Brian Wiggins Email & Phone Number

Falls Church, Va, Us

HR Business Leader for Northrop Grumman Corporate Functions and Enterprise Services. Lead the HR Function supporting C suite executive leaders in executing the organizations people strategies.

Falls Church, Va, Us

• Direct the HR strategy for Engineering & Sciences, Airborne Multifunction Sensors division (3,800+ employees) across multiple disciplines and sites, leading a team of 6-15 HR managers and HR Business Partners in the execution of all human capital initiatives for the organization.• Executed Reduction In Force and redeployment efforts to rightsize the organization following program losses and reduce headcount by ~110 employees to achieve affordability targets.• Represent HR for the Baltimore area (10,000+ employees) COVID-19 response& business resumption team. Partnered with other leaders to deploy a communications approach for over 1,000 area cases, roll out containment protocols, business resumption activities and case management process improvements. • Achieved aggressive 2019 hiring goals of the organization with over 1,200 new hires in 2019 while simultaneously achieving less than 10% attrition in a hyper competitive cyber market. • Redesigned the compensation strategy for the organization to be able to compete in highly aggressive cyber, artificial intelligence and radio frequency markets while balancing program affordability in more stable labor skill areas. Examined usage of retention and sign on bonus programs, equity & counteroffers, and enhanced PTO/vacation accrual schedules.• Assimilated two new Engineering VPs and demonstrated the business case for robust succession planning, knowledge sharing and business continuity efforts.

Falls Church, Va, Us

• HR Manager responsible for all aspects of Human Resources strategy for all Marine Systems business unit (~1350 employees) programs and sites. Implement Labor Relations, Talent Acquisition & HR strategy for a unionized, heavy manufacturing, critical site with $519M annual sales & a $2B backlog. • Reorganized and rebuilt HR organization into a cohesive team of 9 direct and dotted line reports of HRBPs, Labor Relations, OE & Talent Acquisition professionals. Survey engagement scores indicated 100% favorability in immediate manager index in all questions in 2017 & 2018.• Revamped Sunnyvale talent & retention strategy. Launched annual Employee Recognition Awards Ceremony & other retention and engagement initiatives with more frequent communication forums, NG day at local businesses, training opportunities, intentional career rotations, etc. Navigated leadership overhaul, turnover, assimilation and leadership development strategy which led to an 18% reduction in voluntary attrition at the site, top performer attrition falling from 11.9% to 6.9% and increased engagement scores.• Increased branding of NG and leaned out staffing processes with the average age of req falling from 87 days on Jan 1 to 52 days. Created several onsite and offsite talent fairs and interview days to speed hiring. • Created and led Sunnyvale Salary Plan and compensation analysis to benchmark against local labor market and review alternative approaches to total rewards and salary structure.

Bethesda, Md, Us

Labor Relations Site Lead for Sunnyvale, CA facility with responsibility for managing 4 CBAs across multiple sites with 750+ represented employees.As a career in labor relations, successfully negotiated 3 CBA's with LM involving the elimination of pensions for new hires and the establishment of a single health care plan as well as other significant non-economic gains. Led a cultural change effort reversing multiple decades of adversarial relationships between union, management and labor relations. Achieved historical 63 year all-time low in grievance, arbitration and unfair labor practice activity by leveraging and fostering a collaborative partnership with the International Association of Machinists. These results were achieved while simultaneously reducing over 100 represented positions as a result of business restructure and cost competitiveness initiatives.Directed the critical mission to outsource Sunnyvale Plant Protection Security forces to align with the corporate vision. Led daily dialogs for 5 months with multiple external executive stakeholders to ensure a smooth transition of 74 officers with zero work stoppage or slowdowns resulting in a $233,000 annual cost savings to the business.Managed Sunnyvale Labor Relations workforce optimization moving the department from 5 employees in 4Q 2014 to 2 employees in 3Q 2015 utilizing Lean Six Sigma principals to eliminate redundancies, and leveraged positive Union relations to streamline dated processes.

Bethesda, Md, Us

HR Site Lead/ Business Partner for Edwards Air Force Base with 600+ Lockheed Martin Employees. Client group includes deployed personnel to F-35, F-16, F-22 and undeployed employees in a variety of functions including quality, maintenance, sustainment, engineering, security, etc.Responsible for all HR activity for the site including staffing, RIF, investigations and disciplines, talent management and succession planning and employee engagement activities. Successfully selected and onboarded over 100 degreed professionals to meet critical staffing needs within budget as site ramped up from 6 flight lines in 2012 to 9 flight lines in 2013. Built business case and successfully advocated for additional autonomy of staffing processes at Edwards. Efforts drove significant improvement in average time to fill reqs, which fell 36% (123 days to 79 days) and decreased number of reqs 90+ days old from 49% to 22%.Created innovative approaches to stem attrition at a location that had previously been considered a high turnover site due to its remote location and work environment challenges. Actions resulted in over 50% attrition decrease from 14% to under 10%.

Bethesda, Md, Us

Union Relations with responsibility for 2 Unions at the Grand Prairie, TX facility. Administer the UAW and IBEW contracts for 265 represented employees. HR responsibilities including: Grievance administration, investigation activity, planning and implementing negotiations strategies, etc.Successfully completed negotiations for a new CBA contract for the UAW in October 2011.Also served as HRBP for salaried population in Production Operations (Facilities Operations, Maintenance & ES&H) in addition to responsibilities as HR Coordinator for the OLDP Program in Dallas. HRBP responsibilities included: performance management, merit planning, promotion planning, salary equity analysis, staffing, eeo/diversity initiatives, etc.

Bethesda, Md, Us

2nd rotation participant in HRLDP program with GTL - ESBA (heritage IS&GS - RSO) Rotation contained aspects of workforce strategy, international HR, executive assistant & HR projects. New business capture support of an incumbent capture for 3100+ employees - responsibilities include HR POC for all employee questions, running job fairs/open houses, managing the staffing plan, etc.Supported change management effort as the business realigned, divested a LOB & merged with a LOB during my tenure creating the need for myself to be a driver of several transition & cultural projects.

Bethesda, Md, Us

HRBP/Labor Relations 1st rotation - Missiles and Fire ControlTech Ops Business Partner supporting approximately 50 engineers with HR requirements including promotion planning, equity analysis, performance reviews and assisting with the exit processLabor Relations role in supporting a successful agreement to a new collective bargaining agreement which included elimination of pensions for new hires, a rise in contribution caps for medical premiums and an establishment of a new wage structrue to help the company more efficiently pay for desired skills. Also involved with the grievance and arbitration process for the UAW. Administered 2 CBA in accordance to the contracts terms and conditions. Implemented "Union 101" training for supervisors of the represented workforce.

Bethesda, Md, Us

Developed and implemented business unit wide professional development series as a means for continuous learning and deeper program engagement for current and future interns. Analyzed current processes for staffing contract administrators and identified a plan of action to enhance the candidate pool, also developed a training plan to convert internal candidates into critical positions.Created and distributed multiple business unit wide intern/co-op program surveys, collated and analyzed results to make recommendations for future improvements.

M.B.A., Business Administration

B.B.A., Business Management