• Company ownership transitioned twice in 18 mo. Role includes heavy employee change management and communications through the transitions. Rolled out 3 different HRIS in 18 months. • Key Accomplishments:o Location’s overall efficiencies increased by 30% with 20% fewer headcounts. o Reduced turnover from 75% to 62% in 18 mos.o Reduced unplanned absenteeism from 8% to 3% in 18 mos. o In first 6 months drastically increased location’s payroll accuracy through process identification, procedure improvements and role accountability. o Reduced number of hourly net vacancies by 60% in first 6 months. • Responsible for leading all HR functions for a tier 1 automotive thermal acoustical metals stamping manufacturing operation with 450 employees; 1 direct report.• Ensure compliance with state and federal employment and labor laws (FMLA, FLSA, ADA, HIPPA, SOX, E-Verify, Harassment, etc.), while providing strategic coaching and guidance to management.• Act as an advisor to supervisory personnel on all employee-related matters (i.e., recruitment, hiring, and leaves of absence, attendance, disciplinary actions, employee relations and termination issues). • Participate in the development of the Tactical/Strategic Plans as set forth by the HRD, VP of NA Operations, and CEO. • Ensure that all company and location policies and procedures are effectively communicated, supported, and administered.• Identify and create HR process and procedural improvements which yield efficiencies for HR, leaders, and team members.

Von Drehle CorporationNewton, NC • Responsible for all HR functions of a 24/7 paper converting facility and off-site warehouse with 200 employees in total. Sole HR person for both sites.• Conduct investigations into major policy violations and partner with leadership on developmental opportunities identified. • Developed and conduct new hire onboarding training with participation from safety, quality, and operations leaders. • Developed HR KPIs and created monthly reporting on metrics which lead to improvements in labor costs, staffing allocations, and identifying employee relations issues through data analysis.• Ensure compliance to all governmental laws and reporting requirements related to EEO, ADA, FMLA, ERISA, DOL and OSHA. • Implemented peer recognition program to improve morale and retention.• Interpret policies and train, communicate, partner with managers and supervisors on application of company policies to ensure positive employee relations. • Promote productive communication and feedback through developing manager and supervisory communication skills.• Maintain employee data in HRIS (Dayforce HCM), oversee payroll procedures and process payroll corrections. • Respond to unemployment claims, participate in hearings as necessary. • Oversee full employment cycle including recruitment, onboarding, performance evals, training, development, wage increases, status changes, disciplinary actions, exit interviews and terminations. • Revitalized plant’s participation in community relations actions.

Kooks Headers & ExhaustsStatesville, NC • Managed 1 HR direct report.• Implemented new practices to protect company from FLSA risk.• Introduced new role to focus on safety and training, created/maintained OSHA logs current year and three years back. • Researched, developed and implemented new compensation structure for hourly production employees using competitive market data from salary surveys. Established new pay grades with competitive pay ranges. Managed the payout of annual merit increases. • Processed all employee biweekly payroll. Set up and maintained time off accruals in two HRIS platforms. • Created employee referral program and improved employee time off request and tracking and communication process.• Created company’s first organizational chart, created skills tracking and training matrix, trained HR Admin on recruiting, reporting, organization and time management. • Implemented improved recruiting practices- hired 25 employees (all upskill).• Served as corporate partner to NCMI (CPT program).

• Responsible for all HR functions of a tier 1 automotive manufacturing plant with 100 employees. • Direct, interpret, advise, create and implement policies, procedures and programs covering all employment matters in accordance with governing statutes and GKN policies. • Managed 1 HR direct report. • Accountable to annual HR labor budget of $275k (excluding salaries, wages and fringe benefits).• Manage compensation, recruitment, KPI reporting, training, policy deployment and legal compliance. • Sourced and filled key professional roles to support business growth with top talent.• Supported reorganization of Operations Department; created two new roles to provide additional leadership in Operations and repurposed one redundant role resulting in 30k annual savings. • Served as corporate HR leader for roll out of new division-wide profit sharing program.• Elevated and maintained highest employee opinion survey score for division. Overall score of 3.3 on a 4.0 scale.• Increased plant’s community involvement significantly. Raised donations, collected food, sponsored HS science/math students and other activities for local and national charitable agencies annually.• Created plant’s first structured hourly wage scale and made market adjustments to ensure competitive pay ranges.• Created Voluntary Time Off program utilized during months of short term sales decline which allowed maintaining headcount and reducing labor hours in the interim.

• Oversaw HR functions for call center of approx.. 1,000 employees. • Consulted and coached managers and supervisors on matters such as: labor management, employee relations, organizational change management, performance management, succession management, terminations, process improvement, policy interpretation and consistency in practices. • Lead employee Voice Team committee as part of positive employee relations strategy and action planning. • Review salary planning and wage increase recommendations as well as approve offers for promotions and status changes. • Review and approve FMLA, ADA and Leave administration requests.• Provide responses to unemployment claims and participate in hearings. • Manage compensation, recruitment, KPI reporting, training, policy deployment and legal compliance.• Created and facilitated over 60 hours (avg. 10 hrs. per quarter) of developmental training to leaders covering 40+ developmental topics aligned to business objectives and leaders' skills gaps.• Created and facilitated a four-part developmental training series for leaders on progressive corrective action. This series provided guidance on general philosophy and purpose of progressive corrective action using role playing and real performance and behavior management issues leaders faced.• Fostered positive employee relations: Contact Center Employee Opinion Survey Gallup© employee engagement score increased two points from 71 (in 2011) to 73 (for 2012). In 2013, maintained positive momentum with renewed focus on action planning, communication with heavy employee participation. • Served on Lowe’s Core Team for LOA and ADA process redesign initiative.

• A 1.4 million sq. ft. fully automated facility with 600-1200 employees depending on season and volume.• Heavy start-up and continuous recruiting in peak seasons. • Recruited and hired 900 (exempt and non-exempt level positions) in less than 1 years time. Successfully contributed to the retention of 60% of the original 2004/2005 hires as of 2011.• Heavy employee/labor relations focus to create and maintain positive employee morale through grassroots meetings and positive behavior enforcements, conduct union-avoidance training to exempt-level staff members annually.• Managed 2-4 HR direct reports. Successfully trained and mentored entry-level HR Team Members in the role of Worker’s Compensation & Benefits and General HR administration. WC & Benefit Cord. was promoted to HR Supervisor.• Manage employee relations investigations and outcomes. • Oversaw LOA, FMLA and WC absence tracking. Conduct monthly employee engagement meetings and action plan responses. • Conduct annual performance and development reviews for HR staff.• Ensured compliance with I9s, OSHA recordkeeping, personnel files, employment law postings, internal auditing for SOX and unemployment claims responses and hearings. • Obtained and maintained organization’s highest percentage of employee contribution/participation in company 401 k plan (84%) and Employee Stock Purchase Plan (55%) through multiple training sessions on financial planning and retirement check-ups.

Reported to the Regional Employee and Community Relations Manager. Daily administration of all HR functions of non-union plant’s employee relations program and strategies, employee relations, staffing strategies, benefits administration, affirmative action plans, accident prevention programs, unemployment cost control, Worker’s Compensation, community affairs, recruited (exempt and non-exempt), monthly reporting, conducted random self-audits as preparatory for OFCCP or EEO on-site audits, newsletter publication, planned numerous on and off-site special events and STD, LTD, FMLA administration. Served as member of various plant teams and committees designed to support plant’s continuous improvement efforts.