● Create and Manage HR department for a start-up company, including creating policies, procedures, dress code and employee handbook.● Manage all HR and Employment activities including hiring, training, ERISA/benefits, EEOC, compensation and performance review. ● Develop progressive employee discipline program. ● Create and present training to all employees.

Oversee administration of hiring, training, ERISA/benefits, EEOC, compensation, job classification, performance review, internal job posting programs, workers' compensation, safety, and DOT drug and alcohol testing. Conduct investigations into matters including employee discipline, discharge and administrative matters and provide recommendations including progressive discipline. Provide preventative training and compliance counseling involving labor, employment, environmental, recruiting, hiring, discipline, termination, harassment, health and safety matters and union avoidance. Key participant in the ground-up development of a new Human Resources Management structure for Wal-Mart Corporation. Developed the HR strategy for the central Iowa region representing over 4,000 employees across multiple locations.Develop Labor Relations strategy and lead negotiations (Company first chair) with various Unions, including the United Auto Workers (UAW) Teamsters (IBT), International Association of Machinists (IAM&AW), United Transportation Union (UTU), Brotherhood of Locomotive Engineers (BLE), Transportation Communications Union (TCU) and others. Responsible for day-to-day Labor Relations functions for various companies.Respond to union representation campaigns and elections (RC Petitions) on behalf of the Company, and develop and administer aggressive union avoidance campaign. Investigate and respond to Unfair Labor Practices filed with the National Labor Relations Board (NLRB). Represent the Company in NLRB hearings.Investigate and respond to complaints filed with the Equal Employment Opportunity Commission (EEOC). Represent the company before the EEOC.Develop and implement contingency plan (Workforce Replacement) for continuation of business during work stoppage, strike or lockout.

● Counseled Senior Management on all Labor and Employment issues. ● Oversaw all Human Resources matters for twelve subsidiary companies.● Drafted and reviewed contracts, severance agreements and other documents. ● Developed strategic plan, prepared for and led Labor Relations contract negotiations for multiple contracts between the Company and international unions including IAM, UTU, BLE, IBT, TCU etc. ● Represented the company during arbitration, mediation, investigations and administrative hearings including National Railroad Adjustment Board, National Mediation Board and Public Law Boards. ● Develop, led and participated in third party avoidance campaigns for non-union facilities. ● Advise the Company and employees on employment and benefits issues including discipline, discharge, hiring, reductions in force, medical leave, and compliance with state and federal laws and regulations including FMLA and ADA. ● Oversaw administration of hiring, training, ERISA/benefits, EEOC, compensation, job classification, performance review, internal job posting programs, workers' compensation, safety, and DOT drug and alcohol testing.● Conducted investigations into matters including employee discipline, discharge and administrative matters and provided recommendations including progressive discipline.● Trained managers on labor, employment, environmental, health and safety matters. ● Developed strategic plan, drafted proposed contract language and led negotiation team in over ten different contract negotiations with various unions.● Negotiated settlement of claims saving over $1,000,000.00 annually for the company.● Implemented corporate-wide internal job position opportunity program. ● Developed new Program of Insurance Benefits for hourly employees.