Responsible for approximately 300 full-time and part-time associates. Key responsibilities include planning, organizing, and leading the operation of the department to meet identified employee needs and goals of the facility; and contributing to the business strategy through partnering with senior leaders. • Identify and build organizational structures and processes, including talent management• Develop strategies and tactics for the long-term business goals of the campus• Recommend and partner with leaders in developing services which increase staff satisfaction• Oversee and offer counsel on employee relations issues• Drive associate-related activities and report on measures and progress

Responsible for approximately 200 full-time and part-time associates. As a member of the Executive Committee, key responsibilities included providing best-in-class Employee Relations services to deliver an excellent staff experience; managing labor relations and guiding managers in contract interpretation; managing weekly payroll; and staff training and development. • Conducted all training, including new hire orientation and service skills training• Directed all company initiatives, including Recognition Program, Blue Energy and Team Rallies• Supported, engaged and guided managers to ensure success of their teams

Responsible for approximately 160 full-time and part-time associates at a luxury resort and spa. As a member of the Executive Committee, key responsibilities include ensuring superior employee interactions and guest experiences; directing and administering programs, policies, and initiatives; and hiring, training, and developing staff for optimal business results, employee morale and guest satisfaction.• Creating a new hire orientation and on boarding program;• Re-instituting best practice standards of conduct and associate accountability, raising operational service scores 5% in one quarter;• Directing associate performance reviews, identifying developmental areas and strategies for ongoing coaching;• Aligning all associates with the Corporate office procedures, policies, and expectations

Responsible for approximately 300 associates in one non-union and two unionized chemical manufacturing facilities across three states, in addition to the Supply Chain Function located at the division headquarters. Key responsibilities include ensuring best-in-class employee and labor relations; partnering on operational and sourcing initiatives; administering HR programs; coaching managers on addressing performance issues; and leading or partnering on special projects.

Responsible for approximately 350 associates in five valves and fittings manufacturing facilities, domestic and international, with a staff of five. Key responsibilities included creating and implementing new HR processes to effectively partner with the operations function; developing the members of the management staff; driving HR strategies through the facility, and championing an international operational initiative.• Responsible for developing current leadership team, including instituting training and succession planning, creating a talent development plan and re-designing the organizational structure, reducing turnover by 50%• Created and implemented two health and wellness initiatives to drive down utilization rates over 20%• Instituted associate-focused environment, including surveys and recognition programs• Created Leadership Development Path Program, as well as implemented new performance appraisal system throughout worldwide locations • Developed and launched an hourly workforce career path program, instituting certification levels, role specific training and mentorships• Championed a strong culture of communication, including skip level meetings and supervisor roundtables • Led strategic assembly project with Brazil, focusing on cost savings and margin improvement• Bargained 3 year contract at a sister facility, achieving settlement 1% under budget

Responsible for approximately 340 associates in a unionized automotive manufacturing facility, with a staff of four. Key responsibilities included all labor relations activities, administering corporate initiatives, and providing counsel, advice and recommendations to assist group management in achieving goals and plans.

HR Manager of the Powertrain Division, which comprised seals and gaskets manufacturing in four locations. The division had a total headcount of 908 employees and annual revenue in excess of $120 million within a $7 billion dollar company. With a staff of six employees and a direct reporting relationship to the VP, HR, essential responsibilities included facilitating the development of HR plans, programs and initiatives to align HR with the Division’s business objectives by being a strategic partner, administrative and legal expert, management developmental guide and change agent.