Added responsibility as HR functional lead for the BCS Americas Region.

• Manages, directs, and coordinates the human resources activities within the Winona Customer Center and Farmington Hills, MI locations• Develops HR strategies and programs that support the attainment of business goals and objectives• Provide coaching and leadership to managers to resolve problems and strengthen management skills• Lead two direct reports, HR Generalist and US Payroll Lead in the Farmington Hills location• Maintain all responsibilities listed under Sr. HR Generalist role

ZF Group sold the Body Control Systems business unit to Luxshare in April 2018. BCS Automotive Interface Solutions is now a standalone organization.• Responsible for the day-to-day human resources activities within the Winona Customer Center• US Benefits Lead - working directly with our benefit vendors to implement, administer, and manage our benefit plans; complete annual ACA audit and reporting; main contact for any benefit needs or questions; benefit appeals committee lead• Develop, implement and interpret Company policies and procedures; assist employees with HR-related questions and concerns; conduct confidential and time-sensitive investigations• Manage the annual performance process, in conjunction with Global Compensation & Benefits; work directly with managers through the Performance Improvement Plan process, as needed• Handle Reductions in Force activities, preparing documentation for legal review, preparing separation agreements, communicating action decisions to impacted individuals, implementing severance agreements• Manage the recruitment process from point need is established through on-boarding of new hire• Handle all leaves of absence, working with employees from point requested to their return to work• Led carve-out implementations as divested from ZF/TRW - US implementation lead of ADP payroll software, Kenexa ATS implementation; set up and trained HR on Sterling One background check and drug screening system and eVerify for all US locations; implemented LinkedIn Recruitment for all US locations.• Temporary Plant HR Manager from January-June 2019 while searching for a full-time replacement• Maintain annual EEOC reporting, including component 2 data, for all US locations• Supervised HR/Payroll Assistant

• Responsible for day-to-day HR functions at a Corporate and Manufacturing facility• Developed, implemented and interpreted Company policies and procedures; assisted employees with HR related questions and concerns, addressed complaints and investigated, as needed• Advised management on employee relations issues, assisted supervisors/managers with the corrective action process• Managed the recruitment process from point need was established through on-boarding of new hire; activities included recruiting candidates, screening and interviewing applicants, creating/extending job offers, pre-employment contingencies and conducting orientation• Administered employee benefit plans; fully comprehend all plans offered, conducted benefits orientations, answered questions, handled enrollments and terminations, and managed the open enrollment process• Handled all FMLA claims, worked with employees from point requested to their return to work, maintained compliance with federal and state regulations• Worked through HR system implementations from start to finish, provided training to employees on system use – assisted with KRONOS Timekeeping, Simplicant ATS and HR Toolbench Performance Management implementations• Assisted with the performance management process, answered employee and management questions on the performance evaluation system and process, provided feedback to management on performance concerns• Participated in Union negotiations and the grievance process• Maintained annual EEOC reporting and compliance with other federal and state regulations

• Managed the staffing process from point need was established through on-boarding of new hire; activities included recruiting candidates, screening and interviewing applicants, and creating and extending job offers- Supported Human Resources, Dan Abraham Healthy Living Center, Foundation House, Legal, Office of Compliance, Cancer Research Center, Planning Services, and Quality departments• Worked directly with hiring managers to ensure policies, guidelines and employment laws were appropriately upheld• Conducted executive searches utilizing the Search Committee process, working with Physicians and Administrators• Assisted HR Service Partners with equity reviews, job descriptions and other issues as they arose; interim HR Service Partner assignment for 2 monthsCommittee Participation: Healthcare Career Fair HR Booth (Chair), HR LEAN Collaboration, Hires Process Group

HR Generalist - Industrial Sector Hydraulics Plant•Led staffing activities for exempt and non-exempt positions from requisition open to close•Implemented Corporate Wellness Initiative and other program roll-outs•Completed annual Affirmative Action Plan and Wage Proposal•Act as a focal contact for employee relations items; assist managers/supervisors with performance improvement and corrective action processes

HR Generalist/Recruiter – Electrical Sector HQ•Member of Electrical Sector’s Leadership Development Program team- Coordinate and assist with all on-campus recruiting events - University of TN Campus Manager- Organized and facilitated second-round interview events. Fall 2009 events resulted in filling 90% of LDP, Intern and Co-op positions for 2010; 100% complete by April 2010- Organized and lead New Hire Orientations- Acting University Relations Manager while current manager on maternity leave•Co-op Program Manager – Managed 4 Co-ops through final rotation and 4 through first•Effectively contribute to Electrical Sector HR Density Analysis project addressing HR resource constraints for the US and Puerto Rico

HR Generalist – Industrial Sector Auto Plant•Assisted in Reduction in Force (RIF) activities- Became SME on NC unemployment; filed all claims for shutdowns and layoffs; maintained contact with Employment Security Commission; assisted other NC facilities with unemployment issues- Maintained layoff records per plant’s RIF policy; communicated stage in process/next steps; conducted severance conversations with affected employees•Created and implemented process for annual job description updates•Created suggestions for updates aligning Occurrence and Vacation policies with company guidelines•Assisted with Short Term Disability reports, Affirmative Action Plan and other HR initiatives

•Assisted Global Services Talent Management dept re-do their University Relations Strategy.-Researched competencies participants in the Information Systems Leadership Program need to develop; verified training/classes were available to address skill gaps.•Researched and created comparison charts of Advanced Education Assistance Programs within the organization; formulated recommendations for the Global Services dept to implement an education program in executive summary format.•Effectively contributed to the HRLP intern team project, beginning the launch process of Merck’s Global Constituency Group (GCG) model, which will be used to promote diversity and create a better work environment for all employees.-Researched and made domestic and international contacts regarding the LGBT GCG within Merck.-Created hypotheses and recommendations in the areas of inclusion, talent management and company branding for the LGBT GCG.-Presented findings and recommendations regarding the GCG research to the HR Leadership Team.

•Researched requirements for Deferred Compensation Unforeseeable Emergency Withdrawals and created requirements for the City of St. Paul to follow when a withdrawal is requested.•Developed application for City of St. Paul to use if an employee needs an Unforeseeable Emergency Withdrawal.