Full suite of HR responsibilities. Precision Resource is a privately held manufacturer with production facilities in The U.S., Canada, Mexico, Slovenia, and China. By continually investing in new capabilities and a proven dependable supplier, we continue to grow with our strong worldwide base of customers. Although far advanced from our modest beginning as the Fairfield Tool Company, Precision Resource still follows our philosophy of dependable service and close customer relationships.

• Coach and train managers on compliance and addressing employee issues. Manage and perform recruitment, payroll on Paylocity HRIS, benefits implementation and audits, and make compensation recommendations.• Recommend organizational and talent planning processes. Planned and implement supervisory training programs. Applied for and received training grant saving the company $20,000.• Led ongoing, fun and energizing employee relations activities, and recognition and communication programs.• Elevated company HR credibility across multiple sites. Hired and mentor HR Generalist.• Support safety initiatives and led worker’s compensation audits.

Impactful strategic and hands-on leader advising and partnering with all managers on HR related matters and change management to position 260-person-company for growth by transitioning culture, structure and leadership tools. • Upgraded a legacy culture with strengthened and clearer company values, performance expectations, recruitment and onboarding success, and accountability to build a new generation of growth. • Enhanced leadership with strong coaching skills and various company communication improvements. • Trained management and drove, organizational improvements in structure and upgraded talent needs. • Introduced and led company’s strategic planning (Traction EOS) for goal alignment and focus. • Decision-making and implementation of growth-oriented compensation structures and benefit cost improvements. Led two successful OSHA audits. Paylocity HRIS.• Led resolution of highly-charged Union legacy non-compliant work authorization issue. Updated Union Contract and participated in bargaining. Anticipated and resolved grievances. • Upgraded HR Department. Hired and supervised two Generalists.

Solo hands-on HR leader developing and driving company and talent growth by getting the right people in the right seats, delivering employee engagement programs, managing policy, benefits, and other HR programs while building on the company's award winning history.• Built a professional, credible HR function including all staffing plans and recruitment, job descriptions, compensation, policies, and employee relations. • Developed and implemented modernized, proactive performance management process.• Drove company values for clarity, impact, buy-in and accountability.• Developed and implemented Talent Management Strategy to Attract-Develop-Retain the right people. • Multiple-location recruitment.• Manage company benefits, wellness, and charitable functions. • Plan, recommend and implement HR aspects of company acquisition and plant relocation initiatives.• Present to employees at monthly business meetings.• Oversee Receptionists.

Reporting to Division President with dotted line to Corporate HR, agile, hands on leader driving change, growth and cost optimization in a rapidly changing culture. Led people aspects of business strategic planning. Delivered on Division and special Corporate initiatives and communications.• Implemented, managed and performed employee attract-develop-retain initiatives: organizational and talent management; compensation and benefits; policy and risk management; and morale building activities. Managed 3 Generalists. Regularly coached all levels through complex situations and solutions to achieve goals. • Collaborated with President in defining company mission and profit goals. Successfully led building of an engaged, values-based culture through innovation, accountability and excellence expectations.• Defined and executed talent management. Reduced total comp as a percent of Sales while self-funding new Marketing, Technical, and Sales talent. Increased Sales/FTE 28%. China travel. • Drove Division’s first SMART performance management system. Enhanced execution by selecting and using Culture Index tool to hire, align and optimize managerial and employee strengths. • Sourced and developed very low-cost online training system integrated into talent and performance management goals; 87% participation. Program subsequently implemented corporate wide. • Designed Division's self-insured medical plans reducing costs 25%. Managed legacy 401k Profit Sharing Plan compliance, audit and exit.• Managed safety, compliance, and union avoidance. Reduced historically high worker’s comp cases by 95%.• Designed and executed business’ organizational restructuring involving 140 of the 240+ employees. Teamed with Corporate CFO leading successful business turnaround, including hiring a new Executive team. • Pivotal role on executive team leading change management: merger/acquisition e.g. identifying business synergies, communication policies, and due diligence.

Generalist for a 3-shift, 280 person, ISO 9001/14000 facility with 7 Lean Manufacturing cells. Managed and mentored HR Assistant. • Planned and executed multi-phase reduction supporting plant relocation to MS.• Led and managed staffing, performance management, communication, compliance, morale, and pre-emptive employee problem-solving and conflict-management. • Drove Plant productivity improvement through design and implementation of hourly shift schedules supporting Lean initiatives.• Managed and developed HR direct report.

HR Manager: 1995-2000; Recruiter/HR Coordinator: 1993-1995• Reporting in a matrix Division-Corporate structure, high-achieving recruiting and onboarding results while leading benefits, compensation, and employee engagement activities for 500 employees at up to four multi-state locations through various M&A changes. • Hired and trained multiple HR Generalists at various locations. • Business Partner strategizing and delivering organizational changes, resource optimization, and rapidly evolving goals following acquisitions, consolidations and divestitures. HR due diligence.• Drove Safety and Workers Compensation gains by increasing employee accountability, improving training and strengthening return to work programs, investigations, and insurance carrier relationships.