Rich Brooks Email & Phone Number

Brownwood, TX, US

St Paul, MN, US

Human Resource Manager for a manufacturing plant, overseeing a team consisting of an HR Supervisor and an HR Administrator, supporting approximately 500 employees in Brownwood, TX and 30 employees located over 300 miles away, at another manufacturing facility located outside of Houston, TX.

• Only Human Resource practitioner onsite. Solely responsible for the supervision and administration of all Human Resource and Labor Relations functions, for a manufacturing plant of over 420 employees; 240 of which are.
• Leading a project team working to transition from Kronos to the mySPGI timekeeping system.
• Assisted in VOLT (Versatile Organization to Lead Transformation). A reorganization intended to build the appropriate company structure, to meet the changing needs of customers and markets, reducing hierarchy levels.

Reno, Nevada, US

• Provided operational and human resource related support for the Business Development, Land and Permitting, Legal, Procurement, IT, Technical Services (Engineering and Pump Shop), as well as the Drilling Operations.
• Successfully coached and mentored an HR Analyst, transitioning into a Junior HR Business Partner role, resulting in improved HR coverage, enabling upgraded support for the business.
• Effectively supported all aspects of HR for power plant operations in Nevada, Oregon, Idaho, South Dakota and Hawaii, allowing for less down time, and enabling more consistent energy production and increased.
• Partnered with the Drilling Operations Manager, in interviewing, selecting, and staffing multiple crews, with an increased focus on safety. This resulted in improved culture, safety awareness, and performance, as well.
• Developed and mapped out a relocation process to meet IRS requirements and tax laws, allowing for increased consistency in how relocations are conducted.
• Performed succession planning and career pathing, which clearly identified a career path and the skills / attributes needed for employees to progress. This led to better career development plans, which improved.

San Ramon, CA, US

• Regularly interacted with business leaders and centers of excellence (COE’s), on activities supporting the employee lifecycle – talent acquisition, onboarding, employee relations, employee engagement, performance.
• Regularly attended executive leadership team meetings, advising and counseling leaders on the HR impacts of business decisions. This regular interaction helped build relationships, establish credibility and influence.
• Facilitated and drove the annual talent review / pay determination process, which helped support a culture of high performance, where pay was directly tied to performance. This also led to the identification of high.
• Led and facilitated the biannual personnel development committee meetings, during which succession planning, strategic staffing and career development planning activities were conducted. Key positions and skills were.
• Successfully supported 7 geographically dispersed work groups, spread throughout the United States and Canada.

Arlington, Virginia, US