•Provided HR strategy and leadership to local site, collaborating with site leadership team and people managers to effectively manage labor planning, resolve employee relations concerns, facilitate training sessions, perform compensation analysis, administer payroll and benefits, and perform administrative HR tasks.•Fostered strong cross-functional relationships at all organizational levels and mentored new HR hires following team turnover, ensuring a cohesive, high-performing team.•Collaborated and played an active role in HR projects including development of a new compliance program, including Code of Conduct, Global Policies, Hotline, Training, Disclosures, and Investigations, HR Metrics Dashboard, and US Handbook Standardization.•Proactively identified improvement for HR process optimizations in training, onboarding, candidate experience, and benefit administration, executing with cross-functional teams, and using change management methodologies during deployment.•Counseled site operations leadership on policy and practice changes to meet updated Federal and State labor law regulations to mitigate risk with ADA, FMLA, and FLSA regulations.•Led the Global Culture Committee to enhance collaboration and global alignment in culture and HR strategy, delivering strategic recommendations to executives and conducting global employee surveys to drive actionable insights.

•Led all HR activities for the site including strategic planning, staffing, compensation, retention, benefits, training, succession planning, performance management, employee engagement, diversity and inclusion initiatives, disciplinary actions, and investigations.•Partnered with cross-functional teams including operations, finance, and compensation and benefits to build a compensation review and justification to adjust compensation structure at local site to increase marketability, quality of new hires, and reduction in turnover, resulting in filling all vacant roles in 60 days and reducing annual turnover by 18% in one year.•Certified as a Culture Facilitator to deliver the One Pentair culture shaping training across the US, performing over 30 sessions in 8 states, focusing on the values to build a sustainable, high-performing organization.•Developed and launched a pilot peer-to-peer recognition program to enhance recognition and engagement with an average of 60% annual participation and led roll-out to US locations.

•Demonstrates leadership for the HR function within the branch by utilizing sound judgement when making HR related decisions•Ensures that all federal, state, local laws, collective bargaining agreements and corporate HR-related compliance matters are proactively managed, including but not limited to A.D.A., E.E.O., Affirmative Action Planning, FMLA, Customer Guarantee of Fair Treatment and FAA •Ensures that all items on the HR Audit are maintained•Uses technical HR knowledge in support of organizational learning for the managers, as well as the HR staff members; acts as a contact for the development and implementation of department goals and strategies•Enforces positive employee relations and is a representative (where applicable) in branches with collective bargaining agreements, participate in arbitrations, grievances, and contract negotiations•Coordinates / manages the administration and confidential investigation of all Workers’ Compensation / unemployment issues, Affirmative Action, EEO, Sexual Harassment, Guarantee of Fair Treatment, FAA and other employee relations issues•Coordinates interviews while partnering with branch operations to identify and select the most qualified candidates for open positions; negotiates and finalizes offer letters and employment processes for new hires and promotions •Provides support to the branch GM regarding performance management, career development and overall staffing strategy •Works collaboratively with HR personnel in support of the overall HR strategy; oversees the execution and effectiveness of organizational goals and objective for the discipline•Maintains high quality HR standards as it relates to HR metrics, implementation of policies and procedures•Partners with Loss Prevention Manager for the purpose of protecting company assets including proper investigation and recommendations for appropriate employment actions

Analyzes HR data and takes appropriate action to achieve desired business resultsEnsures that all items on the HR Audit are maintainedCoordinates / manages the administration and confidential investigation of all Workers' Compensation / unemployment issues, Affirmative Action, EEO, Sexual Harassment, Guarantee of Fair Treatment, FAA and other employee relations issuesProactively consults with associates, identifies business issues, effectively resolves problems at branch operations, maintains confidentiality with a high level of integrityCoordinates interviews while partnering with branch operations to identify and select the most qualified candidates for open positions; negotiates and finalizes offer letters and employment processes for new hires and promotionsPerforms all recruiting duties within the guidelines of company policy and government regulations such as EEOC compliance and Affirmative Action Plans; makes appropriate application of all company and local policiesCoordinates orientation efforts and assists in the training of MIT, Brand, and OJT within the branchPerforms general administrative functions including but not limited to employee file maintenance and legal compliance logsPromotes positive union relation and application of CBA

Provides IT, Technology, Engineering, Accounting, Administrative, Call Center, Human Resources, Technical and Manufacturing staffing solutions.Onsite Program Manager, 2009 to PresentPromoted to perform temporary staffing management duties including recruitment, on boarding, training, performance coaching, and maintaining HR records. Assisted in employee expectation policy development, conducted harassment investigations, created employee recognition program and collaborated with supervisors and management team to delivery staffing solutions to meet time sensitive demands.Key Results:Repaired broken relationship with 3M Cumberland management team through close communication, defining and achieving realistic expectations and providing continuous feedback during hiring process. Maintained an average cycle time of 9.5 days for on boarding process of temporary employees for 2010, while sustaining an on time delivery of 97%Collaborated with 3M Organizational Development and Training Department to develop on boarding and online training program for Volt contingent employees.Assisted 3M Human Resources to develop a detailed expectations policy surrounding attendance, productivity, quality, safety and business conduct to provide accurate feedback regarding performance expectations.Developed interview training program to enhance Volt employee interviewing skills to succeed in client interviews, and increased conversions from 11 hires from June 2007 - August 2010 to 30 hires

Provided RPO services to 3M Talent Acquisition from pre-offer to on boarding. Created and delivered offer letters to 3M non-production candidates, coordinated and monitored results of background investigations, pre-employment physicals and drug screenings, and confidentiality agreement reviews, conducted local professional sales assessments, coordinated remote professional sales assessment with national staffing agency offices, coordinate new employee orientation, and maintain HR records.