Senior professional employing experience and talents in human resources and labor relations to organizations as an Independent Contractor.

Managed financial, operations, marketing, performance and risk-management activities for this non-profit pregnancy resource organization, comprised of a medical center and a separate education and resource center, with a significant operating budget, 4 full-time paid staff, and 20 volunteers.

Applied diverse skills and experience as the top Human Resources professional to transition a division into a newly formed company with revenue approaching $180M. I supported multiple plants in three business units that perform manufacturing, and metal processing of stainless steel and aluminum coils, plates and sheet..

Corporate labor and employee relations in US and Canada for 10 manufacturing plants with over 5000 union employees and 30 service branches with over 700 union employees. Last six negotiations, led the preparation for bargaining activities, including contract costing, development of bargaining priorities, strike planning, strike issues and local/corporate authorization. Advised on administration of labor agreements, grievance processing, pre-arbitration review, arbitration, and other various projects• Achieved key negotiations objectives and net cost savings over $12M in last six negotiations with no work stoppages and within economic limits. Utilized zero based cost approach.• Trained 17 HR professionals in bargaining preparation activities and labor costing model to identify, and to gain approval of bargaining authority objectives, limits, and strike issues.• Trained several hundred frontline supervisors and managers in pre-vote communications which enabled them to “sell” the contracts despite strong union leadership opposition. • Identified $24M potential union pension withdrawal liability associated with branch divesture & additional $22M liability for remaining union branches. • Reduced alleged liability by over $82,000 and $86,000 in two union audits.• Analyzed and developed strategy to mitigate financial risk in sale/closure of 25 union branches. • Reduced number of labor contracts by 50% and retained bargaining rights by modifying other contracts. • Managed over 90 collective bargaining agreements in service & installation operations identifying potential labor relations risks and enabling strategy deployment.• Participated in strategy, communication, and execution of two union plant closures. • Developed positive employee relations strategy involving staffing, onboarding, communications and rewards. • Led Employee Engagement Survey process and achieved 90% participation and action plan completion goals. Received Chairman’s award.

Responsible for 24 branch sales, service and installation operations with approximately 900 union and non-union employees, managing three HR generalists and payroll/HRMS staff of three in Hussmann's Central Region, which included Canada.• Drove key Talent Management processes including Organizational Leadership Review (OLR) and succession planning, new manager assimilations and performance management system which improved global management bench strength.• Refined and implemented hourly service technician Skill & Ability Pay system in non-union operations that resolved pay disparities and connected compensation to performance appraisals. • Trained thirty managers in front-line leadership skills and positive corrective action. Provided ongoing coaching Utilized positive employee relations, employee opinion surveys and LEAN/Six Sigma principles as operational improvement tools.• Successful in defeating three union organizing attempts.

Newly created human resources generalist for growing business unit formed as Security & Safety Solutions which had $110M in revenue and 400 employees.• Integrated key processes between 3 organizations including Organization Leadership Review Performance Management and Benefit Platforms.• Contributed to due-diligence and integration activities of 2003 acquisition.• Recruited and hired software engineering staff within 4 months to support 25% staff increase

Responsible for 15 sales, union and non-union service and installation branches with almost 1000 employees in Hussmann's Eastern Region.• Recruited and supervised two HR professionals who were subsequently promoted.• Integrated strategic acquisitions that doubled the Company's service and installation market share.• Managed ORACLE HRMS implementation for branch operations• Implemented Ingersoll Rand health and welfare benefits to standardize benefits platforms.• Selected for Sector Operational Excellence team. Established common policies/procedures on HR Toolkit.

Sole HR professional responsible for staffing and organizational design and development for IR Hussmann's new manufacturing facility of over 400 non-union employees.• Engaged in heavy emphasis on hourly and salaried talent acquisition.• Provided direction and guidance on policies, procedures, work practices, investigations and dispute resolution, which fostered constructive work environment. • Significantly reduced turnover by consolidating temporary staffing agencies and converting more to permanent employment. This reduced worker’s compensation expenses through safety awareness and increased quality.• Developed selection process and skills training for first-line managers and supervisors.• Successfully brought to conclusion an eight-month drug investigation and related follow-up legal actions and employee training.

Cooper Automotive Division: Provided HR support for division office, three sales organizations and engineering facility.• Performed performance appraisal and interpersonal skill training for 200+ supervisors, managers and salaried employees.• Coordinated salaried reduction in force and division office closure with no resulting administrative charges or lawsuits

Cooper Energy Services Division: Managed labor relations for union multi-plant site that manufactured oil and natural gas compression products which had one main labor agreement and two supplemental labor agreements with over 600 union employees.• Managed approximately 50 grievances per year including arbitrations.• Negotiated new four year agreements with IAM and Teamsters.• Negotiated flexible job classifications.• Revived State Approved Apprenticeship program for Machinists.

Cooper Oil Tool Division: Provided human resources support for non-union valve manufacturing plant of 250 salaried and hourly employees, including plant safety, performance management, positive employee relations activities.

Cooper Power Tools Division: Provided human resources support for non-union air tool manufacturing plant of 150 salaried and hourly employees, including plant safety, performance management, positive employee relations activities.

Managed talent acquisition and talent management for three Corporate Management Development Programs for Manufacturing, Employee Relations and Engineering Design that had over 70 participants in various rotational, functional, developmental assignments at different manufacturing plants.

Three one-year rotational developmental assignments in a union plant (Mt. Vernon OH) and a non-union plant (Statesboro GA), and at corporate headquarters (Houston TX). One of three people initially selected in this pilot management development program for Employee Relations.