Cris Neuman, Mba Email & Phone Number

Advise Client Leaders on Recruiting, Promotion and Advancement opportunities. Deliver HR projects on time including rewriting of Employee Handbooks, audit 30-60-90-day expectations documents, and conduct analysis of existing recruiting process flow strategies, proposing new processes to streamline and decrease time to fill by 30%. Coached Sr level internal candidates at Fortune 500 and Fortune 1000 firms to attain company succession plan goals. Wrote Developmental Action Plans with senior leadership and managers to determine succession plans. Train senior leaders on use of the Nine box to ascertain both high achievers and needed additional support and training within teams. Deliver FTF or remote personalized training workshops. Advise and edit OSHA allegations response resulting in a favorable determination and client outcome.

Guelph, Ontario, Ca

Led a HR team of 19 as we strove to create the first Manufacturing location in the US for the global Leader in Solar energy. Secured HRIS and payroll systems, benefits and training for 1800 FTEs. Our recruiting for this start-up included hundreds of engineering and technical positions. Engaged with 2 multi-national immigration law firms, with bi- weekly meetings to employ and secure international talent. Created the framework to help us grow by writing policies and handbooks, processes and procedures. Revamped global compensation structure to match competitive US standards. Guided Canadian Solar's approach to establishing a culture of trust and community in our Manufacturing entity.

Advised Client Leaders on Recruiting, Promotion and Advancement opportunities. Delivered HR projects on time including rewriting of Employee Handbooks, audit 30-60-90-day expectations documents, and conduct analysis of existing recruiting process flow strategies, proposing new processes to streamline and decrease time to fill by 30%. Coached Sr level internal candidates at Fortune 500 and Fortune 1000 firms to attain company succession plan goals. Wrote Developmental Action Plans with senior leadership and managers to determine succession plans. Trained senior leaders on use of the Nine box to ascertain both high achievers and needed additional support and training within teams. Delivered FTF or remote personalized training workshops. Advised and edited OSHA allegations response resulting in a favorable determination and client outcome.

Houston, Texas, Us

Head of HR for a $225M manufacturer. Responsible for the planning, development, and implementation of the organization’s Human Resources function and performance, as head of the HR function reported to the CEO, across all lines of business( 600+FTEs), in Canada and US. Translated strategic and tactical business plans into HR operational plans. Evaluated and advised on the impact of long-range planning of new programs/strategies and regulatory action as those items impact the attraction, motivation, development and retention of the people resources of the organization. Developed staffing strategies and implementation plans/ programs to identify talent within and outside the Company. Developed progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance. Created and implemented programs, including training programs, performance management systems and reward and recognition tools, development, retention and tracking tools. Oversee total compensation and benefits planning to ensure market competitiveness, adherence to budget and regulatory compliance. Managed and contributed to the day-to-day operations of the human resources department(7 FTEs); assess and implement appropriate HR infrastructure to enable efficient and effective support of the organization. Created, recommended and adapted company policies and procedures. Developed programs to allow the company to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees. Developed human resource planning models to identify competency, knowledge and talent gaps and develop specific programs for filling the gaps, create proper succession planning programs for key contributor and management positions, training and development programs. Developed policies and programs for management of the people resources of the Company. Managed the budget and other financial measures of the HR Department.

Chicago, Il, Us

Linked with Business Partners on company investigations, led and conducted investigations for 13,000 employees, across multiple division lines. Interfaced with Business Partners regarding disciplinary actions, and reviewed employee appeals through complaint procedure where applicable. Addressed, investigated and resolved employee issues. Provided support for performance management including PPR and performance counseling. Employee Relations: Worked closely with management and employee to improve work relationships, build morale, and increase productivity and retention, post investigation. Managed and resolved complex employee relations issues. Conducted effective, thorough and objective investigations. Provided HR Policy guidance and interpretation in dealing with employee relations issues. Participated in organizational planning regarding structure, job design and staffing. Led/Developed HR Team: Mentored and directed the activity of HR Generalists and HR Coordinator covering various work groups. Served as the subject matter expert in HR and worked with team members to determine appropriate solutions to HR related issues. Liaised with both internal and outside counsel. Supported the Houston Hub by coordinating the Employee engagement survey initiative with partner Glint for 13K employees.

Doraville, Ga, Us

Responsible for multiple plants and HR managers in a geographic area, advising, supporting and counseling plant leadership, building leadership capacity, organizational capability and culture. Directed and supported HR teams at a plant level, to ensure policy and process implementation. Coached and counseled leadership teams within the regional area, leading process improvement projects to ensure consistent programs that align with Senior Operations leadership. Responded to grievances ,and assisted in Union contract negotiations. Conducted Root map learning sessions. created compensation and engagement/retention plans. Delivered metrics that support the development and implementation of the Human Resources Strategy, including safety and quality. Conducted layoffs, furloughs (voluntary and mandatory). Directed investigations, giving counsel, direction, and advice to Management and senior HR team as needed. Hired and On-boarded 2 HR Managers, both direct reports. Generated insight, identified needs, translated needs into solutions, then delivered the solutions at plant and regional level.

Katy, Tx, Us

U.S. Silica supports both the Oil & Gas industries and ISP. Served, supported, advised, and counseled leadership on development and strategic workforce planning initiatives. Some locations with multiple unions. Provided guidance relative to the progressive discipline process and escalate as appropriate up to and including the coordination of involuntary employee separation; ensuring that a balanced but consistent approach is taken in the application of discipline. Provided recruiting and staffing support for assigned plants in the region, the Houston O&G sales team and the Research Lab in Houston, during high growth period. Lead on post- acquisition HR integration including workforce integration. Member of union negotiations team, answered grievances, prepared for arbitration.

Houston, Texas, Us

Created, developed and delivered comprehensive, corporate training program for multiple levels of employees in support of organization’s needs, executing the vision of senior management. Administered training programs directly or through external providers to varying levels of management and hourly employees. Collaborated with process owners on subject matter relating to specific job responsibility training to determine training through needs assessment. Monitored and measured the effectiveness of all training programs. Created and delivered FMLA, HIPAA for managers and First responders, SDS HAZ COM training for all employees, and Managers Intro to Sarbanes-Oxley. Trained at all levels from the plant floor to terminally degreed professionals, responsible for orientation, on-boarding and coaching leaders on the creation and implementation of developmental action plans, and performance reviews. Developed HiPo program and succession plans.

Pittsburg, Kansas, Us

Watco Companies, LLC. Global Railroad and Transportation Company 2011-2013 Covered 5 states, 9 Railroads, some unionized, over 600 Team Members. Supported and advised Transportation Vice President, Regional Director, and 5 General Managers. Created and delivered management process training to general managers and front- line supervisors at site level. Created and delivered individual site plans to address recruiting, hiring, on boarding, performance pay, and training, including new policies and job descriptions for entire staff. Answered grievances, prepared for arbitration hearings. Union decertification at RR location due to consistent communication, despite complete turnover of management team, both locally and regionally. YOY Employee Engagement survey result of 8-point increase, exceeding goals and expectations. Directed and led 5 human resource coordinators at 9 railroads. Ensured strategic alignment of HR and minimized business interruptions through execution of workforce integration plans as HR Lead, post- acquisition. Advised on strategic planning, leadership, recruiting, talent development, succession planning, performance management, compensation and training at railroad and regional level. Conducted investigations. Identified and determined management training needs. Coached Team Members and management through complex issues, and made recommendations that were consistent with policies, procedures and governmental law. Recruited by RVP to Transportation Division. Previously, covered 2 regions in Mechanical division, for the mechanical repair of rail cars.

Nationwide, Us

200 FTEs. Responsible for both Safety and Training, with 3 salaried and hourly FTEs. Advised on strategy, design, implementation of programs and systems to optimize employee skill sets and foster a culture of excellence through training and education. Developed and applied for a State grant that provided $250K for training of FTEs. Developed site safety training, implemented safety audits, managed the safety budget and safety incentive programs. While under my safety leadership, the plant achieved over 180 days of no recordable injuries. As business declined, crafted a cross training and temporary layoff plan resulting in the company being able to retain senior skilled employees on a temporary layoff, while saving over $100K in wages.

Managed all sales account activity, recruited (Full Desk) and acted as point of contact. Coached and consulted companies in the areas of Executive Compensation, Employee Retention, and Executive Team structuring and strategic recruiting.Created written job descriptions, and assisted clients with positioning new hires on their organizational charts. Conducted contract negotiations with clients. Conducted offer negotiations, including relocation packages, presented offers, and resolved issues/conflicts regarding offers. Created business plan, formed corporation, forged referral network, secured client base, created all company documentation, and website materials. Planned and developed a national sales development strategy

Mba, Management

Ba, Philosophy