Lead the development and execution of HR strategies that support business goals, enhance employee engagement and align with the Cooperative’s overall mission and vision.Serve as a trusted advisor to the President & CEO, executive leadership team, and department heads on all HR-related matters, including talent management, organizational design, employee relations and leadership development.Drive organizational change initiatives to foster a culture of high performance, collaboration and innovation.Partner with senior leadership to implement strategies for attracting, retaining and developing top talent.

Responsible for the complete design, implementation and management of the human resource, environmental and safety functions for facilities in four states (KY, OH, TN, IN) with a staff of eight for manufacturing, production, transportation and construction operations. Additionally, oversaw the majority of IT and administrative services.Created organizational charts, formalized job titles, wrote job descriptions, reviewed and adjusted wage and benefit packages and modified existing accounting software to support organizational changes.Established record-keeping processes for benefit plan participation such as insurance and pension plan, personnel transactions such as hires, promotions, transfers, performance reviews, and terminations, and employee statistics for government reporting.Implemented policies which are consistent with current safety, environmental and human resource practices and instituted metrics to track progress. Responsible for the selection and administration of employee 401k program; recommended changes in benefits offered to increase employee satisfaction and retention; made recommendations for controlling costs for self-insured health care program. Established safety and environmental programs including, but not limited to: OSHA training (basic, 10 and 30 hour), facility safety plans, mock OSHA inspections, safety blitz, rigging training, MHE training, new hire orientation training, Gemba walks, incident investigations, monthly reviews of safety and environmental issues, etc.

Responsible for the design, implementation and management of the human resource function for the largest civil contractor in the state of Alaska, consisting of 7 operating companies (QAP, AggPro, Exclusive Paving, University Redi-mix, Emulsion Products, SECON and Pacific Asphalt Products (currently closed)), including transportation, manufacturing, production, aggregate mining and construction operations.Provided the group with current human resource practices and compliance through the development and implementation of policies and procedures, application and hiring processes, online management resources (internet/ intranet), training and development programs, succession management program, etc., to standardize the human resource function across the 7 operating companies.Completed a total HRIS system conversion which required changes in organizational design including, but not limited to: structured job titles, job descriptions, wage and benefit review, salary banding, bonus reviews. Managed 27 union contracts (Teamsters, Laborers, Operating Engineers, Piledrivers); represented management in negotiating collective bargaining agreements, mediation, and arbitration proceedings; drafted proposed contract language to protect company interests and strengthen the employer-employee relationship during contract negotiations; monitored pension liability.Responsible for selection and administration of employee health and welfare plans; informed management of benefits by studying and assessing benefit needs and trends; obtained and evaluated benefit contract bids; awarded benefit contracts.

Monitored human resource functions for Union and non-Union facilities throughout 6 divisions in six states (IN, AL, KY, TN, OH, IL) for ~2600 employees, including HRIS maintenance, employee files, records, etc., with ‘dotted-line’ responsibility over five Human Resource Managers, Payroll/ Benefits Manager and support staff for transportation, manufacturing and construction operations.Responsible for the design, implementation and monitoring of an aggressive succession management program, including but not limited to: organizational charts, job titling, job descriptions, employee evaluations, performance appraisals, internal job postings, career pathing, salary banding, etc.Developed, conducted and monitored training programs for exempt, non-exempt and hourly personnel designed to bring employees into compliance with various regulatory agencies and to bring the management team up-to-date with current management practices, as well as overseeing and coordinating training from various third-party contractors.Created and wrote company documents which were lacking or missing entirely, including but not limited to: Policy and Procedure Manual, Employee Handbook, Company Work Rules, etc. Communicated company news, policy and procedural changes and general information to employees via company memos and email, training sessions, periodic departmental meetings and a company newsletter.

Managed daily human resource functions for RMC-CEMEX in GA (corporate headquarters, 4 block plants, 22 readymix plants, 7 building material locations and 4 maintenance shops) for ~600 employees, including HRIS maintenance, employee files, records, etc., with a staff of five for transportation, manufacturing, production, retail and construction operations.Investigated and responded to regulatory agencies (EEOC, DOT, EPA, DOL) and employee concerns and/ or complaints in a timely and appropriate manner, as well as serving as an advisor and resource to management for coaching/ counseling, disciplinary actions, progressive management, procedural issues, etc.Developed, monitored and supervised the implementation of training programs for exempt, non-exempt and hourly personnel for the Mid-Atlantic Region (~1600 employees in GA, NC, SC).Responsible for writing and implementing policies and procedures, rules and regulations, internal/ external memoranda, legal responses to various agencies, as well as other documentation for the Human Resource department.

Responsible for all HR functions within Unit 68 (North Atlanta Industrial): interviewing, hiring, orientation, training, counseling, terminations, benefits, paperwork, employee files, payroll, etc, focusing on transportation, manufacturing and equipment operators.Responsible for developing and maintaining several areas of Atlanta, including: Downtown, Midtown, Buckhead, various regions within the Chattahoochee area. Maintained and developed good relations between Randstad Staffing Services and ~600 local area businesses.Coordinated and maintained work schedules for 200+ employees on a weekly basis.

Assisted with all general HR issues.Responsible for overseeing all training, record keeping, and compliance (OSHA, DOT, EPA, state, local) taking place within the Crossville facility, as well as 32 satellite facilities consisting of manufacturing, assembly, foundry and distribution facilities.Responsible for handling all Worker’s Compensation issues including: initial report of injury, incident investigation, record keeping, maintaining relations between injured employee and attending physician, and managing ‘light duty’ and ‘lost time’ incidents.Chairman of the ILA Safety Committee, Chairman of the Supervisor’s Committee, a member of the Rockwell Steer Committee for Ergonomics and an active participant in Dodge Leadership School, Win team and various Safety/ Environmental programs.Designed and implemented various manuals and programs, including: “Contingency Plans and Emergency Procedures,” “Policies and Procedures,” the Five Minute Safety Warm-up program, the New Hire Orientation program, and the Five Minute Training program.

Assisted with all general HR issues and duties.Responsible for overseeing all physical training occurring within Lowe’s RDC Experienced in planning and executing training programs for both hourly associates as well as members of management.Designed and implemented several training programs in order to increase the facility’s overall productivity, including: New Hire Orientation program, Loader Training program, Bulk Load Training program, Inventory Training program, etc. Participated in a number of work-related organizations, including: Lowe’s First Response Team, Ranger Raymond Events Planning Committee, the HR volleyball team, and acted in an advisory capacity for all meetings which dealt with changes in policy or procedure.