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Click here or scroll down to respond to this candidateClassied as PublicTRINA MARIE ONOFREY, MBA, PHR5415 Huntsman Drive White Lake, MI 48383 PHONE NUMBER AVAILABLE EMAIL AVAILABLE Talent Summary, Director/VP Human ResourcesExperienced HR Business Partner offering more than 15-years of experience distinguished through operational achievement, financial responsibility and delivering human capital needs. Strong partnerships throughout business as a key advisor to leaders and employees driving KPIs.Strategic Planner related to people resources, facilitating change management initiatives, proactive approach to problem solving, and daily point of contact for business leaders.Strong Leadership Experience of HR teams (30+). Skilled coach in union and non-union environments related to the delivery of employee handbooks, investigations, corrective action, terminations, in-house global training programs, succession development, employee recruitment and retention, contract negotiations and legal compliance. HR SKILLSPROFESSIONAL EXPERIENCEANTOLINAutomotive SupplierRegional Director, Vice President Board of Directors, HR, Auburn Hills, MI 2022-2024 Executive leadership team member for North America responsible for the Human Resources function. Direct reports of 7 with indirect total of 34 team members. Direct reporting to the CHRO located in Burgos, Spain. Strong focus on change management, organizational structure/design, performance management, payroll, benefits, recruitment, compensation and benefits, employee engagement and health/safety initiatives.Responsibilities/Key Achievements:Lead, mentor, develop and support a team of Industrial Plant HR Professionals emphasizing the companys mission, vision, values through strategic HR implementations.Directed the transition of using three (3) payroll systems into ADP GlobalView to reduce costs and create easier reporting function for Financial Reports.Reduction of benefits costs by 20% in 2023. Presented leadership team with $10 million (20%) in savings for 2024 benefits plan including consolidation of plans and consumer driven approach (HSA).Review monthly KPI performance indicators with HR team and Corporate HQ. Held team accountable for action plans associated with high turnover, absenteeism, health/safety, and labor costs.Deployed HR policies, processes, rules/regulations for region with focus on standardization.Manage budget processes, costs associated with legal claims, healthcare (self-insured), manpower and restructuring efforts.Oversee, manage and consult on complex employee relations and legal claims. Direct Union negotiations at three locations from start to finish.Lead and support HR transformation and digitization efforts for best practice implementation with focus on operational efficiency.Advisor to leadership on all HR matters. Execution of succession planning activities.Merger and acquisition activities and due diligence. Plant closure negotiations. Change LeadershipPerformance ManagementSkilled InvestigatorFMLA/ADA/EEO/WCCompensation StrategySuccession Development9-Box Calibration FacilitatorTalent Acquisition / RetentionPositive Employee RelationsUnion and Non-Union LeadershipBenefits AdministrationEmployee Handbook DevelopmentGlobal Recruitment/RelocationOrientation & On-BoardingTraining & DevelopmentDriving Positive CultureOrganizational DesignHR Policies & ProceduresClassied as PublicTrina Marie Onofrey Phone: PHONE NUMBER AVAILABLE Page ! 2 ROUSH, LLCAutomotive SupplierDirector, Human Resources and Talent Management, Livonia, MI 2022-2022 A member of the top twenty (20) leadership team focused on employee engagement strategy, expansion of operations and HR team development. Facilitation of Talent Management process using SuccessFactors including Succession Planning, Emerging Leaders Program, and training initiatives. Lead a team of six (6) HRBPs, HR Analyst, and Learning and Development Specialist with weekly staff meetings and one-on-one coaching. Handbook development and rollout scheduled for 2023. Responsibilities/Key Achievements:Roll-out of KPI metrics reporting spreadsheet; training the HRBPs for weekly metrics and turnover action plans holding the business team accountable for voluntary turnover and mitigation strategies.Automation of New Hire Onboarding process including a Manager Roadmap sent pre-hire, Day 1, Week 1, Day 30, Day 60, Day 90 for all new employees.Rollout of mandatory Zero Tolerance Awareness Training for all employees.Increased Leadership 101 training class attendance by organization People Leaders from 11% in 2021 to currently more than 40% within 6 months.Weekly/Monthly visits (with Operational GEMBA walks) to all locations within the Company footprint.Standardizing processes and policies including overtime approvals, reasonable suspicion (drug and alcohol, reasonable accommodations requests, COVID vaccination exemptions, performance improvement plans, investigation tracking and proper documentation.Union-Free focus related to employee survey and engagement activities as a response to building an open door culture for all employees.YANFENG AUTOMOTIVE INTERIORS (YFAI)Automotive Industry Global supplier for automotive interiors. Senior Human Resources Business Partner, Novi, MI 2015-2021 Senior Human Resources Manager, Novi, MIRegional HR Manager, Plymouth, MIA strategic business partner with the leadership team focused on employee engagement strategy, expansion of operations and HR team development. Manager of Talent Acquisition, Performance Management, and Immigration teams. As a Regional Manager, lead an HR Operations Team of up to 27(Direct/Indirect) with weekly staff meetings and one-on-one coaching. Implementation and training of annual review process, merit planning, and facilitator of succession development plans for the region. Handbook development and rollout; change agent for new hire orientation process for salary and hourly professionals. Worked with cross functional team related to new system development and implementation for Ethics Hotline calls and communication plans for a North America rollout. Responsibilities/Key Achievements:Author of grant application through the State of Michigan which resulted in the second highest grant awarded in the state ($499,200) for training activities related to launch at Highland Park.Facilitator of launch activities at Highland Park, Harrison Township, and Romulus in 2020-2021 due to business growth. Strategic oversight of recruitment, community outreach, and branding targeting the hiring of more than 3,000 employees.Investigations for Operations Ethics Hotline calls and performed high level investigations for corporate(global). Looked at as a subject matter expert in facilitating thorough investigations, employee interviews, documentation, closure, and action plans (with follow-up) as needed with confidentiality and objectivity. Results focused on producing the least risk to the Company.Managerial responsibility for the Talent Acquisition, Performance Management and Immigration teams related to meeting KPIs, budget, and headcount functions (2019).Design and executed automated exit interview process for standardization across all North America.Rollout of Dual Career Path Engineering program in North America in compliance with global Engineering for careers targeted at SMTEs with products such as Door Panels and Instrument Panels and customer facing roles (FCA, GM, Tesla, VW, Ford). Classied as PublicTrina Marie Onofrey Phone: PHONE NUMBER AVAILABLE Page ! 3Organizational restructuring in partnership with Executive Director of Engineering and Global Vice President of Procurement. Facilitated calibrations identifying low performers and then executing terminations for low performers as part of a Reduction-in-Force. (2018 & 2019)Identified HiPos and developed actions plans for career growth, retention and development.Comprehensive Succession Planning resulting in action plan development and implementation for identified leaders. Quarterly talent review.HR Project Lead for expansion of YFAI in Fountain Inn, SC and Belvidere, IL. Met all project deliverables related to human capital management including recruiting (salary and hourly), data management, analysis of turnover and absenteeism, compensation and benefits, employee handbook author, training coordination among various plants, and engagement activities to build the YFAI brand in the new locations. (2016 & 2017)Responsible for North America Ethics Hotline investigations (for Operations)Assisted contract negotiations (national and regional) resulting in $1.5-million savings (2016-2017). Partnered with Labor Director for union free campaign strategy in Belvidere, IL. FIAT CHRYSLER AUTOMOBILES (FCA)Automotive Industry Seventh largest automaker in the world for passenger cars and light commercial vehicles. Human Resources Business Partner, Auburn Hills, MI 2014 - 2015 A strategic business partner with the executive leadership team for Engineering (Durability and Sciences). Evaluation of organizational structure, realignment, and implementation including communication. Recruitment at all levels within engineering organization. Succession planning and action plans for individual development and strategic purpose. Facilitator of annual calibration process based on employee assessments, follow-up with Performance Improvement Plans, and separations of employment. Monitor turnover with action plan development. Participation in WCM Activity Board reviews. Management of employee relations issues for salary staff and partner with Labor Relations for Salary Bargaining Unit employees including contract interpretation, grievance process, and negotiation process. Administrator of issuing VISA renewals and process for starting Green Cards. Responsibilities/Key Achievements:Rollout of Technical Specialist/Fellow program for careers targeted at subject matter experts in fields such as Aerothermal, NVH, Safety (Impact Testing), Virtual Tools, and Durability.Twenty-two (22) Performance Improvement Plans initiated from 2014 performance. 65% of the 22 PIPs resulted in retirement, resignation or termination removing low performers from group.Comprehensive Succession Planning for Product Engineering team. Action plan development and implementation for identified leaders.Analysis of FCA sponsorship of Green Cards and impact to budget. Presented to VP Board with suggestions to reduce costs associated with hiring overseas candidates.Roll out of GEMBA walks to further visual presence by management and HR. Tracking and follow-up. MERITOR, Inc.Automotive Industry - Delivers advanced solutions for commercial and industrial vehicles globally. Human Resources Supervisor, Florence (KY), Hebron (KY), Frankfort (KY) 2009 - 2014 A strategic business partner with the plant leadership. Evaluates the state of human resources in the plant, identify opportunities for improvement, develop and execute a strategic vision for the HR function focused on supporting the achievement of both functional and plant key performance objectives. Drives employee engagement to maximize safety, manufacturing, quality and customer service goal attainment. Ensure compliance with regulatory activities such as EEO, AAP, OSHA / Safety, Worker's Compensation, Unemployment, FMLA and FLSA. Coordinate and enforce HR policies, processes, systems and reporting activities. Effectively manage employee relations issues. Coach and counsel managers and supervisors in the plant regarding employee and labor relations issues in order to enable them to address employee issues at the floor level. Ensure consistent delivery of benefit programs in partnership with the corporate benefits department. Support the staffing process including sourcing, interviewing, testing, job offers and new employee orientation. Measure plant staffing effectiveness including turnover analysis and action planning. Coordinate facility recognition and morale building events. Responsibilities/Key Achievements:Reduced turnover (>10%) through employment engagement programs. (Frankfort, 2013) Classied as PublicTrina Marie Onofrey Phone: PHONE NUMBER AVAILABLE Page ! 4Redesign of wage structure to pay-for-performance based on annual reviews reducing labor costs by>$800K to 2019. (Frankfort, 2013)Introduced temp-to-hire program reducing turnover by 55% in three years. (Florence/Hebron)Annual employee handbook writer and designer. (2009 - 2013)Implemented five-year wage structure reducing labor costs by $250K. (Florence/Hebron)Implemented new attendance policy facility-wide (Florence/Hebron, 2009).Achieved Most Improved Facility for Meritor in 2010, 2ND Place Overall in 2011, and 2nd Place Overall in 2012 during annual Employee Relations Audit.Partner for the successful launch of the Meritor Performance System (MPS) resulting in more than$300K savings in 2011.Managed the centralization of leave of absences to Corporate Headquarters. Continue to act as the company subject matter expert for the administration of the FMLA.Fostered a customer-service mentality within the department encouraging the HR team to do daily walk-throughs of the facility and act as an employee advocate related to employee relations issues, benefits, policy development and recognition.Introduced first formal performance review program for hourly workforce. Revised hourly performance review to align with best practices and company goals. COMAIR AIRLINES Erlanger, KYRegional airline service provider for Delta Airlines. Manage the day-to-day administration of three collective bargaining agreements as well as preparations for contract negotiations. Administer all aspects of disciplinary action, including voluntary and involuntary terminations, in accordance with the labor union contract, all state and federal legal parameters and Comair policy. Served as the company representative/witness at grievance hearings, court hearings, and arbitrations. Promoted to HR Specialist for implementation of a centralized Leave of Absence team including applications of the FMLA, short term disability, long term disability, workers compensation and benefits administration. Fulfilled a broad range of HR functions, including recruiting, onboarding, on- the-job training, administering benefits, overseeing disciplinary action and managing HR records. Key Results (HR Specialist):Reduced the number of intermittent hours taken by 27.3%.Recruited and trained team of four individuals for centralized leave of absence team.Processed more than 3,000 leaves of absence during first year.Developed blueprints for HRIS software for tracking Leaves of Absence. Partnered with IT for the development of LOATS (Access Database).Developed communications strategy of centralization process and standard operating procedures.Performed regular auditing, reporting, and analytical data to senior leadership team and union. EDUCATION & CERTIFICATIONSUNIVERSITY OF PHOENIX - GRADUATED - MBA, Human Resources Management MICHIGAN STATE UNIVERSITY - GRADUATED - BA, Journalism HR Designations and Affiliations:PHR (Professional in Human Resources), 2009 2016; 2022 - 2025FMLA Certification (Beginner and Advanced) through Employer Resource Association, 2008, 2009Society for Human Resource Management (SHRM), Member since 2009 Computer Skills:Word, Excel, PowerPoint, Outlook, SAP, Workday, Oracle Fusion, SuccessFactors, Kronos, PeopleSoft, iVantage, AS400, InfoMart, eVerify, Paycor, ADP, Concur, Navex Ethics Program Human Resources Specialist, 2006-2009 Operations Supervisor, 2003 - 2006 |
