Responsible for developing and implementing a strategy to quantify and improve the employment value proposition for nearly 1,250 employees across three states.Provide consultation to the organization and coach managers through effective resolution of employee relations situations to ensure fair and consistent treatment for all employees and to minimize business liability.Research, develop, and publish policies to improve the overall effectiveness of the… Show more Responsible for developing and implementing a strategy to quantify and improve the employment value proposition for nearly 1,250 employees across three states.Provide consultation to the organization and coach managers through effective resolution of employee relations situations to ensure fair and consistent treatment for all employees and to minimize business liability.Research, develop, and publish policies to improve the overall effectiveness of the organization.Continued responsibility for the labor relations activities at the Elyria site and delivery of a union avoidance strategy to the other sites within the Aerospace Group.Drive communications and employee activity initiatives. Show less

Operational responsibility for the plant human resources function for a $60 million dollar business unit that designs and manufactures lubrication and fuel pumps for the aerospace industry. A unionized site with 250 employees. Reported to the Group VP of Human Resources, led and directed the generalist areas of Human Resources for the site, including employee relations, benefits, compensation, policy administration, performance management, recruiting, organizational planning and development… Show more Operational responsibility for the plant human resources function for a $60 million dollar business unit that designs and manufactures lubrication and fuel pumps for the aerospace industry. A unionized site with 250 employees. Reported to the Group VP of Human Resources, led and directed the generalist areas of Human Resources for the site, including employee relations, benefits, compensation, policy administration, performance management, recruiting, organizational planning and development, and legal compliance. Labor Relations responsibilities included developing labor strategy, directing overall labor relations practices, negotiating and administering the collective bargaining agreement, and representing the company in labor arbitration, EEOC charges, and unemployment claims and appeals. Met operating budget year over year. Evaluated insurance carriers and cost of benefits to the business and was able to generate yearly savings by switching carriers.Achieved a 100% arbitration success rate.Reduced grievance count by 32%.Achieved successful labor contract negotiations with many significant gains for the company in the areas of healthcare cost share, contract language, and wages. Assisted plant leadership with development plans and developmental moves to ensure high potential retention and a stronger organizational design.Improved union-management relations to create a more collaborative working environment. Implemented an employee activities committee.Advised senior leaders on issues relating to employee relations and proactively identify situations where opportunities for human and organizational development exist. Show less

Assisted management with business operation improvements by implementing a number of HR initiatives. Designed and implemented a performance management and incentive program.Conducted job analysis, created job descriptions, and realigned personnel for optimal manpower efficiency.Acted as an HR resource for the client after the project was complete advising owners on HR related issues such as FLSA and FMLA compliance, policy development, discipline, termination, and… Show more Assisted management with business operation improvements by implementing a number of HR initiatives. Designed and implemented a performance management and incentive program.Conducted job analysis, created job descriptions, and realigned personnel for optimal manpower efficiency.Acted as an HR resource for the client after the project was complete advising owners on HR related issues such as FLSA and FMLA compliance, policy development, discipline, termination, and employee development. Show less

Sr. Consultant for an employee relations firm that focused on assisting organizations with sensitive workplace issues. Serviced clients in the manufacturing and health care sectors as well as government agencies. Projects included organization assessments, workplace investigations, organizational development initiatives, HR audits, HR and business improvements, performance appraisals and compensation system analysis and design.

Labor relations responsibility for the plant that supplies stamped metal parts and metal assemblies to numerous GM assembly plants across the United States. A unionized site with close to 1,200 union and salaried employees.Counseled and coached floor supervisors and managers in application and interpretation of the local and national collective bargaining agreements and letters of understanding.Conducted grievance and EEOC investigations.Bargained grievances with the… Show more Labor relations responsibility for the plant that supplies stamped metal parts and metal assemblies to numerous GM assembly plants across the United States. A unionized site with close to 1,200 union and salaried employees.Counseled and coached floor supervisors and managers in application and interpretation of the local and national collective bargaining agreements and letters of understanding.Conducted grievance and EEOC investigations.Bargained grievances with the local union.Acted as a joint partner in administrating the employee return to work program. Show less

Partnered with plant management on HR strategies to support corporate goals and objectives in such areas as compensation, employee development, and succession planning. Investigated and mediated employee disputes.Counseled and advised management and employees on company policies and procedures as well as compliance with federal and state employment laws.Conducted new employee orientation training.Assisted regional HR with staffing and recruiting… Show more Partnered with plant management on HR strategies to support corporate goals and objectives in such areas as compensation, employee development, and succession planning. Investigated and mediated employee disputes.Counseled and advised management and employees on company policies and procedures as well as compliance with federal and state employment laws.Conducted new employee orientation training.Assisted regional HR with staffing and recruiting efforts.Prepared yearly Affirmative Action Plan for the site.Developed and led the plant’s Co-Op program from recruiting to interviewing to supervising. Show less

Responsible for daily job assignments and priorities for a work group of 25 UAW employees. Accountable for meeting daily metrics including just in time delivery, quality, safety, and overtime. Participated in plant problem solving efforts and continuous improvement activities.

Designed and delivered new product and process launch training for General Motors to over 3,000 employees. Project management responsibility for developing comprehensive training plans from cradle to grave beginning with job and task analysis to instructional design to facilitation. Responsible for developing budgets, schedules, and staffing requirements.