Primary resource to foster positive employee engagement and human resource practices across the enterprise; set strategy and guide leaders to optimize employee engagement, team development, and organizational effectiveness. Develop and implement policies and processes that strengthens enterprise associate engagement using data and trend analysis and appropriate leadership partnering. Provided strategic and tactical support to team of associate relations consultant and advisors to ensure proper administration of employee dispute resolution process investigations. Strategic partner to operations and HR partners to remain aligned to business goals and performed as a key strategic leader and partner during change transformation.Key Competencies: Lead and execute HR processes and best practices to align HR change initiatives, including recruiting and development, leadership development, performance management, associate engagement and inclusion Employee Relations/Union Avoidance solutions that comply with NLRA Effective communication with all levels of the organization Complex issue investigations Counter Union Organizing Campaign Management—Successful counter campaign 2015 Labor Relations/ Collective Bargaining 1st Chair and grievance administration  Team building and career development Developed policies and process during time of change transformation  Knowledgeable of regulatory and legal provisions applicable to human resources and NLRB Strong strategic decision-making and relationship building Strong communicator and collaborative partner

Business unit partner for production and functional operations--support providing HR guidance aligned to business objectives. Oversight of all aspects of staff performance; performance management, progressive discipline, employee disputes and grievance procedures, workforce planning and succession planning, CBA administration and fostering a collaborative cooperative work environment. Development and implementation of recognition program(s).

Multi-plant HR oversight and accountability. Three HR reports. Responsible to lead cultural change, employee engagement, build internal business partnerships, and provide coaching to develop others. Create a positive employer-employee culture…take affirmative steps to promote and ensure positive employee morale internal and within the community to ensure no need for third-party representation which included assessing and addressing current business practices and policies for effectiveness. Develop and sustain external community relationships to further enhance employee attraction and retain current employees. Employee staffing and placement needs; hourly and salary. Develop and implement HR programs that align with business objectives.

Progressive successful career beginning as a front-line supervisor (1994-1996) growing to various more responsible positions to include leading and managing overall human resources functions and staffing requirements, policies/procedures and joint programs for exempt and non-exempt employees. Employment, benefits and staffing initiatives, safety and operational standard initiatives. Negotiation of local labor CBA’s for hourly and salaried bargaining units. Ensure compliance and education of CBA’s, manage grievance process and sustain open dialogue between labor and management. Managed three direct HR Generalist reports. Dotted line report of medical charge nurse/doctor and security manager. Responsible to drive down cost, improve morale, support and drive Lean Manufacturing initiatives. 2008-2009 Responsible to lead decommissioning – plant closure initiatives.