• Manage HR processes and serve on site leadership team for a manufacturing facility of 140 people. • Participate in an organizational restructuring consisting of filling new positions as well as a reduction in force of approximately 10 people, to align headcount with production requirements. • Create a digital cross-training matrix and work with production supervisors to address gaps. • Lead the process of updating the NY employee handbook with new standard policies and procedures. • Manage a service award program and peer-to-peer recognition program. • Create standard work for several HR procedures at both NY sites.

• Managed HR operations for a facility of approximately 150 union and non-union employees.• As a member of the site senior leadership team, responsibilities included being a strategic partner to operations, sales, and engineering, presenting at town hall meetings and at monthly operations reviews with executive team, and reporting out on key people metrics daily. • Worked closely with the union including but not limited to leading union grievances with Director of Operations and attending grievance meetings, processing weekly reporting, managing union dues, and managing job bid process. • Ideated, created, and implemented union MOA with several changes to recruit and retain top talent.• Restructured union machine shop department to have clear distinctions between classifications and developed assessment tools to promote advancement and training. • Created a site engagement committee of 10 union and non-union employees to plan annual picnic, holiday party, and implement monthly peer-to-peer recognition program.

• Provided HR support to two facilities with a total of 300 union and non-union employees.• Responsible for the full cycle recruitment process for approximately 70 union and non-union hires and maintain ATS.• Developed relationship and build trust with the union through weekly meetings with management and grievance committee. • Led a succession planning initiative, created respective development plans, and established plan to close gaps. • Managed through COVID-19 pandemic which included assisting in updating corporate safety policy, performing contact tracing, managing quarantine leaves, implementing social distancing shift changes, and COVID testing.

• Improved HR’s reputation by serving as point of contact for 150 employees to hear employee questions, concerns, and suggestions and follow up in a timely manner. Conducted any applicable investigations regarding these concerns. • Led two separate reductions in force, with site leadership, of approximately 35 employees including selection, termination, and processing applicable severance documents and HRIS changes.• Managed Workers Compensation claims including submitting claims to insurance carrier, completing C-11’s and C-240’s, working with operations to assign modified duty, and updating OSHA log. • Managed through COVID pandemic which included creating corporate safety policy, performing contact tracing, managing quarantine leaves, implementing social distancing shift changes, and COVID testing.

• Responsible for leave of absence management/administration including benefit continuation, return to work, and ADA accommodations. • Submit weekly payroll changes for 300 employees including overseeing time and attendance records, processing pay and job changes, and maintaining accurate records in HRIS.

- Develop and revise pre-work, content, delivery, and reinforcement for 22 leadership development sessions in 6 countries for 360 leaders with 60 facilitators, positively impacting Rich’s leader population for the long-term.- Design Rich’s first ‘New to Leadership’ development program that will equip 100+ new leaders per year with the behaviors and skills required to be great leaders.- Present a ‘New to Leadership’ program design to the CEO and CHRO. Presented in June and September 2018, gaining approval to continue program efforts. - Assist in the overall construction and expansion of Rich University, specifically the infrastructure and design of the College of Leadership Development.

- Maintained a high level of confidentiality while managing applications and coordinating interviews for 50+ applicants that led to the selection of 12 – 15 top talented students. - Developed recruitment strategy applying marketing and communications knowledge to design surveys, website, emails, and releases.- Partnered with several local business owners, alumni, and industry professionals to plan, coordinate, and execute networking and professional development events for 30 + individuals.

Responsible for planning and implementing chapter events, managing a team of four individuals, and recruiting new members. Duties also include budgeting, scheduling, and coordinating efforts with guest speakers. Responsible for developing, updating, and managing our chapter website (see link below).

- Compiled data and conducted analysis on 10 applicant tracking systems and presented findings to partners, leading to adoption of a suggested system, saving approximately 16 hours a month.- Interviewed several candidates and checked references to aid in the talent selection process for a client.- Completed 20 client I-9 file audits to ensure accuracy and completeness.- Researched performance management systems, unemployment benefits, employee and manager friendships/relationships in the workplace, and the Overtime Final Rule to create training presentations.