Provide executive-level leadership and guidance to the Enterprise with responsibilities for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, to support long-term strategic ensuring adherence to corporate policies and governmental regulations across 26 locations domestically. Strong focus on building and presenting business cases for change, developing SWOT analysis, and negotiating strategies to support organizational initiatives. Create and implement enterprise-wide human resources strategies that facilitate the transformation of HR to a trusted business partner for all departments across the organization. Participate in business planning and strategic direction with executives of each business unit including organizational structure; recruiting and diversity strategies; retention; exit strategies; ramifications of division expansion, reduction or structural change. Balances a professional partnership with functional area management while being accountable to execute day-to-day HR activities as a member of the Corporate Human Resources team. Provide HR leadership and counsel on matters involving people and change/cultural management, including employee relations issues. Direct short and long-term program departmental planning and development which includes but is not limited to resource allocation and budget ownership. Identify best practices for accountability and appropriate reporting metrics that support goals and objectives. Implement and coordinate effective human resource management systems, processes and standards in accordance with business strategies and in accordance with federal, state, local regulatory requirements and the servicing strategy. Lead or sponsor cross-functional projects which address operational excellence processes and exhibit strong integrity and loyalty to corporate vision and core values.

Developed and socialized core initiatives leading the Labor Relation Center of Excellence for the organization across 47 locations in North America supporting non-union and union locations with labor activity, negotiations, handling of fact finding and related hearing of issues, settlement of and/or preparation of grievances for arbitration through the contractually obligated dispute resolution channels with a team of local leaders. Provided advice and counsel to core leadership team on the effective navigation of employee relations and labor relations matters, application of collective bargaining agreement provisions, and grievance handling that proactively addressed operational issues or concerns related to organized employee populations. Serve as the gatekeeper/counsel on all termination cases across North America assisting in building business cases to support final steps and identify process gaps. Other accomplishments included: Developed and executed the company’s labor strategy to ensure alignment across the organization and to understand the external landscape that may influence future unionization state. Created a training program for entry level Labor Specialists and key business leaders to enhance and to build skillsets.  Provided periodic updates to critical stakeholders on updates from NLRB and government legislature that would directly impact collective bargaining.  Supported local HRBPs (Human Resource Business Partner) to determine strategic stance in facilitating the creation of settlement agreements with Labor organizations to include Memorandums of Agreement (MOAs) and all contract updates related to the collective bargaining agreement on behalf of the Company. Operated as that SME (Subject Matter Expert) on project teams relating to issues such as consolidation of functions and reorganization of functions where represented employees were impacted.

Served as the SME (Subject Matter Expert) for Labor across eight locations conducting collective bargaining preparation and negotiations for union locations. Worked with and created individualized action plans for HRBPs to increase labor knowledge base, have an aligned stance on grievance responses where applicable and prepare for the collection bargaining process cycle. Provided advice and counsel to organizational leadership team on the effective navigation of employee relations and labor relations matters, application of collective bargaining agreement provisions and grievance handling that proactively addressed operational issues or concerns related to organized employee populations. Other accomplishments included: Managed and provided support for all facets of Human Resources to include employee and labor relations, employment and recruitment, succession planning, payroll, training, and EEO compliance. Represent the company at all personnel related hearings and investigations and respond to grievances, arbitrations, and mediations.  Served as a liaison with critical stakeholders across all corporate functions sharing business cases for change, developing SWOT analysis of environmental and legislative updates, and partnering to influence policy and decision making based upon observed trends. Created an environment of continuous improvement by leading, coordinating, and facilitating customized training sessions to drive improvements, to analyze trends, and to establish company-wide metrics.  Ensured organization compliance by supplying the narrative as it relates to policy and contract interpretation, staffing initiatives, performance management and workplace ethics; responded to internal and external complaints, administrative proceedings, and settlement conferences with counsel support as warranted.