Responsible for HR Operations, Shared Service and HR Process Optimization for Schaeffler Americas Region supporting 16,000 employees.

Responsible for People Shared Service organization focusing on HR system applications, master data management, payroll, tax, employee relations and relocation for 8,000 + employees of Vitesco Technologies group companies in Canada, United States, Mexico and Brazil. Responsible for dynamic culture projects including DE&I strategy, remote work policy and process, Successfactors HCM implementation and corporate culture initiatives.

Responsible for People Services including HR systems, master data management, payroll, tax, and relocation for 3,000 + employees of Vitesco Technologies group companies in the United States and Canada.

Plant HR Manager providing support for two locations supporting advanced product R&D, manufacturing industrial engineering, segment sales, marketing, a matrixed product line organization, and a dynamic 24/7 unionized plant manufacturing environment. In total supporting 1,000 employees with a support team of two managers and a total team of 10.

• Manage a team of 4 HR professionals in all aspects of the Human Resource function for the purpose of achieving Brewery objectives and supporting a positive work environment. • Provide strategic HR consultation incorporating mid and long-term perspectives; Advise and consult with plant senior management on a wide variety of Human Resources topics.• Lead role in resolution of all labor relations matters (contract administration, negotiations, arbitration, etc.).• Areas of responsibility include staffing, employee relations, training and development, performance management, compensation, benefits, pension administration, contingency planning, substance testing program, diversity initiatives, dispute resolution program, target setting, legal compliance, labor scheduling, payroll, wellness and succession planning. • Develop, manage, and drive efficiency in the annual Labor budget of $35 million dollars. Successfully met annual budget targets, finishing 2017 $400k positive to labor budget.• Lead all plant corporate communications and HR communications. Site lead for annual benefits enrollment, rollout of policy changes, HR practices and benefits changes.• Change manager specializing in continuous improvement through implementation of technology, a deep understanding of business unit processes, and continuous evaluation of internal and external best business practices. • Successfully implemented new L&D team, training space and process, reducing length of skilled training by 20%. • Led kaizen of recruitment process successfully reducing time to fill of 95% of position with in 45 days. • Site lead for Government Relations programs and Community outreach programs. Led partnership with NH State legislators to create the New Hampshire Legislative Softball Classic.• Organizational design and analysis lead to reduction in overtime by 75%. • Site leader for engagement improvement initiatives, successfully increasing engagement scoring 13%.

• HR Business Partner supporting Manufacturing Engineering, Safety, Environmental, Manufacturing Quality, Toyota Production Systems, External Affairs, Corporate Responsibility and Legal Departments for Toyota North America.• Provide strategic HR consultation incorporating mid and long term perspectives; Act as key advisor to Senior and Mid-level Management for HR related issues.• Direct and plan global HR strategy including department succession planning, talent management, strategic training and development, employee relations, regional policy development, vacancy forecasting and planning, and affinity engagement groups• Perform compensation administration including market adjustments, annual merit planning, proficiency promotions, disciplinary compensation action and promotional recommendations.• Provide technical and professional workforce development training, evaluating performance appraisals and performance development plans to aid department supervisors. Partner with corporate legal counsel to comply with and state and federal legislation. • Interacts with senior level management on daily basis manage Human Resource needs, to include staffing, organizational structure, team member morale, and coordinate on employee relations issues. • Coordinate with International global Toyota partners to identify team members for rotations and coordinate for successful realignments. • Craft and implement new policies and policy revisions. Key policies include relocation for corporate group move, overtime, business travel, headphone policy, dress code policy• Support Ad hoc reporting requests, analyze data, build business case, provide countermeasures and recommendations on HR related items• Support Toyota and Employees through largest corporate merger and relocation announced in 2014. Supporting corporate policy realignment, company benefits program, communication, team member sensing activities, and recruitment/preservation activities.

• Assisted 7 internal departments with 5000 employees at a Fortune 300 company operating in 22 states, by managing all of their Human Resources needs.• HR professional who managed college recruiting, succession planning (including nine box identification processes and development suggestions), vacancy forecasting, and partnering with department heads and hiring managers to meet their HR objectives and goals.• Performed compensation administration including preparing compensation packages, salary offers, market adjustments, annual merit planning, disciplinary compensation action and geographical pay differentiation.• Performed employee Investigations and recommendations of actions for employee discipline issues, provided technical and professional workforce development training, evaluating performance appraisals and performance development plans to aid department supervisors. Partnered with corporate counsel to comply with and state and federal legislation.• Interacted with senior level management on daily basis to help manage organizational structure.• Supervised and motivated 2 administrative employees in a dynamic team environment.• Team member for a 3 year SAP project from Blueprinting to Implementation: e-Recruitment module:(Internal/External candidate application system) and HRIS systems.• Developed a Leadership Program to help entry level supervisors promote to mid level managersthrough a structured rotational training experience. Fostered the growth of this program to otheroperational departments.• Served as the Records Management Coordinator for the HR Department. Developed an off siterecords management program and scanning system to reduce all internal paper documentation.• Volunteered to serve as the Leader for Norfolk Southern’s Youth and New Employee Affinity groupcalled YoungNS. The group is responsible for multiple volunteerism efforts, employee relationsinitiatives and corporate training opportunities.

• Coordinated internal and external placement of candidates for all vacant Non-Agreement positions.• Posted positions by using several advertising tools, screened resumes, interviewed candidatesand , made salary recommendations. Performed military recruitment, pre-employment screeningadministration, and records management. Additionally, recruited candidates for Norfolk Southern’soperations training program. Supervised 2 co-op students on a semester by semester basis.• Redesigned the recruitment process for the operations training program to be more proactive in itssearch and informative to garner interest in the program. Reduced time to hire from 60 days to 30days through standardization of process, medical process improvement, and strategic decision makingduring selection and placement process.• Involved in blueprinting of SAP Human Resource projects to include E-Recruitment, salaryadministration, personnel changes and benefits administration.• Created an employee referral system to standardize the employee referral process and make theprocess more visible and viable for referring candidates.• Developed an onboarding website to provide professional new hires more information between offerand employment date.

• Coordinated Norfolk Southern’s 15 month Management Trainee and 6 month Operations Supervisor Trainee Programs.• Performed the onboarding process for new employees. Performed training course design, trainingfacilitation, recommendations of discipline and investigation of incidents. Scheduled multiple ongoing training classes, participated in college and professional recruitment events, project planning, event planning, travel administration. Maintained cost controls for a large budget.• Successfully started careers of over 700 new employees, maintaining a retention rate of 85%.• Lead the project of a complete redesign of the training programs to include the implementation ofdepartment rotations, standardized the trainee evaluation process and introduced a global corporatetrainee project initiative. Developed a process to continually improve the program on an annual basis.• Shortly after redesign, Norfolk Southern’s trainee program was featured in BusinessWeek magazine and named one of the top 20 Places to Launch a Career.

• Front line supervisor for 200 unionized employees and 4 operations supervisors responsible for the ontime, efficient and safe movement of freight trains with an assigned territory. Ensured train service and maintenance personnel complied with all operating rules and safe work practices.• Held annual rules classes for all employees and verified compliance with federally mandated rulesby monitoring performance and documenting progress on a continuing basis. Influenced work forcebehaviors through training and positive contact with employees.• Provided support by investigating accidents and injuries to determine the cause; took appropriate action to minimize future occurrences. Responsible for addressing discipline issues in a union environment.• Developed training process for new hire Conductor Trainees. This process including providingonboarding information, scheduling weekly meetings with supervisors, standardizing the evaluation of trainees, and ensuring a consistent training experience. Process was highly received and implemented through the entire operating region.• Invited to participate and evaluate Norfolk Southern’s first corporate university, T-School. Suggested several changes to help connect the training to Operation’s supervisors and was offered employment in Human Resources at the end of the training.• Participated on the Field Information Technology committee responsible for implementing newtechnology in Norfolk Southern’s Field Operations to reduce work effort of supervisory workforce.