Management and Labor Relations Consulting, Interim HR Executive/Consultant - Client assignments: Core-Mark Intl., Bank of the West, Ducommun Bonded Composites (Aerospace Manufacturing), 2AM Group Logistics, St. Joseph's Health System, , Alta Med Health, Kaiser Permanente, Children’s Dental Group, Reliance Steel & Aluminum. Union grievances, performance management, general operations management, administer collective bargaining agreement, developing arbitration strategy, staffing. Developed corporate FMLA/ADA/LOA policy, training and compliance tools. Evaluated HR talent acquisition processes, developed leadership competency models, developed new leadership assessment and selection process, compensation administration, FLSA and California wage & hour law compliance, leadership training, process mapping, HR planning.

Interim HR Manager role. Employee Relations, performance management, policy development and interpretation, advising management on ER and employee disciplinary issues, new hire on-boarding, employee investigations, developing ADA interactive process tools, Covid-19 employee risk assessment and communications, employee engagement survey feedback sessions, employee round-tables, consult with and coach managers and employees to align behaviors with company values, build an inclusive work environment, support a culture of high performance and implement practical solutions to workplace issues. Provide guidance on workplace policies and practices, performance improvement, corrective action, conflict resolution, workplace investigations and employment terminations. Applications used include, Workday, Kronos, Workplace and Microsoft Teams.

Specialty multi-site road construction company. Responsible for all Corporate HR functions. Design HR operation and create HR structure to meet the needs of the company's growth strategy. Evaluate, select and administer Company benefits including ESOP and 401K to maintain best in class total compensation package to attract and retain the best talent. Created standard monthly HR metrics for management, implemented PTO tracking in Paychex payroll/HRIS system, developed and implemented recruiting strategy, reduced time to onboard new employees incorporating electronic documents and signatures. Designed benefit options for a new acquisition integration, audited wage & hour compliance for non-union employees and rolled out new meal and rest break policy

Oversee all Human Resources functions for the Corporate Office and field locations. Areas of responsibility include employee and labor relations, benefits, compensation strategy/structure development and administration, payroll supervision, 401-K administration, development of recruiting strategies and employment branding, talent management, leadership development, developing HR team capabilities, wage & hour compliance, FMLA/CFRA/ADA compliance, employee policy development and administration and employment law compliance. 500 + employees with over 300 union drivers and warehouse workers.

(SHUTDOWN OF PLANT 10/31/16 - 850+ plus employees laid off) Manufacturing and Logistics. Regional Human Resources Director for California and Texas manufacturing and distribution operations. Responsible for employee relations, staffing, leadership development, and employee engagement.

3rd party distribution managing BMW's NA parts distribution center in Redlands CA. Evaluate and administer productivity metrics, quality and bonus reporting. Also responsible for staffing, employee relations, union bargaining agreement and grievance administration, customer relations, supervise directly and indirectly 110 2AM employees in a union environment.

HR Consulting, Interim HR Director/Consultant - Client assignments: Ducommun Bonded Composites (Aerospace Manufacturing.), 2AM Group Logistics, St. Joseph's Health System, , Alta Med Health, Kaiser Permanente, Diagnostic Labs, Children’s Dental Group, Reliance Steel & Aluminum, Valley OB Medical Group. 2AM Group Logistics, Ducommun Aerostructures Manufacturing, Reliance Steel & Aluminum. Union grievances, performance management, general operations management, administer collective bargaining agreement, developing arbitration strategy, staffing. Developed corporate FMLA/ADA/LOA policy, training and compliance tools. Evaluated HR talent acquisition processes, developed leadership competency models, developed new leadership assessment and selection process, compensation administration, FLSA and California wage & hour law compliance, leadership training, process mapping, HR planning. Developed and implemented ER scorecard index to target HR Manager’s employee relations priorities through trend analysis. Turned around underperforming talent acquisition team them from last place among 5 U.S. regions to second highest performing team in the U.S. within 3 months, through barrier assessment, metrics implementation, training and performance recognition. Deployed multi-source leadership talent acquisition pipeline and leadership assessment process to meet clients aggressive 2 year growth projections, sourcing high quality leaders needed to achieve the growth objectives.

Director, Human Resources - Building Materials manufacturing divisionEstablished HR function in newly created HR Director position for fast growing $250 million revenue division consisting of five building materials companies, 600 unionized employees, which included manufacturing, aggregate/rock/sand mining, and ready mix concrete. Supervised 6. *Successfully implemented new time and attendance payroll system*Restructured HR team to provide improved service to operating companies.*Improved hiring process for managers resulting in higher quality hires*Successfully partnered in USW union negotiations to increase membership's Health Insurance premium to equal non-union employees.

Area Director of Human Resources - Western Region Distribution and LogisticsDirected staff of nine HR professionals for $500 million rev. region, providing HR support for 50+ sites in seven western states and 2000+ employees, including Canadian site with 300+ employees.* Developed region's management succession planning and development process to address bench strength needs and upgrade management talent.* Developed and implemented successful staffing project for 350+ employee Canadian facility (with 150% turnover) to achieve goals by devising staffing scorecard and recruitment strategy. * Consulted and advised Senior Management on employee relations issues, HR strategies for potential new business clients, HR risk assessments, compensation and staffing strategies.

Human Resources and Development Manager - Distribution and LogisticsDirected HR and training department team of 5 with responsibility for start-up of company's West Coast import distribution center. Created and executed training and staffing plan for a 250+ facility including executive and hourly staff.* Implemented and advised senior managers on executive succession planning process to identify high potential supervisors, monitor executive development plans and manage performance.* Executed bi-annual Employee Opinion surveys and facilitated development of department action plans to ensure high employee satisfaction, which was in top 5% of all distribution centers.

Corporate Manager, Employee Relations - Insurance and HealthcareCreated Employee Relations function for a multi-site 5000 employee organization. supervised directly and indirectly staff of 7 supporting multiple subsidiaries.* Developed change management plan for subsidiary* Developed and led first online employee opinion survey

Manager, Human ResourcesGeneralist for TRW Safety Systems business unit with 1500+ employees on Department of Energy (DOE) Nuclear Waste Repository project.* Facilitated annual succession planning process, opinion survey, 360 feedback tools, and mentoring programs.* Drove annual merit and performance management process by advising department managers and conducting training on performance management and compensation planning.DOE awarded contract to new Aerospace contracter.

Director, Human Resources Directed the division's HR function. Handled Human Resources planning, employee relations, leadership development, staffing, affirmative action, policy administration and development.* Conducted training needs assessment, developed and aligned training plan and aligned core competencies to division strategies to address skills gap between entry level and senior management.* Executed and administered compensation programs using Hay job evaluation system.* Reduced entry-level technician turnover by developing selection guidelines and developing hourly quartile based compensation merit matrix to increase penetration to midpoint of salary range.