Tasked with the development & implementation of labor policy & strategy for a new Labor Relations Department building a collaborative relationship based on trust and mutual respect.Led the design, development, & implementation of the initial employee development model, which linked career planning, management succession planning, performance management, training and selection with core competencies. Implemented management training to develop and improve management leadership and capabilities to ensure the Organization have the appropriate talent and organizational competencies to deliver the strategic plan. This includes programs for training and development of skills both required & needed. Developed & implemented the division HR policies and procedures related to personnel administration, labor and employee relations consistent with the company, state & federal mandates and the current Collective Bargaining Contracts.MANAGED & NEGOTIATIED WITH 130 UNION CONTRACTS. Negotiated collective agreements, contract administration, drafting contract language, handling of grievances, arbitrations, labor management committee and proposed disciplinary actions.Design best practices, leadership norm & values systems that drive the corporate culture that motivates and encourages employee retention.Provide Labor Relations advice & counsel, updates & training to managers and senior leaders. Training included representing the Company against arbitrations, Unfair Labor Practices (ULP), issuing corrective action, implementing policies and procedures, conducting fact finding investigations and navigating through business decisions that could cause effect due to the terms and conditions of the labor agreement.Conducted training & communications for managers at non-union sites on union avoidance and NLRB.Identify training opportunities through root cause & skill gap analysis - assist creating & deploying associated training programs.

Manage all HR & LR functions for 9 Domestic and 3 International Plants. Managing labor relations, to include negotiating collective agreements, contract administration, drafting contract language, handling of grievances, arbitrations, labor management committee and proposed disciplinary actions.Developed the Talent Acquisition Process & led the recruiting strategy with the implementation of Taleo bringing all recruiting in-house and eliminating outside vendors. Strategy included new on-boarding process & new employee training, mentoring programs. Responsible for the development of HR Shared services supporting Corporate and Divisional business objectives at the local SBU/regional level. Developed Behavioral Interview Selection Process & Guide based on competencies to ensure selection of the right candidate. Trained all management on Behavioral Interviewing & Selection Process. Developed Code of Conduct & Discipline Process to ensure consistency across units. Managed International & US Domestic Relocation Program and implement all international program assignments.Conducted numerous internal employment discrimination investigations, and worked closely with legal counsel in employment litigation matters.

Co-Designed a formal performance management process that built performance accountability into all levels of the process & to ensure fair Management review. Conducted the Sr. Vice President’s mapping, talent review and succession planning process to determine organization deficiencies. Built development plans to fill gaps either internally or from outside. Assist and guide management in performance improvement initiatives.Co-directed the evaluation of compensation structure for internal equity, competitiveness, and proper positions in range. Conducted research and analysis, coordinated, reviewed, recommended and processed decisions concerning classification and compensationCo-Develop company-learning system – Textron University for both online and classroom learning..Oversee the administration of training needs assessments and evaluations to determine functional learning needs based on key business shifts. Implement and manage mentoring program for designated key leadership pools/roles.Conducted numerous internal employment discrimination investigations, and worked closely with legal counsel in employment litigation matters.

Came in to handle the closing of corporate offices and remaining automotive plants. Main responsibility was to assist outgoing employees with necessary help in the area of recruitment, job fairs & applying for unemployment. Set up several “Reverse” job fairs to help employees secure new jobs within the local community and/or other regions. Invited facilities in the local market & nearby regions to come in-house for the job fairs. Assisted and trained employees with resume building, interviewing skills & personal presentation, setting up email address & how to apply online. Developed website for employees to place to resumes and for local companies to place job ads. Worked with local State Agencies to help promote the job fairs and send out mass media for events.Trained & Supported management on closure of the plants – keeping them informed on any issues related to the closure. Making sure they effectively address matters to promote continue positive employee relations. Communicate regularly to employees on closure information and any outgoing assistance the company could provide.

Thru mentoring both the Management Committee & the Union Committee, I was able to repair and establish a “working and trustful” relationship between the committees that had been severely damaged from the 2006/2007 Strike. Developed Management training program that focused on the labor contract (understanding, interpretation and applying to hourly workforce) including grievance & arbitration procedures.Performance management, succession planning, conflict resolution, company policies and labor laws.Restructured the Recruiting & Retention programs that brought retention of employees up by 40%.Restructured both the Accident & Sickness Program and Workers Compensation Program due to miss-use of benefits - Brought the miss-use down by 45% in the first quarter with the plant.Managed Environmental, Health & Safety including onsite medical facility & fire department. Chaired a safety committee, which investigated accidents and conducted monthly inspections, closely monitored lost time cases, and created light duty assignments. Conducted numerous internal employment discrimination investigations, and worked closely with legal counsel in employment litigation matters.

Redesigned the administration of Workers Compensation & Accident/Sickness Benefits in my territories that saved the Company over $3M in the first 9 months - Program was adopted for the entire Corporation. This included using the CBA contract language to the employees that it pertained to that was not being applied before. Designed the succession planning, mentoring and management training programs. Re-opened the Marshall Training Center and the Basic Line Apprentice 4 yr Program – updated the class programs, restructured training classes, updated the training field. This project included convincing CMS to invest in updating the training program, fields and the new training center building. Facilitated & Implemented talent assessments process (skills assessments, 360s, PAs), leadership development and succession planning for assigned client organizations.Developed creative and cost-effective incentive and morale-boosting programs (including special events and a tiered awards structure) that increased employee satisfaction and productivity.Developed Management Training programs on Behavioral Interviewing including interviewing techniques & best practices. Managed Regional Environmental, Health & Safety - Chaired a safety committee, which investigated accidents and conducted monthly inspections, case managed all FMLA & w/c cases & created light duty assignments. Developed standardized disciplinary procedures & tracking system to ensure consistent & fair discipline processes.Managing labor relations that included negotiating collective agreements, contract administration, drafting contract language, handling of grievances, arbitrations, labor management committee and proposed disciplinary actions over four unions. Conducted numerous internal employment discrimination investigations, and worked closely with legal counsel in employment litigation matters.

Head of the acquisition team that was responsible for purchase, restructure, due diligence and total reorganization within to restore operational profitability to facility including international sites. Designed, implemented and measured performance improvement programs and services.Manage International & US Domestic Relocation Program and implement all international program assignments.Manage International & US Domestic Relocation Program and implement all international program assignments.Developed, implemented & administered the leadership talent review, succession planning initiatives, organizational realignments and various learning and development initiatives including the design and development of hard and soft skills training.Modified exempt & non exempt salary structure to promote equitable compensation company wide and position the company competitively in the marketplace by conducting surveys and benchmarking pricing to establish new structure Redesigned the Recruiting & Retention Program for both domestic & international sites.Managed the International & Domestic relocation programs including overseas assignments - Handled all expatriate administration & relocation including filing of visa’s & etc.Facilitated the transition to a new insurance company in order to acquire cost-effective benefits, researched and negotiated with firms.Implemented the new HRIS Software program for the entire corporation with multi state & multi country manufacturing. During an acquisition of a facility, convinced the union not to strike until after 12 months after purchase - Union did not strike at all after purchase and later de-certified themselves from the Union.Conducted numerous internal employment discrimination investigations, and worked closely with legal counsel in employment litigation matters.