Meredith Wilson Email & Phone Number

Milwaukee, Wi, Us

Colombes Cedex, Fr

HR Business Partner: Provide value and partnership to the business on all aspects of the employee lifecycle including recruitment, talent development, compensation, performance management and discipline. Collaborate with business leaders on the strategic areas of focus relative to its talent resources. Leader, Mergers & Acquisitions: Support the business in its Merger & Acquisition activities and direct and oversee subject-matter experts assigned to the HR Function. Deliver value to the business through integration readiness assessments, development of integration strategies, completion of target due diligence, and engagement of leaders in post-close integration management. Enable team building, strategy development, and practice development with a strong mix of operational and strategic focus targeting workforce planning, learning and development, talent management, performance management, organizational change, on-boarding, engagement, and total rewards.

Naas, Ie

As an HR Director, I function as a strategic thought partner with executive leaders for central functions including Supply Chain, Quality, EHS, Procurement, Customer Care, Engineering, Commercialization and Continuous Improvement and am responsible for the following activities:Collaborate with senior leadership to understand the organization’s goals and strategy relative to employee engagement and career development, staffing, recruiting, and retention, overall. Plan, lead, develop, coordinate, and implement policies, processes, training, initiatives, and surveys to support human resource compliance and strategy needs to maximize engagement , productivity and talent Administer and oversee human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and engagement; and training and development.Identify staffing and recruiting needs; develop and execute best practices for hiring and talent management.Conduct research and analysis of organizational trends including review of reports and metrics using PowerBI and SAP PeopleSoftMonitor and ensure compliance with federal, state, and local employment laws and regulations, and recommend best practices; review and modify policies and practices to maintain complianceFunction as the HR lead for mergers and acquisitions, including leading implementation teams for newly acquired business targetsLead the labor negotiation strategy for multiple sites located in US and Canada, including preparations for contract bargaining and grievance management

Naas, Ie

At Kerry, we're leading to better! Over the past four decades, our focus on changing lifestyles, the globalization of food tastes and ever-evolving consumer needs has brought us to a market-leading global position. Today we are firmly established as a world leader in the taste and nutrition industry – with operations in 100 sites with 23,000 staff embedded in six continents – all with the same goal: to delight and nourish consumers across the globe with products people enjoy and which contribute to health and well-being.As an HR Business Partner, I collaborated with Business Leaders to (1) Develop people strategies to support business initiatives, (2) Drive consistent application of policies and practices, and (3) Coach leaders on all aspects of talent management. In this role, I am also responsible for leading the HR function for our merger and acquisition activity and leading labor negotiations for our plants who operate under collective bargaining agreements.

Boston, Ma, Us

 Partner with senior executive leaders to advance organizational strategy related to talent, development and performance.  Partner with business to ensure high quality implementation of critical HR operating rhythms such as Session C (executive-level and salaried people review), salary planning and performance management, leveraging GE Center of Excellence resources as needed for function specialization. Responsible for acting as tactical and strategic business partner to identify opportunities and solutions against critical business needs through high-impact human capital strategy execution, including workforce planning, employee engagement and business restructuring initiatives. Collaborate with Sr. Staff and Corporate officers to advance diversity strategy including directing the efforts of GE Lighting’s local Affinity Networks (8 networks including diversity and inclusion cohorts) Responsible for day-to-day HR operations supporting the business with the implementation of talent strategies (Session C, organizational design, change management, and workforce/labor planning) to drive business results and on-going business transformation.

Boston, Ma, Us

 Provide leadership and expertise for the full scope of Human Resource functions including all aspects of professional relations, hourly union relations, employee benefits, compensation, employee involvement, local plant practices, training, organizational change and development, compliance and communications for the site. Responsible for all aspects of employee and union relations: relationship and communication building, grievances, contract interpretation and training. Perform a leadership role in recruiting, selection, performance management and career development Administer HR Programs: HRIS data maintenance; AAP report; worker’s compensation/disability reporting and management; FLSA Reviews; performance management; terminations / Reduction in Force actions Lead annual organization and people review process including: organization strategy, succession planning, manager and employee training. Act as an impartial advocate to ensure that all individuals receive fair and equitable treatment. Develop appropriate human resource plans in support of key business needs in a dynamic, changing environment and develop / implement appropriate change management plans as required. Certified in GE Work Out / Change Acceleration Process (CAP) Strategic Training

Tucson, Az, Us

 Direct and manage all Human Resource functions including recruitment / selection, employee and leadership training and development, performance management / coaching, and policy administration. Drive a performance driven culture to include the assessment of staff and organizational structure, leadership development, and succession planning. Develop organizational development strategy, including the development and delivery of training modules to reinforce leadership objectives, and implement Leadership Academy for high potential employees to reinforce program objectives. Identify business challenges and opportunities and develop solutions through new or improved processes, programs or initiatives. Coordinate and manage all types of employee / performance investigations, including preparation of appropriate discipline / corrective action documentation. Prepare, implement, and oversee all policies and procedures regarding human resources, legal, and safety issues to ensure compliance with State and Federal regulations, including compliance under ADA, FLSA and FMLA. Build trust, credibility, and effective working relationships with all categories of employees to improve management / employee interactions and enhance productivity and safety while adhering to employer’s vision and customer service values. Negotiate and administer Collective Bargaining Agreements. Conduct management and hourly staff performance reviews and establish departmental objectives and goals.

Tucson, Az, Us

 Direct and manage all Human Resource functions including recruitment / selection, employee and leadership training and development, performance management / coaching, and policy administration. Drive a performance driven culture to include the assessment of staff and organizational structure, leadership development, and succession planning. Develop organizational development strategy, including the development and delivery of training modules to reinforce leadership objectives, and implement Leadership Academy for high potential employees to reinforce program objectives. Identify business challenges and opportunities and develop solutions through new or improved processes, programs or initiatives. Coordinate and manage all types of employee / performance investigations, including preparation of appropriate discipline / corrective action documentation. Prepare, implement, and oversee all policies and procedures regarding human resources, legal, and safety issues to ensure compliance with State and Federal regulations, including compliance under ADA, FLSA and FMLA. Build trust, credibility, and effective working relationships with all categories of employees to improve management / employee interactions and enhance productivity and safety while adhering to employer’s vision and customer service values. Negotiate and administer Collective Bargaining Agreements. Conduct management and hourly staff performance reviews and establish departmental objectives and goals.650 Employees covered by IBEW Collective Bargaining Agreements

Provide publicly-traded and privately-held business, manufacturing, healthcare, financial, and hospitality clients with counsel on all aspects of labor, employment and personnel matters from traditional discrimination and harassment issues to occupational safety, union avoidance campaigns, employee privacy, family and medical leave and severance / non-competition and confidentiality agreements. Advise executive management teams on human resource and workplace issues and develop preventive strategies and positive solutions to promote constructive employee relations while minimizing disputes. Conduct Human Resource due diligence analyses for clients engaged in merger and acquisition purchases and advise on issues that could result in employee litigation or work interruption. Function as special counsel to a large manufacturing company on a wide range of human resource and employment law issues such as harassment, wage and hour regulations, age and disability discrimination, FMLA, Wisconsin FMLA, employer privacy issues, worker's compensation, unemployment compensation, plant closures and non-compete/confidentiality agreements. Manage company’s multi-plant Human Resource staff on various projects including implementation of light duty work program, revised vacation/safety/substance abuse policies, and uniform investigatory process. Partner with executive staff and individual plant managers to implement formal termination process and provide counsel on all terminations to reduce employee litigation. Act as company liaison to client’s insurance providers and actively manage pending worker’s compensation claims. Prepare and teach corporate training on human resource topics such as employee accountability, progressive discipline, employee handbooks, sexual harassment, and discrimination. Resolve/litigate business and employment-related claims.

Provide publicly-traded and privately-held business, manufacturing, healthcare, financial, and hospitality clients with counsel on all aspects of labor, employment and personnel matters from traditional discrimination and harassment issues to occupational safety, union avoidance campaigns, employee privacy, family and medical leave and severance / non-competition and confidentiality agreements. Advise executive management teams on human resource and workplace issues and develop preventive strategies and positive solutions to promote constructive employee relations while minimizing disputes. Conduct Human Resource due diligence analyses for clients engaged in merger and acquisition purchases and advise on issues that could result in employee litigation or work interruption. Function as special counsel to a large manufacturing company on a wide range of human resource and employment law issues such as harassment, wage and hour regulations, age and disability discrimination, FMLA, Wisconsin FMLA, employer privacy issues, worker's compensation, unemployment compensation, plant closures and non-compete/confidentiality agreements. Manage company’s multi-plant Human Resource staff on various projects including implementation of light duty work program, revised vacation/safety/substance abuse policies, and uniform investigatory process for the handling of an employee group that filed class-action level disability discrimination claims. Participate in corporate retreats & advise on talent management, conflict resolution, retention of key employees & prepare senior staff on the planning and execution of a reduction in force / plant closing. Prepare and teach corporate training on human resource topics such as employee accountability, progressive discipline, employee handbooks, sexual harassment, and discrimination. Resolve and litigate business and employment-related claims.

Milwaukee, Wi, Us

Provide publicly-traded and privately-held business, manufacturing, healthcare, financial, and hospitality clients with counsel on all aspects of labor, employment and personnel matters from traditional discrimination and harassment issues to occupational safety, union avoidance campaigns, employee privacy, family and medical leave and severance / non-competition and confidentiality agreements. Advise executive management teams on human resource and workplace issues and develop preventive strategies and positive solutions to promote constructive employee relations while minimizing disputes. Conduct Human Resource due diligence analyses for clients engaged in merger and acquisition purchases and advise on issues that could result in employee litigation or work interruption. Function as special counsel to a large manufacturing company on a wide range of human resource and employment law issues such as harassment, wage and hour regulations, age and disability discrimination, FMLA, Wisconsin FMLA, employer privacy issues, worker's compensation, unemployment compensation, plant closures and non-compete/confidentiality agreements.

Atlanta, Ga, Us

Function as internal due diligence coordinator for all corporate acquisitions and participate in transition team responsible for assimilating newly acquired companies into existing corporate culture. Manage outside counsel and multiple operating divisions on all non-insured litigation and claims. Coordinate depositions, pretrial court proceedings, "mock" trials or jury simulations, and trials. Conduct discovery, respond to interrogatories, schedule depositions, and negotiate settlements in US and foreign cases. Advise company officers on the impact of regulatory affairs including issues involving Consumer Product Safety Council ("CPSC"), the National Highway Traffic Safety Administration ("NHTSA"), and Occupational Safety and Health Administration ("OSHA"). Respond to governmental inquiries and investigations regarding potentially hazardous or defective products and participate in Window Covering Manufacturing Association. Draft and review commercial contracts and lease agreements. Review marketing material and product catalogues to minimize false advertisement and litigation claims.

Juris Doctorate, Law

Bachelor'S Degree, English Language And Literature, General

Education record