I provided dedicated guidance and coaching to multiple leaders and employees within a high-volume manufacturing environment, focusing specifically on employee advocacy/engagement, performance development, HR fundamentals, process training, workplace investigations, and EEOC-related issues. My responsibilities covered both hourly and salaried employees, with a significant emphasis on manufacturing teams.Key Objectives & Achievements:• Served as the initial point of contact for HR and leadership guidance, coaching, support, and resolution of concerns for employees and leaders.• Offered HR expertise and coaching to leaders and employees, working in close collaboration with all levels of leadership.• Drove continuous improvement through a Lean Manufacturing culture.• Created an employee engagement environment to ensure clear communication of business and operational goals to employees.• Managed and supported the implementation of key HR processes, including compensation planning and compliance.• Provided training, advice, and counsel to managers and employees to ensure the consistent application and integration of policies, procedures, and practices, thereby promoting an ethical and compliant work environment.• Addressed employee relations issues by ensuring they were properly identified, reported, investigated, and resolved.• Supported, trained, and guided key HR processes, including New Employee Orientation, Compensation Planning, Hourly Compensation, and Performance Development.• Maintained and protected confidential data with the highest level of scrutiny, judgment, and care.• Conducted investigations by gathering, preserving, documenting, and analyzing all available information and evidence, and in some cases, recommended disciplinary action to the business.

I served as a Project Manager, leading multiple cross-functional teams within IT and Human Resources disciplines. In this role, I collaborated with partners in HR Tech, IT, Recruiting Operations, and People Programs to support and enable HR Technology solutions that integrate with United Airlines' technologies.Key Objectives & Achievements:- Strategized, implemented, and maintained program initiatives in line with organizational objectives.- Developed and managed a program roadmap, complete with milestones, timelines, and a comprehensive budget.- Identified dependencies and risks across projects within a single program.- Created program assessment protocols for ongoing evaluation and enhancement.- Upheld organizational standards for program and project management.- Led various projects and programs to achieve the defined goals and objectives.- Worked in close partnership with project sponsors, cross-functional teams, and project managers to plan and develop the scope, deliverables, required resources, work plan, budget, and timing for new initiatives.- Managed program and project teams to maximize return-on-investment and coordinated cross-project initiatives.- Determined essential requirements from cross-functional teams and external vendors.- Worked with other program managers to pinpoint risks and opportunities across multiple projects within the organization.- Analyzed, evaluated, and mitigated program risks, and generated program reports for management and stakeholders.

I have served as a Project Manager for various cross-functional teams within IT, business, and operational sectors. My projects included "Maternity Automation Implementation," "UnitedHealth Care Expat Implementation," "Plus One Fitness Center Reopening," and "Survivor’s Benefit Improvement." I ensured that the teams remained aligned with business objectives to fulfill the product owner's expectations and collaborated with both internal and external stakeholders to define and achieve project scope.Key Objectives & Achievements:- Managed customer expectations for project deliverables, maintained key stakeholder communication, and adhered to the established project governance system.- Engaged directly with product owners to define clear requirements, scope, and schedules.- Handled risk management, issue resolution, and developed contingency plans.- Oversaw team delivery commitments to address enterprise-level and escalated obstacles.- Simultaneously managed multiple projects of different priorities and complexities, involving various teams and business divisions.- Upheld a high standard of customer service, focusing on integrity and transparency.- Led project teams towards achieving project objectives, ensuring adherence to responsibilities and milestones.- Fostered effective inter-team collaboration.

As a Senior Human Resources Manager in Lagrange, overseeing 250 corporate and manufacturing employees, I was recruited to infuse new perspectives into an organization experiencing rapid business expansion. My role involved evaluating and enhancing existing HR processes and procedures, as well as implementing a forward-thinking HR strategy aligned with the broader business objectives. I managed HR functions including compensation, benefits, training, development, and recruitment for a diverse workforce comprising 150 manufacturing and 100 business employees across Sales, Marketing, R&D, Engineering, Finance, and IT. My technical proficiency spans ADP Workforce Now and MS Office Suite (Excel, Word, PowerPoint, Visio, and Access).Key Objectives & Achievements:- Oversaw an HR team of 5 professionals, handling payroll, compensation, benefits, training, and recruitment.- Formulated and executed HR KPIs to bolster organizational objectives, utilizing data from payroll and applicant tracking systems.- Created an HR dashboard and standardized reports for the Senior Leadership Team.- Managed relationships with third-party Health & Welfare vendors including Cigna, United Health Care, MetLife, and local providers.- Ensured legal compliance for the retirement plan, including timely 401k non-discrimination testing.- Collaborated with Benefit Brokers to analyze Health & Welfare data, informing changes to benefit plan designs.- Introduced a vendor scorecard to oversee third-party service performance.- Supported business unit client groups by resolving employee relations, performance issues, and conducting disciplinary and discharge investigations.

Recruited to infuse new perspectives into the organization through the development and execution of Human Resources processes. I manage Human Resources activities across four manufacturing facilities and serve as a member of the Senior Leadership Team, reporting directly to the General Manager. Key Objectives & Achievements:• Implemented an Employee Engagement Strategy to ensure positive employee relations within the division.• Acted as a strategic business consultant and partner to senior management.• Led the deployment of corporate HR initiatives, supported organizational change, and established effective human capital strategies in partnership with the business.• Worked proactively with the executive team to align performance with business goals.• Developed and maintained the organization's affirmative action program, filed EEO-1 reports annually, and kept records, reports, and logs to comply with EEO regulations.• Created key human resource performance metrics to measure the impact of HR systems and processes in alignment with organizational priorities.• Set departmental and divisional HR goals and objectives, both short-term and long-term, in line with divisional business objectives.• Developed and updated policies and procedures to ensure compliance with federal and state legal requirements.• Designed and implemented the overall division compensation strategy.• Ensured the implementation of the divisional talent management strategy.• Formulated and executed the divisional performance management strategy.• Managed the Human Resources System as the administrator for ADP Workforce Now.• Generated monthly human resources finance performance reports, including labor cost data, employee cost data, and benefits cost.• Enhanced Human Resources processes through data obtained from process mapping events.

Brought in to infuse new perspectives into the organization through the development and execution of Human Resources processes. I oversee the functions of Selection/Recruiting, Training/Development, and Employee Relations to ensure alignment with the organization's business goals. My responsibilities have grown to encompass the design of a total rewards system and the oversight of performance management. Key Objectives & Achievements• Advised executive management, supervisors, and employees on state and federal labor laws, including ADA, FMLA, FLSA, and HIPAA.• Developed and implemented employee training and development programs to align with the organization's future growth and enhance overall performance, known as "Yamaha University."• Created and executed a leadership development program.• Established and maintained an "Open Door Policy" for employee conflict resolution.• Investigated, resolved, and tracked EEO complaints.• Managed, developed, and implemented a strategy for a temporary labor force.• Formulated and executed recruitment strategies for executive level, exempt, technical, and non-exempt positions, focusing on operational efficiency, planning, organizing, technical skills, and team building.• Collaborated with managers and supervisors to develop compensation pay ranges for exempt and non-exempt employees.• Conducted training sessions on topics such as labor law, leadership, diversity, process improvement, and other requested subjects.• Served as the project manager for the implementation of the human resources information system (Ultipro), payroll system (ADP), and timekeeping system (e-time).• Led a cross-functional team to develop an improved organizational onboarding process to decrease turnover rates and spearheaded the creation of Yamaha University.• Prepared and presented an annual compensation data report to Senior Management, making compensation recommendations based on analysis of data collected from annual salary surveys.

Hired to develop and implement robust employee relations programs to address potential labor issues, I established consistent policies and procedures to guarantee fair treatment for all employees. Within six months, my role expanded to encompass the management of Recruiting, Employee Relations, Compensation/Benefits, Training, and Environmental Safety/Health for the company. I managed a team of seven HR professionals.Key Objectives & Achievements:- Developed key company policies and procedures, including those for job posting and bidding, sexual harassment, progressive discipline, compensation, performance evaluations, and labor relations.- Managed an annual budget of $2.5 million.- Played a key role in the development of the company's succession planning.- Ensured compliance with all federal and state labor laws and regulations.- Addressed all labor-related complaints and charges against the organization, both internally and externally.- Oversaw the temporary workforce across all manufacturing departments.- Led the development and execution of company training programs.- Instituted a company service and recognition awards program.- Advised executive management, supervisors, and employees on employee relations, performance management, issue resolution, and disciplinary actions.- Facilitated effective communication of new and revised policies and procedures.