areas with low results, re-surveyed employees using information from the “2000 Employee Survey” to discover levels of improvement from previous survey• Tabulated data from new survey, maintaining highest level of confidentiality• Compiled new test data into management report using Microsoft Excel and PowerPoint• Coordinated an employee photo directory