• Lead the department and team in the areas of HR Operations, Compliance & Employee Relations.• Monitor and ensure compliance with federal, state, and local employment laws, regulations and recommend best practices; review and modify policies and practices to maintain compliance.• Plan, lead, develop, coordinate, and implement policies, processes, training, and initiatives to support the organization's HR compliance and strategy needs.• Serve as subject matter expert across various HR focus areas, such as, equal employment opportunity, anti-discrimination, leave administration, accommodations, employment law.• Serve as the lead HR member on all acquisitions and divestitures.• Lead the design, implementation, and administration of operational processes used to deliver HR programs, policies and projects.• Lead strategy implementation of affirmative action plans and communicate plans to senior and executive management. Oversee OFCCP audit submissions.• Lead the implementation of employee and senior management severance programs.• Serve as leadership member in large scale re-organization efforts and projects.• Develop scalable methodologies and tools to optimize HR operations and streamline core practices.• Oversee employee data management processes to ensure data is secure and maintained consistent with policies and privacy regulations and that required reporting and filings are delivered.• Develop and implement employee relations strategies, policies, and programs that align with the organization's goals and values. Manage HR investigators and oversee all investigations.• Advise and train managers and supervisors on employee relations matters, including performance management, disciplinary actions, and conflict resolution.• Collaborate with legal counsel to ensure compliance with employment laws and regulations and assist with any related legal matters.• Work closely with all HR COEs to gain feedback and ensure understanding of policies and processes.

• Ensure Emergent remains compliant with all equal opportunity, affirmative action, ADA and other related employment laws and regulations, including those specific to federal contractors.• Manage team of HR Generalists, implement continuous improvement efforts and operational improvements. • Collaborate with all HR COE’s on communication and implementation of change management. • Oversee employment contracts for all international employees.• Review and update internal HR related policies, ensuring communication to appropriate stakeholders and employee populations. Manage handbooks across 4 countries. • Support HR risk management associated activities to identify potential risks and make recommendations for mitigation or remediation efforts.• Liaise with internal and external counsel, as well as HRBP team related to management of immigration matters.• Support human resources activities related to M&A due diligence and integration.• Manage accommodation request process across US and Canada. • Collaborate closely with HRIS team, partner on HRIS enhancement efforts to support operations.

- Provide HR Leadership to Lansing Site Operations in the areas of performance management, recruitment, employee relations, talent strategy, compensation analysis and policy interpretation. - Manage HR budget for Lansing operations, exceeding $600k annually. - Lead and manage annual headcount planning process for Lansing site. - Investigate employee complaints/concerns; facilitate resolutions.- Coach employees and supervisors on employee relations issues, providing strategies and procedures relating to employee relations/performance issues- Responsible for site diversity programs such as the affirmative action process and other EEO/OFCCP requests and audits. Prepare annual report for Executive Team.- Lead design and implementation of new enterprise wide wellness platform, in addition lead site wellness committee and plan local activities. - Provide ongoing support for mergers and acquisitions to HR Executive Team.- Serve on project team for the implementation of updated processes for strategy refresh, financial planning, COP and headcount budgeting.- Serve as member of team to develop new resource planning approach. Work with stakeholders to identify and prioritize needs, identify partners to use existing tool or build custom approach. Engage leaders in implementation.- Serve on project team to rewrite and enhance US Employee Handbook.- Lead and implement new safety initiatives within Quality department.- Manage HR Metric report for Site Senior Leaders. - Respond to audit requests and manage SOX compliance.

- Provide multi-disciplinary HR support across multiple countries / sites / teams. - Work in partnership with each HR site head within Biodefense Division in the areas of performance management, training and development, recruitment, site goal setting, process improvement, employee relations & interpretation of policies. - Provide HR leadership to Emergent Global teams including Commercial Operations, Finance and Medical Affairs. - Manage Division wide annual projects including performance management, compensation reviews, goal setting, employment law updates, bonus plans, commission plan reviews, equity analysis, organizational restructuring, employee morale metrics, recognition programs, workplace flexibility programs, - Perform compensation analyses in order to advise line managers regarding promotions and other job changes.- Working closely with HR Site Heads and other HR Professionals, investigate employee complaints/concerns; facilitate resolutions.- Develop and generate HRIS reports – including staffing, headcount, compensation, etc. and provide to Senior Leadership.- Working closely with HR Site Heads and other HR Professionals, responsible for site diversity programs such as the affirmative action process and other EEO/OFCCP requests and audits.

Responsible for managing HR at the NKFM, provide leadership and expertise to the business with respect to the management of employees, ensuring that they utilize their skills to meet current business requirements and providing a means by which additional skills and knowledge can be gained to meet emerging business needs. • Develop and implement strategies, policies, procedures and practices for the management of employees. • Manage and develop performance management framework and performance coaching to enhance NKFM’s performance orientated culture.• Provide specialist ad-hoc advice to enable the consistent management of recruitment and selection, induction, performance management, training and development, rewards, employee relations,OSHA, workers’ compensation and workforce planning.• Provide specialist services to assist in the resolution of interpersonal conflict.• Manage and carry out full life cycle recruiting process.• Maintain compliance with state and federal labor laws and guidelines.• Act as a sounding board for others prior to decisions. Looked upon by others as someone with sound judgment and is a resource for them. • Conduct new hire orientation and complete exit interviews on departing employees.• Provide operational support to the IT department as needed to complete HR related tasks. • Design, develop, and implement workplace wellness initiatives at all NKFM locations.• Provide support and leadership for the NKFM CKD Internship Program. • Assist in planning NKFM staff meetings and other staff parties.• Serve as NKFM HIPAA Compliance officer and work closely with program staff to ensure compliance and implement strategies for future growth.• Manage current employee recognition program and develop news ideas to recognize and engage the NKFM workforce.• Serve as a member of NKFM Space Committee and assist in developing workplace design ideas for current needs and future growth in all NKFM offices.

- Provide human resources leadership in the strategic management of multiple units containing over 500 employees; advise two administrators, one assistant and one recruiter on human resources policies and procedures.- Administer and coordinate the hiring processes and processing of all academic, support, student and temporary personnel actions. - Develop, implement and evaluate compensation structure for 500+ employees with over 50 classifications. Resulting in career progression tracks, decreased turnover and increased employee satisfaction. - Write, execute and revise various policies, procedures and five separate handbooks.- Act as a resource to and resolve complex employee and labor relations issues.- Participate and provide leadership in the development of organizational design and changes.- Coordinate and write quarterly organization assessment activities, analyze data, and summarize findings. Results in training courses, community initiatives and employee satisfaction programs.- Identify training needs, develop and conduct five training programs for 100 managers.- Provide leadership and support in the performance appraisal process and procedures for 400 faculty and staff.- Maintain solid understanding of employment law and act as resource to nine executive managers.

- Provided operational HR support to 500+ FRIB and NSCL employees.- Revamped orientation and onboarding process for support staff, students and academic positions.- Developed process for employees leaving the University that includes exit interviews, position analysis, and continuous improvement concepts. Implemented feedback for improved retention.- Created relocation process and packet information for new employees relocating from the US and international locations, averaging 3 relocations per month. - Developed knowledge of over 200 MSU policies/procedures to act as resource to faculty, staff and students. - Maintained recruitment efforts to fill open positions in a timely manner, averaging 25 open positions per month that were successfully filled.

- Managed and provided vocational support, coaching and career services to over 100 individuals with disabilities and made recommendations for needed interventions and opportunities. - Conducted performance reviews at 30, 60, 90 and annual dates, completing 10 reviews per week.- Completed new hire orientation and assist in 9 different training processes, averaging 64 new hires per month.- Developed and implemented new compensation structure for 1300 manufacturing workers, resulting in increased productivity and retention. - Provided coaching to over 100 team members which led to improved workplace performance. - Act as a liaison and mediator to resolve complex employee/manager issues with 100 direct reports which decreased turnover and increased workplace morale.- Handled all FMLA and ADA for direct reports, including documentation, tracking and accommodations. - Chaired several committees and managed perspective budgets: Asset Building, Morale Boosters, Food Pantry.

- Delivered high quality service to customers and associates by consulting with over 30 Lansing area businesses on their staffing, training, compensation and benefit needs. - Conducted behavioral based interviews on a daily basis, averaging 5 interviews per day. - Developed and retained business by conducting ongoing human resource needs analysis for potential, active and inactive clients. - Coached and counseled over 300 associates to ensure quality performance and job satisfaction.- Implemented 7 custom award programs to recognize high-quality performance of 300+ associates.- Wrote an average of 25 job descriptions weekly and created postings for effective recruiting strategies. - Administered testing and training of 25 applicants per week to evaluate qualifications and placement.- Attended monthly community networking events to develop sales leads and build customer relationships.- Customized ten separate billing procedures tailored to specific client needs. - Conducted cold calls to local organizations to grow business on weekly basis, averaging 4 calls per week. Led on average to one new client per month.

- Interview students in a professional and practical manner.- Provide constructive feedback about style and presentation, in addition to verbal and nonverbal interviewing techniques.- Critique resumes and provide suggestions for improvements. - Help students prepare for job fairs.- Follow up with students about their experience with Career Services to get feedback for improvements. - Assist companies who recruited through CMU with any needs necessary in setting up interviews or contacting students.- Developed question guides specific to job interest to be used by future interviewers.