• Responsible for day to day service delivery for client environment, Providing HR support for approx. 1000 employees US and international. Customer base is union and non-union. Core responsibilities include:• Managing a team of 2 US HR Managers and 1 international HR Manager.• Coaching C-suite and motivating employee through engagement activities, administering and approving employee investigations, succession planning, interpreting policy and revising rewards and recognition policy on-account.• Leading Compensation for account including annual merit and bonus planning for team of approx. 800 employees. Establishing time lines for process, along with establishing guidelines for compensation planning. Working with accounting on accrual payment of bonuses, severance and miscellaneous payment. Conducting Wage and Hour Q&A sessions.• Analytics – developing client ready presentation on employee data. Headcount analytics, providing specialized employee reports for payroll utilizing advanced Excel and Access skills. Conducting job analysis/benchmarking to determine compensation rate increases.• Responsible for managing all H-1B VISA issue on the account.

• Responsible for day to day service delivery for multi-client environments, ensuring request are processed accurately and within specifics SLA’s. Core responsibilities include:• People Management - Managing a team of 7 onshore and 5 offshore colleagues ensuring successful delivery of Leave of Absence Benefit Payroll Client Services. Managing Worker’s Compensation, Military, Adoption, Paternity and Maternity Leaves.• Domain Knowledge – Standardizing processes and implementing ideas to improve the service delivery model. Understanding a defect and driving to the route cause to define a successfully solution for multiple clients.• Operations Management - Handling service escalations and communicating effectively to the client and internal partner’s analysis and resolution. Ensuring ongoing maintenance of policies, procedures and processes are accurately documented.

• Responsible for the delivery and transition of HR Operations initiatives into SBS HR service delivery model including: • Project manager/change manager responsible for global employee movement processes which include facilitating the development of the Global HR Shared Services Delivery Model including designing the support model for Tier 1 though Tier 3 support, ensuring PeopleSoft and SAP system readiness, preparing internal trainings and communications, participating in UAT script development and testing systems, SOP’s as well as generating and maintaining knowledge articles. Establishing end to end processes globally.• Oversight and design/redesign of employee movement processes and transactions as they relate to Labor Relations, Benefits including employee leaves, Compensation Planning and International Assignments.• Successfully partnering with HR Leadership and IT to ensure delivery of HR programs including organization readiness programs, Leave administration/accommodation programs and Global employee moves.

Currently approved to teach the following HR courses as a lead instructor: Employee Development, Human Capital Development, Organizational Leadership, Transformational Leadership, Human Capital Development, and Ethics.

Managed day to day needs of 300+ sales employees including but not limited to recruiting, exit interviews, PIP’s, terminations, workforce assessments, new hire orientation and investigations. Responsible for ensuring consistant administration of FMLA, STD, and workers compensation including consolidation of payment. Responsible for all benefit casecades, all unemployment hearing, investigations

• Reviewed, investigated and approved all salaried disciplines for (approx. 800 employees) 4 assembly plants and 11 parts distribution facilities to ensure consistency and equitable practices throughout the Company.• Operated as the sole authority for critical personnel business decisions of senior and front line management: HR policies, benefit deviation approvals, discipline and discharge incidents, performance management issues, staffing and reductions in staff. Preparing documents for seperation including WARN notices.• Reviewed and approved all responses to Governmental agencies including EEOC and AAP responses.• Served as a liaison for administrative changes in salary work rules that resulted in workforce reductions and closure of 2 Assembly plants. This included voluntary separation programs, employee transfers and early retirement packages.