-Sr. Manager responsible for supporting the largest domestic manufacturing facility as well as managing a Sr. HRBP. Assumed responsibility for the recovery efforts of an underperforming plant.-Saved $5.5M in annual labor costs through aggressive performance management, restructuring, succession and workforce planning without liability for the company.-Project lead and co-lead for career progression and global onboarding initiatives.-Managed HR team members including an HR Manager, Sr. HRBP's and HRBP'sSr. Human Resources Business Partner Jan 2017 – Mar 2018-Managed 1 HR Generalist and 1 Sr. HRBP, 3 plants and 1 R&D facility.-Championed initiatives including a new corporate strategy, performance management, workforce planning, restructuring the compensation program, organizational alignment, recognition, rollout of an employee engagement survey and front-line leader training.-Responsible for supporting all human resources needs for a client group including VP’s, Directors, Managers, other people leaders and hourly manufacturing employees.-Supported the build and launch of Workday and associated training for all employees.

DAWN FOOD PRODUCTS, INC. Aug 2007 – Jan 2017 Human Resources Manager-Human Resources Manager for a manufacturing and distribution facility (annual revenue approximately $100 million) including 200 employees and 2 direct reports.-Trained “Positive Management Leadership” representative and selected as a PML Rapid Response team member to maintain a positive atmosphere and quickly respond to union activity.-Acted as an SAP “Super User” for Human Resources as well as a Site Readiness Coordinator and Subject Matter Expert for Indirect Purchasing during company-wide SAP preparation for deployment.-Directed all employee relations programs and investigations including harassment, disciplinary actions and worker’s compensation claims.-Enhanced safety awareness by creating new processes and programs which resulted in a reduction of TRCIR from 20.9 to 1.1.-Revised the staffing program to include new recruiting, screening and hiring processes which resulted in a higher level of talent acquisition and a 35% savings in hiring costs.-Developed a career path program that elevated the level of performance in the manufacturing plant and increased operational effectiveness.-Worked with functional teams to create HR programs including Partnering for Performance and an HR Peer Review/Audit process.-Obtained over $150,000 in 2009 - 2013 grant funds to support Lean, TPM and 5S training.

-Promoted to a position offering Human Resources support for 3 districts (from a position responsible for 1 district) covering 5 states and 600 associates including 21 branches, 34 managers and 3 direct reports.-Assisted VP of Human Resources and Chief of Labor Relations during a union election and acted as the HR Expert for contract negotiations.-Acted as the head of recruiting and the hiring process throughout 3 districts.-Managed all aspects of the HR function including employee relations, benefits and compensation, worker’s compensation and safety programs, ISO 9001 execution, HR compliance and communications, performance management, and HR projects.-Led the development of HR departmental performance metrics and championed HR process improvement projects.-Created standardized work instructions for all HR functions and activities, including assurance of ISO9001 compliance to records retention requirements.-Responsible for all insurance accounts, handled claims related to worker’s compensation, vehicle accidents and property damage. Instituted a process to reduce costs that saved one district over $26,000 (20%) per year.-Controlled a portion of the district’s P&L including payroll hours and benefits expenses.

HR Leadership Development Program (LDP) – Generalist Jan 2003 – Apr 2004Managed employee relations for 5 client groups including approximately 335 hourly and salaried associates. Consulted with managers, supervisors, Health Services and the employees to resolve issues.Acted as the lead of the hourly recruiting/staffing process.Managed recruiting and hiring efforts, worked with selected universities and acted as a program representative for all interns, Co-ops and LDPs.Restructured the intern program to maximize value added and strengthen the program’s perception on college and university campuses.Analyzed metrics for employee relations, created reports and developed action items based on the data.Partnered with client groups to identify opportunities to strengthen employee skill sets and offer training including Six Sigma, Lean, 5S, team building and leadership skills.Acted as the HR Lead for a new product launch which included interviewing, selecting, promoting and training 65 associates.Constructed, presented and launched the annual Wage Package for the plant.Led teams through policy revisions and communications including performance management and attendance.

Generalist Jan 2003 – Apr 2004Managed employee relations for 5 client groups including approximately 335 hourly and salaried associates Lead the hourly recruiting/staffing processWorked with selected universities and acted as a program representative for all interns, Co-ops and LDP'sRestructured the intern program to strengthen the program’s perception on college and university campusesAnalyzed metrics for employee relations, created reports and developed action items based on the dataPartnered with client groups to identify opportunities to strengthen employee skill sets and offer training including Six Sigma, Lean, 5S, team building and leadership skillsActed as the HR Lead for a new product launch which included interviewing, selecting, promoting and training 65 associatesConstructed, presented and launched the annual Wage Package for the plantLed teams through policy revisions and communications O.D. Specialist, May 2002 – Dec 2002Expanded the Mentor Program to include a global talent groupDesigned and implemented ongoing monthly training opportunities for 2 ASG campuses; approximately 2000 associatesBuilt a curriculum of development opportunities and increased visibility for the Early Career Development GroupFacilitated the roll out of the 360 degree multi-rater feedback program in EuropeCompiled and prepared documentation for the Organizational Leadership Review and Succession PlanningOperations facility: participated in the resolution of employee relations issues, held training and awareness meetings, led communications efforts and safety initiativesRecruiting/Staffing, Mar 2002 – May 2002Staffed approximately 30 positions created due to the closing of a facility in Angola, IN. Performance Management, Jan 2002 – Mar 2002Oversaw the performance management process for associates in 12 countriesActed as a recruiter and staffing specialist for HR positions throughout the company

Expanded the Mentor Program to include a global talent group and add structure. Designed and implemented ongoing monthly training opportunities for 2 ASG campuses, approximately 2000 associates.Built a curriculum of development opportunities and increased visibility for the Early Career Development Group.Facilitated the roll out of the 360 degree multi-rater feedback program in Europe.Assisted in compiling and preparing documentation for the Organizational Leadership Review and Succession Planning.Operations facility: participated in the resolution of employee relations issues, held training and awareness meetings for corporate programs, led communications efforts and participated in safety initiatives.HR Leadership Development Program – Recruiting/Staffing Mar 2002 – May 2002Staffed approximately 30 positions created due to the closing of a facility in Angola, IN. Posted job opportunities, screened resumes/applications, interviewed candidates, performed background checks and provided orientation programs.

Acted as an HR Generalist for a unionized paper mill. Designed presentations and training programs, assisted managers with performance development issues, managed staffing efforts and analyzed budgets.Prepared a comparative analysis of wage and benefit data for 12 mills located throughout the US for use in contract negotiations.

Acted as an HR Generalist for a unionized paper mill. Designed presentations and training programs, assisted managers with performance development issues, managed staffing efforts and analyzed budgets.Prepared a comparative analysis of wage and benefit data for 12 mills located throughout the US for use in contract negotiations.