Leader of enterprise ELR function (~48k employees, 23 CBAs): set strategy, provide guidance, and consult on analytics, action planning, and implementation of positive employee relations efforts and collective bargaining matters.

HR leader supporting Operations, SATCOM, and Supply Chain organizations ($2B+ and ~1300 employees) for Communications Systems - Tactical Communications sector.

HR leader for Communications Systems - Global Communication Systems sector (~$350M P&L and 400 domestic and global employees).

Site HR Leader for two facilities (Long Island, NY and Pompano Beach, FL) and manager of one direct report; set and executed the HR strategy for the full P&L ($95M business) comprising of all workforce planning, talent acquisition, compensation, performance management, leadership and career development, talent management, leadership training, employee relations, EEO/AAP efforts, engagement, culture, and diversity and inclusion initiatives.Acted as a trusted HR business partner, advisor, and coach to the executive site leader and senior leadership team; provided mentoring and guidance to site employees and HR peers across the value stream; served as HR team employee and labor relations focal.

Stood up enterprise-wide Industrial Relations (IR) function by developing and implementing strategies centered on positive employee relations, union avoidance, and collective bargaining including: -creation of a comprehensive collective bargaining playbook with over 70 templates, tools, and processes for negotiation project management, preparation, proposal development, and economic costing-serving as a consultant and/or project manager for nine negotiations, chief spokesperson for one negotiation-refinement of processes and materials used and on-the-ground support of pre-petition and union organizing campaign activity-creation of union avoidance management training, streamlined site climate assessment process, and developed process for employee engagement survey analysis.Partnered with field HR representatives to ensure adherence to 21 collective bargaining agreements (18 domestic and 3 international); provided guidance in investigations and disciplinary matters, international salary increase implementation, and United Kingdom (UK) works council benefits strategy; primary liaison between Benefits team and HR representatives.

Researched and made recommendations to support enterprise-wide positive employee relations (PER) strategy, including procurement of enterprise-wide campaign-in-a-box materials and creation of site work practice assessment process.Provided negotiations support and consultation across eight collective bargaining agreements (CBAs) to include proposal management and extensive experience in costing CBAs; all achieved budget goals and without work stoppages; exposure to 60+ domestic CBAs and international labor relations in Canada, UK, Netherlands, Poland, and Australia.Received special recognition award for outstanding project management and coordination of corporation’s Employee Relations Leadership Course (highest-rated course in the corporation) and LR Summit.

Lead LR Rep for two facilities in Ocala and Ft. Walton Beach, FL (800-employee client group); supervised one LR Rep at Ocala facility.Represented the Company and set LR strategy for site Union relations, advised on correct CBA administration, handled a high caseload (200+/year) of grievances, employee issues, and investigations, developed and delivered training for supervisors; successfully prepared for and participated in arbitration and unemployment hearings (100% favorable decisions); reduced grievances filed by 25% through proactive communications with the Union; instituted site-wide work rules for time and attendance, overtime, and professional conduct; streamlined hourly employee hiring process.Managed all preparatory aspects of June 2014 IAM contract negotiations, including proposal development, budgeting and costing, and logistics within approved budget; served as 2nd chair during negotiations.

HR Business Partner: full-scope generalist to a non-represented 375-employee Production Operations client group, restructured and consolidated job codes within several functions, made several leadership selections, developed engagement action plans, managed talent development, succession planning, performance assessment processes to differentiate high performing employees, administered merit planning and salary equity processes.LR: HR point of contact to 200 represented employees and union officials for all labor relations matters; supported the development, planning, negotiation, and execution of a new collective bargaining agreement with no work stoppage and within budget

Managed the Grab Hold of Your Career (GHYC), Mentoring, and Retention programs for 15K-employee business unit including creating enterprise-wide communications about career development and mentoring resources, dispositioning all inquiries, metrics tracking, recommending mentors, and participating on corporate mentoring and career development teams. Engagement and Retention program included coordinating initiatives and metrics for the ELP population, high potential employees, 0-5 employees, leaders, and at-risk populations (women and minorities).Assisted in creation of in cyber security development program and Cyber Security Career Path education program.

Managed the 1st step grievance process; conducted grievance and disciplinary investigations; responded to all employee and management inquiries; administered Instant Recognition Award program for hourly employees; created HR communications for ProdOps HR team; managed and coordinated Take Your Child to Work Day event for ~800 children; assisted with various Compensation initiatives such as the Salary Equity review and FOCUS; assumed Business Unit Resource Manager role for Procurement group: interfaced with and influenced recruiters, management, and the HRBPs to help guide the requisition process.

Managed site library and reduced budget by ~80%; coordinated on-site EMBA program; coordinated two one-day New Employee events by managing the budget, coordinated all logistics, vendor negotiations, and speaker presentations; assumed role as an education planner serving two business areas and interfaced with business area POCs for their education needs; served as an HR Business Partner to ~650 employee software organization; facilitated the 2009 Talent Review for ~1,500 employee TechOps organization; developed a preventive labor relations presentation for managers; assisted in Owego's Reduction in Force (RIF) efforts to ensure legal and EEO compliance.

Attained knowledge in general retirement plan design and administration, managing vendor relationships, and vendor selection; Identified errors and formulated solutions to prevent future errors in data within benefits system.

Tracked job postings and placements for executive team and provided weekly updates to senior Human Resources generalists; researched and analyzed metrics related to attrition, new hire demographics, Equal Opportunity compliance, and diversity; edited and distributed an online new hire kit and other pertinent new hire materials to recently hired employees; gained exposure to staffing, compensation, and training and development practices.