Regional Senior HR Manager for largest Celanese Engineered Materials Manufacturing facility. Support ~600 manufacturing employees across multiple regions (West Virginia, Virginia, South Carolina, and Texas. HRBP supporting ~250 Corporate Function employees located in Wilmington Delaware. Interim Corporate Compensation Specialist supporting integration efforts for the Celanese and DuPont M&M integration. Supporting special projects in labor relations, including contract negotiations in Edmonton CA and Positive Employee Relations Project.

Labor Relations Leader supporting 1800 employee unionized plant. 3 Local unions were ARWI Production & Maintenance, ARWI Clerical & Technical union, and IBEW. HR Responsibility for 300 plus employee maintenance organization.Remote HR Manager 250 employee manufacturing facility in Pontchartrain LA.

HR Manager supporting 250+ employee manufacturing site with two Unions (ICWU and PEA),HR Manager supporting 250+ employee Corporate Function Facilities Services & Real Estate.Lead Bargainer for collective bargaining agreement for 100+ employee union (ICWU). Responsible for oversight of strike contingency plan, labor negotiations strategy and preparation. Provided strategic guidance to Site Leadership on all employment and labor matters including compensation, benefits, disciplinary actions, employee relations, NLRB charges, and arbitrations.Developed and executed Talent management process for Corporate Function and Manufacturing organization.Certified trainer for HRIS system implementation (Workday and ADP) at Heritage Dow locations.

Temporary assignment supporting 1900 employee unionized plant. 3 contract negotiations in two months. Local unions were ARWI production/maintenance, ARWI clerical union, and IBEW. Remotely supported my home two plantsParticipated in contract negotiations for local IBEW (130 employees). Restructured contract to align organization with local employment market and increase sustainability of the business.HR Responsibility for 300 plus employee maintenance organization while HRBP was in contract negotiations.Executed talent selection process with Maintenance Leadership that downsized roughly 20% of Reliability Organization.Partnered with Ethics Hotline to execute people treatment investigations and bring resolution to employee concerns.

HR Business Partner supporting multiple manufacturing sites. Support a 600 employee plant in Parkersburg WV, and 150 employee plant in Cleveland OH.Supported small research lab in Akron OH for 8 months. Responsibility of executing closure of the site from an HR perspective. Partnered with Legal/Compliance to ensure appropriate actions were taken to execute closure.Partnered with Site Leadership to develop strategy that increase long term sustainability for the site, and better aligns the plant with corporate initiatives.Provide leveraged HR support through regional model. Trained Corporate investigator for People Treatment Incidents. Background with Workday and ADP software.Partnered with Talent Acquisition to lead hiring initiatives for hourly and management roles within the organization.Assisted/Coached leaders through performance management and employee relation issues.

Human Resources Intern supporting an 800+ Employee Paper Mill in Western MD. Two unions representing roughly 650 hourly employees. United Steel Workers (USW) and International Brotherhood of Electrical Workers (IBEW).Consulted Foremen (front line supervisors) through the first step grievance answers. Participated in arbitration on behalf of the company. Prepared excel spreadsheet of discipline that was utilized as an exhibit in an arbitration.Partnered with HR manager to develop a strategy for negotiations. Analyzed and consolidated side agreements to further assess their content as we approached the beginning of negotiations. Analyzed inconsistencies in language and developed an approach to consolidate sections within the contract.Developed an Access database that complied side agreements, grievances, and arbitration’s dating back to the 1960’s. Prior to the development of database it was difficult to locate previous grievance answers and provide consistent answers based on our past practices.