Managed a team of HR professionals in a high growth, rapidly changing environment. Lead organizational change initiatives and implement leadership development, talent/performance management, career path and succession planning.• Own hourly staffing to include forecasting, staffing plan execution, onboarding effectiveness and managed the relationship with outside staffing vendors.• Worked with leaders and supervisor to help identify, develop, and grow the talent within their teams and have succession plans in place. • Managed routine and potentially high-conflict employee matters, partner with EEO/Legal capabilities to provide constructive and effective resolution for each matter. Influenced business leaders to take appropriate course of action and recommend safety corrective actions if needed to prevent recurrence. • Initiated employee engagement plans and maintained over 90% participation with quarterly engagement surveys.• Conduct gap analyses and ensure appropriate career development programs and initiatives are aligned with critical skill development and succession planning for designated functional teams.• Direct and supervise the activities of 2 HR professionals to ensure consistency and collaboration. Provide continuous oversight and coaching on their growth and development.

Managing partner for nationwide Dixie® plants HR Solutions Center. Consolidated HR functions previously managed by several different departments into a single consolidated organization to manage all generalist affairs, leading HR to embrace digital platforms; guide, inform and advise managers in HR related initiatives.• Design and execute programs against project plans, change management plans, go-live and business readiness plans.o Project management initiatives for myTime & myHR systems, train leaders and employees on programs and use of related software tools to increase performance effectiveness and improve employee user experience• Reduced process lags by identifying inefficiencies and opportunities within our processes/systems, assess current state root causes and implement HRIS solutions that instantly improved analysis, reporting and planning capabilities that allows HR to be strongly positioned to have an impact on business results. • Introduced and presented Train the Trainer sessions to equip leadership teams to drive model behaviors within daily management systems. Provide real-time coaching and feedback with additional written weekly summary of wins and opportunities for improvement, leading to the identification of a Kronos error resulting in a saving of over $100,000.00 in payroll cost. • Created and lead standardized on-boarding programs for hourly employees that improves training efficiency while reducing turnover, improving career path options and improved job performance by utilizing learning management systems (LMS), Degreed and a certification process. • Troubleshoot, coach and provide HR support and day-to-day issue resolution as well as escalated issues while partnering with cross-divisional subject matter experts to create integrated solutions to business problems or issues.

HR for multimillion-dollar manufacturing division with over 5,000 employees nationwide in functional areas FMLA, ADA, EEO/AAP, employee relations, labor relations, guidelines investigations and HR Compliance.• Drove training initiatives for HR programs and HRIS systems such as HRSS (SAP), Cognos/Kronos, SharePoint portal administration and Respectful Workplace, improving HR functions to align with business objectives. • Influenced the decreased of turnover by 30% through the facilitation and implantation of developmental and learning programs (Supervisor Development Program, Plant Manager University, and HR Associate) which improved talent position and retention for today and the future to support rapid business changes. • Identified HR-related risks and opportunity gaps to minimize employment and labor risk. Built supervisor capability, provided data driven insights for strategic work force planning while improving HR Strategies, services and programs to support workforce during downward trends and large-scale turnaround effort.

Managed satellite office team to include daily operations/EEO/affirmative action plans, leveraged direct reports comparative advantage to create value, provided coaching and career development. • Developed recruiting strategy to support our global resourcing needs. Ensure consistent alignment of recruiting strategy and deployment to business objectives• Gathered and analyze information on labor markets, determine short and long-term actions to ensure we have the talent needed while maintaining a 30 day to fill ratio.• Organized strategic recruiting events using various traditional and non-traditional recruiting methods to generate a high-quality pipeline of candidates, create an exceptional onboarding experience and grow company’s brand recognition to become employer of choice

Managed daily human resource functions including talent selection, interviewing, conducting new hire orientation, employee counseling/development and complied weekly payroll for 150+ employees.• Performed skillful evaluations and assessment on talent, utilized targeted selection behavior based interviewing to screen potential candidates. • Grew client relationships to ensure an accurate understanding of the work culture, required skill set and expectations of their open position. • Continuously communicated with supervisors and department heads so they where adequately staffed while penetrating professional positions such as IT and management opportunities.

• Responsible for passenger safety and comfort. • Ensured FAA rules were met prior to each flight and preflight checks where complete • Developed and coordinated union complaint resolution program for Atlanta, Dallas and Macon based flight attendants.