HR Value Partners works with small companies that don't have full time HR departments to help identify and address HR compliance issues as well as taking the administrative burden off the plates of leadership and that of any "multi-taskers" on the team.Our model is very high touch, not just a remote call in line. We work directly with client leadership and their team providing counsel and advice as well as doing the day to day work of HR like recruiting, maintaining files, coordinating insurance renewals, handling unemployment and all the other administrative tasks that distract teams from more important things. Each client has two assigned contacts, and those contacts are supported by a team of other HR pros. It's a robust and affordable option.Feel free to check out our website (www.hrvaluepartners.com), but keep in mind, our solution is customized to each client and the website is pretty high level and generic. When the time is right, give me a call and we'll set up a brief meeting to explore your situation and to see if our approach may be of some benefit to you.

As BU Director, drive all HR activities for the Transformers Business Unit (5 sites; 3 in Wisconsin, 1 in Texas and 1 in Guadalajara Mexico); Prepare strategic plans to manage the talent base within the client group; Audit and provide analysis of M&A targets for the Business Unit (Domestic & International); Develop, recommend and administer employee relations’ policies, procedures and programs designed to maintain a high level of productivity, stability and employee/management relations; Maintain sound vehicles to enhance fair, consistent and speedy resolution of employee issues; provide consultation and feedback to managers/supervisors regarding significant decisions, programs, policies and events in matters involving performance management; Develop, implement and maintain communication programs to ensure proper and consistent application of policy within the client group; Drive staffing & selection process as well as the development/performance management process. As Compensation Director, drive annual compensation review process for all hourly employees domestically and all salaried employees globally; Develop, recommend and administer compensation policies designed to maintain consistency in compensation strategy across the division; Analyze market data and make recommendations for adjustments in compensation strategy/structure to ensure competitive market based compensation; Review mid cycle compensation adjustment requests, make recommendations and coordinate corporate approval; Coordinate evaluation of new positions to determine appropriate compensation.

Multi Site HR Manager responsible for for all aspects of the HR function at two sites with a combined total of approximately 500 salaried and hourly employees.

This is a volunteer elected position- Conduct the business of the chapter in accordance with the chapter bylaws and serve as chairperson of the chapter's Board of Directors.- Preside over the activities of all officers and directors, as well as standing committees, to ensure the accomplishment of chapter goals, objectives, and strategies.- Monitor the use, accounting, and handling of the chapter funds.- Chair all meetings of chapter officers and members.- Participate in the development and implementation of short-term and long-term strategy planning for the chapter.- Maintain a current, active SHRM membership.- Maintain communication with the State Council Director and the SHRM Regional Team.- Communicate state, regional and/or SHRM’s goals, policies, and programs to chapter members. Represent the State Council to local chapter leaders and the membership.

- With the collaboration of other members of the company management, led the development of ASYST company mission, vision and values statements. Also, revised and implemented the company performance management system.- Established recruiting and staffing practices and procedures which reduced turnover from 40.63% to less than 10% annually on average. - Protect the interests of employees and the company in accordance with company policies and all governmental regulations and compliance requirements. - Establish all HR programs and developed new policies as necessary. - Provide proactive education and development to line management and employees including classroom training and employee orientation. - Manage IT Function- Benefits administration- Health and Safety- Communication- Management of HR and IT vendors

- Administered employment/staffing process and participated in employment activities, including recruitment, placement, orientation, transfer, promotion, and termination. - Coordinated compliance with EEO and other government regulatory requirements.- Administered HR programs, conducted training and developed materials for line management and employees including manuals, employee handbooks, and standardized reports. - Developed and implemented employee relations practices necessary to promote a high level of employee morale.- Reviewed unemployment and worker’s compensation claims, requests for leaves of absence, and other benefit/leave requests.- Consulted with ASYST Technologies beginning with its inception in 1996. Oversaw recruiting and startup issues related to HR until 1999 when I transferred there full time as ASYST HR Manager.