Deb Bourdon Email & Phone Number

Warren, Mi

− Managed all administrative and HR functions-employee relations, benefits, recruiting, interviewing, corrective action, terminations, OSHA, W/COMP, FMLA, MESC, DOL, EEOC,− Created the Employee Handbook, and developed all HR policies and procedures for hiring, progressive disciplinary actions, safety training/protocols, and strategic planning. Managed leave policies, processed payroll, and oversaw departmental budgets and HR related compliance.− Maintain observance of Equal Employment Opportunity and Worker’s Compensation laws, as well as the American’s with Disabilities, Family Medical Leave, and Consolidated Omnibus Budget Reconciliation Act. Communicate Occupational Safety and Health Administration requirements.− Created safety protocols− Implemented employee recognition

Metro Detroit, Mi

Oversee employee/labor relation compliance and lead the investigation and resolution of harassment, discrimination and intimidation complaints. Ensure adherence to collective bargaining agreements, and guide supervisory staff, accounts payable processes, and supply procurement. Ensure successful on-boarding/integration for new hires and track Key Performance Indicators as they pertain to training, compliance, compensation, and turnover trends. Maintain observance of Equal Employment Opportunity and Worker’s Compensation laws, as well as the American’s with Disabilities, Family Medical Leave, and Consolidated Omnibus Budget Reconciliation Act. Communicate Occupational Safety and Health Administration requirements. Support professional development and staff retention by implementing programs that recognize performance excellence and promote a strong training culture. Ensure that all company programs and tools are applied fairly and consistently across the organization. Research and resolve wage/salary disputes, and coordinate mandated payroll deductions with corporate office. Oversee benefits administration including health, dental, life, Flexible Spending Accounts, PTO, Short Term Disability/Long Term Disability, and 401(k) plans. Present/explain benefit options to new hires during orientations, and assist employees with making benefit election decisions. Counsel employees on policy and procedure violations, and participate in the coordination of disciplinary and termination proceedings. Assist in dispute resolution, working with employees and managers to address employee grievances and complaints.

Oak Park, Mi

Created the Employee Handbook, and developed all HR policies and procedures for hiring,progressive disciplinary actions, safety training/protocols, and strategic planning. Managed leavepolicies, processed payroll, and oversaw departmental budgets and HR related compliance. Modified compensation and benefit policies to establish competitive programs and ensurecompliance with legal requirements. Interfaced with employee benefit consultants and insurancebrokers/representatives regarding the provisions and cost-effectiveness of employee benefit plans. Oversaw employee and labor relation issues and activities. Provided support and leadership tocorporate and field managers, and partnered with them to administrate compensation, performancemanagement, and benefits systems, as well as safety, awards and special programs. Executed conflict resolution procedures and provided support on labor relations matters thatincluded the investigation of benefit fraud, as well as harassment, theft and intimidation allegations.Led change management as the company transitioned through a three entity merger. Evaluated, classified, and rated occupations/positions in preparation of forecasts to project futureemployment needs. Conducted exit interviews with employees leaving the company and partneredwith managers to improve the work environment through the use of constructive feedback.

Redford, Mi

Managed all administrative and HR functions-employee relations, payroll, benefits, recruiting,interviewing, corrective action, terminations, OSHA, W/COMP, FMLA, MESC, DOL, EEOC,Union contract & grievance negotiations/labor relations. Utilize a strong knowledge of the organization’s structure and goals to serve as a subject matterexpert (SME) within all areas of HR, including recruiting, performance management, employmentlaw, organizational development, payroll processing, and strategic planning initiatives. Process employee change actions in Human Resources Information Systems (HRIS); recordingchanges in employment status, salary rates, and personnel information. Manage personnel files andensure records retention in accordance with company and federal requirements. Interfaced with employees and management to resolve employee relations issues, and advisedmanagers on HR/legal requirements, as well as performance management strategies. Consulted withunion officials regarding management and interpretation of negotiated agreements. Facilitated all aspects of the employee separation process, including notifying employees oftermination and preparing related support documentation. Coordinated Worker’s Compensation andUnemployment benefits, and managed claims filed with the state employment department.PST was taken over and subsequently closed down in 2007