| | | 20,000+ Fresh Resumes Monthly | |
|
|
| |
Click here or scroll down to respond to this candidateAM A N D A LA W L E YPHONE NUMBER AVAILABLE EMAIL AVAILABLE Current Passport/Open to RelocationAreas of ExpertiseFull Lifecycle HRCBA/NegotiationsEmployee RelationsWMS: SAP 10+ yearsContinuous ImprovementHR AnalyticsComplianceStrategic LeadershipAmerican Sign LanguageEducationLoyola University - Chicago Expected Graduation 2025 Master of Jurisprudence Compliance and Enterprise Risk Management Columbia Southern University April 2017Bachelors in Science Human Resources Management Troy University May 2012Associate in Science Business AdministrationLawson State Community College May 2011Associate in Science Public Health & Safety, Minor in Emergency Medical Technician LanguagesEnglish NativeAmerican Sign Language FluentSpanish Basic, currently enrolledProfessional ExperienceCorporate Senior HRBP - Employee Relations Wrth Birmingham, AL October 2023 Present Reporting Structure: Managing Director, CHRO, and HR Director for Employee Relations Travel 25-50% to Manage and support six (6) locations, position sits at Headquarters in Birmingham, AL and other locations in Hicksville, NY, Houston, TX, Greensboro, NC, Orlando, FL, Tampa, FL. Strategic HR Alignment:- Proactively safeguard the organization by identifying and mitigating risks, ensuring compliance and resilience in challenging situations.- Translate and administer HR policies, processes and programs to ensure business functions thrive across diverse geographies.- Empower global business functions by delivering end-to-end HR solutions that enable sustainable structures, target culture and organizational health within headcount planning, hiring, organization design, performance management, compensation planning, and other special projects. Employee Relations:- Manage, support, and facilitate inquires, grievances, lead contract negotiations, and other requirements within the Collective Bargaining Agreement for union locations and Teamsters (Drivers).- Serve as the main point of contact and as the trusted advisor, mediator to resolve employee relation issues and conflicts.- Implement effective communication strategies to foster a positive workplace culture and employee engagement.- Ensure compliance with employment laws and regulations across multiple jurisdictions. Change Management:- Currently work as a member of the Change Management Team for Project One (P1).- Lead initiatives related to the organizational restructuring, mergers, acquisitions, implementation of HRIS systems, and other strategic changes across all responsible sites.- Provide guidance, support, and training to end-user on HRIS system users.- Develop and communicate plans to ensure transparency and alignment throughout the project and/or change process.HR Analytics and Reporting:- Collaborate with teams to demonstrate a bias for action and results for organizational goals.- Collaborate and work to make progress in ambiguous situations to identify and analyze trends/metrics to help develop and deliver value-add solutions, programs and policies to management and employees that supports the business and departmental objectives.- Work to be relentless and resourceful to work around barriers, roadblocks, and approaches strategically into plans, goals, accountabilities, timetables, and measures.- Actively monitor and consult on KPIs, providing data-centric thought partnership to leaders and execute plans and meet short- and long-term objectives.HR Strategic Leadership:- Partner with HRBP and managers to work as a proactive leader to anticipate possible problems and develop contingency plans in advance.- Notice trends internally or externally and develop plans to prepare for opportunities or problems.- Anticipate and awareness of how individuals and groups will react to situations and information and implement plans accordingly.- Effectively explore alternatives and positions to reaching outcomes that gain the support and acceptance of all participants.HR and EHS Manager Mitchell Plastics, Huntsville, AL February 2023 September 2023 Reporting Positions: 2-HR GeneralistsReporting Structure: General Manager and HR Director Led the HR and EHS operations at this Tier 1 automotive manufacturing facility producing interior components for Toyota-AL, Mazda-Toyota, Toyota-MS, and Toyota-TN. Responsible to manage all pillars of HR and EHS, with sense of urgency, ability to prioritize accordingly while being right-hand to Plant General Manager and HR Director in Canada. I receive and work with direction from multiple avenues while assisting employees with stellar internal customer service.Responsible for the Recruitment and Relocation, VISAS, and other legal requirements for local contracts and EXPATS for the employee's relocation from other countries (Canada and Mexico) as well as the invitation letters needed for their visits for training, workshops, etc. Oversaw the Talent Acquisition and Workforce Development Programs to maintain required to operate headcount and anticipate the needs for upcoming launches. Ensure the security of the facility and employees within. Manage the requirements to ensure the consistency of all areas of facilities maintenance is reviewed, scheduled, and executed.Guide Employee Relations that support the hands-on approach with employee relations, employee orientations, and production introduction to foster a positive culture in the launching of a new project, policies, etc. which stabilize turnover and improve outputs for the plant. Create, execute, and manage the Budget and yearly planning for HR/EHS needs. The creation of the salary compensation scale also assisted in the budget planning for manpower, both salary and hourly. Entered the budget plan to include the total annual payments (which is the base salary, SS tax, targeted bonus, and total insurance costs-life, accident, health, and other), costs by GL codes, etc. for President to review and approve. I present the annual budget directly to HR Director and President. Plant HR / EHS Manager Antolin Alabama, McCalla, AL September 2020 January 2023 Reporting Positions: HR Generalist, EHS Specialist, 2-Industrial Maintenance Reporting Structure: General Manager, North America HR Director, and Corporate EHS Manager in Spain Reason to Leave: Relocated to HuntsvilleLed the HR and EHS operations at this Tier 1 automotive manufacturing facility. The plant ran 3-shifts, 5 days a week with additional shifts based off customer demands. The plant was supported with a workforce of 300 hourly and 116 salary.Led the ISO 14001 Certification Phases; Phase 1 and Phase 2, led the development of the local Environmental Management System. Phase 1 results were 6 minor non-conformances. Led the HR tasks as manager responsible for the IATF Audit which resulted in 1 minor non-conformance for in the HR area relating to training plans/documentation. Managed the Relocation, VISAS and other legal requirements for local contracts and EXPATS for the employees relocation from other countries (Spain, Brazil, and Mexico) as well as the invitation letters needed for their visits for training, workshops, etc.Led the Materials Equipment project to identify the appropriate forklift with safety features and settings (speed, lighting, impact settings, etc.), Conduct JSA/assessment of area and processes for the battery charging station and required compliance for all areas, required training, identify associated costs, give guidance to ensure compliance from corporate requirements, legal (OSHA/ISO) requirements. Talent Acquisition and Workforce Development: Recruited new hourly and salary employees by partnering with AIDT, Staffing Agencies, Direct Hiring events, and Hiring Managers to identify potential candidates. The Hiring Managers and HR worked together to determine the skill set, specific talent needed for positions and recruited for the salary positions.Compensation and Benefits: When I came on board there was no compensation scale for salary personnel, so I identified the need/problem and provided a solution within my first 45 days, I presented/proposed to the General Manager and Finance Manager the need for a compensation scale to assist in recruiting and being competitive in the industry. I researched and developed compensation scales for each department to give the MIN, MID, and MAX within the local and regional market.Budget Planning: The creation of the salary compensation scale also assisted in the budget planning for manpower; both salary and hourly. We enter our budget plan in SAP (SAP ZHRP03) to include the total annual payments(which is the base salary, SS tax, targeted bonus, and total insurance costs-life, accident, health and other). Policy and Program Development: Another area identified was the employee handbook, policies and programs that would assist in making us more marketable and desirable when recruiting for all positions. Led the review and revision of policies, once change made, led the rollout of those changes to all employees by way of Communication boards, training, a re-orientation of sorts to reach the employees with the most updated information. Programs were also identified: the plant didnt have a tuition reimbursement program, intern and young professionals program, Candidate's Name , DOJO training program. Some of the programs have been longer to launch but the programs have made an impact by reducing absenteeism and turnover since coming on board. I have identified and written the program to identify the entry requirements, the expectations to stay in/continue in the program, the pay scale, the tasks, and worked with quality to launch and control all documents required (work instructions, applications, data information sheets, evaluation forms, etc.)HR Organization Leadership: Led a team of 4 HR/EHS/Industrial maintenance professionals in the day- to-day tasks and staffing, recruitment, payroll, training, development, HRIS, EHS, Facility maintenance and regulatory compliance. Emphasis on leading HR change to rollout HR/EHS/structures/policies/programs. Plant HR / EHS Manager IAC, Tuscaloosa AL October 2019 June 2020 Reporting Positions: HR Generalist, EHS Specialist Reporting Structure: General Manager, North America HR Director Led the HR and EHS operations at this Tier 1 automotive manufacturing facility. The plant ran 3-shifts, 5 days a week with additional shifts based off customer demands. The plant was supported with a workforce of 350 hourly and 80 salary. The plant was a new location, starting a brownfield with programs launching end of January; so that left a little over 2 months to recruit, train, and implement the plant needs such as building the workforces, developing job descriptions, training plans, job safety analysis, building both departments from ground up to include HRIS, writing policies (attendance, vacation, etc.) and implementation. Guided the EHS Specialist and assist in developing/writing our local programs and policies such as LOTO, HotWorx, First Responders, yearly training calendar with supporting documents/training curriculum, and the forklift/tugger/turret training program. Will also launch ISO 1 4001 new certificate for this brownfield. Managed the Relocation, VISAS and other legal requirements for local contracts and EXPATS for the employees relocation from other countries (Spain, Brazil, and Mexico) as well as the invitation letters needed for their visits for training, workshops, etc.Talent Acquisition and Workforce Development: Recruited new hourly and salary employees by partnering with AIDT, Staffing Agencies and Hiring Managers to identify potential candidates. Our hiring strategy was different for both customers, partnered with AIDT to recruit for Mercedes and Staffing Agencies to recruit for Honda; reason being different job skills, requirements, shifts, etc. that led different approached for the manpower recruitment. The Hiring Managers and HR worked together to determine the skill set, specific talent needed for positions and recruited for the salary positions.- Recruited hourly workforce of 200 new employees in just 2 months for new brownfield to support the 2 production lines for 2 different customers (Honda and Mercedes) with the customers SOP 1 month apart. Worked with AIDT for Job Fairs, Ready to Work Program, held direct placement interviews, and worked with other local automotive suppliers who was doing a reduction in force (RIF) to have first selection of personnel receiving layoff notices.Compensation and Benefits: I was responsible for researching and developing the hourly pay scale for the new workforce; had to present to senior leadership and the customer for approval to be competitive in the supplier community. Also implemented sign-on bonus for maintenance as part of our incentive programs for potential candidates and retention.Policy and Program Development: Also responsible for developing and employee training of all the local HR policies, employee handbook, training plans, and continuous improvement. The local plant was responsible for developing the rules and policies for HRIS requirements such as: developed our attendance tracking system, training plans (LMS), rules for our payroll systems (rounding rules, schedules, etc.), and HR Organization Leadership: Led a team of 2 HR/EHS professionals in the day-to-day tasks and staffing, recruitment, payroll, training, development, HRIS, and regulatory compliance. Emphasis on leading HR change in recent launch of a new brownfield plant to rollout HR/EHS/structures/policies/programs. Employee Relations: Led hands-on approach with employee relations, employee orientation, and production introduction to foster a positive culture in the launching of a new plant, policies, etc. The brownfield was in a unique situation sharing the facility with a unionized facility already in place. Recruited a new non-union workforce. Plant HR Manager ZF Chassis Systems, Tuscaloosa, AL November 2016 October 2019Reporting Positions: HR Generalist, Payroll Specialist, HR Coordinator, Industrial Nurse, EHS Specialist Reporting Structure: General Manager, North America HR Director, Regional EHS Director Oversee HR and EHS operations at this Tier 1 automotive manufacturing facility. We run 3-shifts, 5 days a week with additional shift as customer demands, with workforce of 420 hourly and 70 salary My role at the plant is to serve as a local HR lead/liaison in the business and strategic planning activities for the purpose of ensuring the proper utilization of HR in achieving goals and objectives: o In my role, I am EHS Management Representative reporting to Regional EHS Manager, NA EHS Manager, and Board of Management. Responsibilities include reporting out on EHS KPIs such as Energy consumption, natural gas consumption, lost time accident rate, OSHA recordable, job safety analysis completion rates, safety audit results, and ergonomic assessments. These tasks are tracked on a monthly basis which are all compiled into ERIS report, Mid-year and year end management reviews for North American and ZFs BOM review for my respective business unit. o As local HR lead which assists in rolling out business activities to achieve goals and objectives along with HR KPIs such as Absenteeism, Turnover, Workman Comp, OP Planning, Community Activity LOPs, and EHS LOPs, which are reviewed weekly in senior staff meetings. o Cost Savings with the attendance incentive for Bargaining Unit Employees, so an overall savings in first 2 years; year 1 saw a reduction in $50,000 and over $80,000 in year 2 by reviewing the goals and implementing corrected targets.OP and Budget Planning: Assist in OP and overall HR yearly budget. Last two years, I have managed the budget and came under 15%-20% each year. The HR budget included planned activities for employee relations, 3rd party services, tuition reimbursement, safety supplies,HR Organization Leadership: Directing 6 HR professionals in staffing, recruitment, payroll, training, development, HRIS, and regulatory compliance. Emphasis on leading HR change in recent merger between ZF and TRW and transformation programs. Each function within the organization has rolled out new GDF (Global Domain Functions)/structures/policies/programs.Employee Relations: Led hands-on approach with employee relations to resolve previous labor and management issues and restore the credibility to the HR organization. Saw a reduction in grievances from 17 open grievances in 2016, total 25 filed in 2016, 12 filed in 2017, and 8 grievances filed in 2018, with 1 grievance filed YTD in 2019. All grievances have been closed from 2016 to 2018, 1 grievance in 2018 went to 5th step of Arbitration and closed day of arbitration.Workforce Expansion: Ramped up hourly workforce of 100 new employees in just 3 months for new SUV production line and new 2nd shift returning to sedan production line. Worked with Chamber of Commerce for Job Fairs, Ready to Work program launched at local high school (program now being launched in 17 other schools this fall), held direct placement interviews, and worked with other local automotive supplier who is closing facility to have first selection of personnel receiving WARN notices, hold onsite interviews at the suppliers location with employee.Faurecia 2013 - 2016Senior HR Generalist Faurecia, Madison, MS May 2016 November 2016 HR Generalist Faurecia, Cottondale, AL (Promoted) April 2013- May 2016 Conduct HR operations at this Tier 1 automotive manufacturing facility. Collaborate with business partners to implement strategic initiatives resulting in continuous improvement, enhance employee engagement, improve working relationships, and provide positive business results. Manage the recruitment and selection through TMS (Taleo Management System). Manage training plans and development guides for salaried employees, assist in hourly reviews and advise on people development for future roles within Faurecia. Manage multiple HRIS tools (Metis - Taleo - PIMS) along with internal processes such as FES deployment, responsible for own chapter, last audit score B ranking. Manage new hire on-boarding and induction plans for new hires (salaried, hourly, RDP (Rotational Development Program), Interns, and EXPATS). Payroll for 500+ employees, hourly and salaried personnel. Assist and conduct disciplinary actions such as write-ups, terminations, etc. Advise and assist supervisors on course of action to take within SOPs, handbook, and union contract. Generate, consolidate, and display HR Weekly/Monthly Reports: Headcount (Budget/Forecast), MOD/MOI, HR Performance Indicators, Monthly HR Reports, and Highlights. Attend staff meetings in place of HR Manager. o Such as: KPIs, hours, OT hours, absenteeism, training, development, and track all required information daily, weekly, and monthly for year-end. o Update OT/ FTE Pareto graphs for Top 5 reporting, KPI for PIP (Cost, Quality, Safety, People, Delivery) Month end report for plant progress, Annual Social Report (year-end reporting), analyze and give explanations to France for HR data variations for Headcount and Performance Indicators. Local contact between Division for all benefit, wellness, payroll, and training needs. Back up to HR Manager, at Plant Top 5 and responsible for monthly reporting, Convergence Plans, Top 5 graphs, HR Top 5 board Partner with senior leadership/management to interpret, define, communicate, and implement, various Human Resources policies, procedures, laws, standards, and government regulations. Grievances - Manage, investigate, and resolve conflict resolution issues, ethics complaints and other employee relations issues. Other human resources initiatives as assigned by the Human Resources Manager or Plant Manager. Knowledge, Skills, TrainingsChange Management Leadership Training Module 1, 2 (with Horvath & Partners Management) HRIS/HCM - ADP EZPay, EZLabor, Workforce Now, UKG/Ultipro, Cerididan DayForce/WFM, Kronos, SuccessFactors myHRSuite Implementation project, TMS (iCMS, Taleo, Workday) Compliance / Audit Training under Faurecia, ZF, and Toyota Production System Phlebotomy Technician I CertificationUS Coast Guard AUX Flotilla 85, # 1241287, Marine Science Technician, Health Science Technician FEMA ICS100, Intro. To Incident Command System (USCG AUX) ICS210 Incident Command System (USCG AUX)ICS200/IS-200.c, Incident Command System for Initial Response (USCG AUX) and IS-200.c latest update. ICS700, National Incident Management System (USCG AUX) ICS800.D, National Response Framework (USCG AUX)EMT Basic Alabama Fire CollegeCertified CPR and First Aid Instructor National Safety Council, ID # 1021743 Certified Blood Borne Pathogen Instructor National Safety CouncilSociety of Human Resource Management ID # 01188108 OSHA 10-HR Card, 30-HR Card - ID# 19-702010022ISO 14001.2015, Internal Auditor CertificationISO 9001.2015, Quality ManagementISO 45001.2018, OHS, Occupational Health and Safety standards. Internal Company Trainings:Change Management Leadership Modules, Coin Financial for Managers, OSS, Employee Empowerment Fundamentals, Faurecia Excellence Systems (Production System), Europe Cultural Training, METIS, Taleo, Aspire, Attendance Counts, Global View (SAP system), HR Site Training, HumanTech Systems Training onsite at the HumanTech Facility in South Carolina. SAP Utilization (HRP)PA 30 Maintain HR Master Data for updating positions, department, organizational assignments, actions, annual payments PA 40 Personnel Actions for New Hires and Terminations, ZHRP03 Financial, HR Budget Report, ZHRABL2, ZHRABM Absenteeism Reports, ZHR19- new and vacancies, ZHR11-staff average, ZHR15-report of payments.SAP Utilization (SII)ZGMI-Maintenance Indicators for Industrial KPIs such as: CAG-manageable costs, CAE-absenteeism structural costs, CAT- absenteeism total cost, PMS-HR total cost, PMI-MOI average cost, PMM-MOD average cost, PRI-unexpectedTeam Champion- Wrth Industry, Change Management Leadership Training, Serving as a Change Champion (1 of 30) for Project One where we are currently merging 5 Wrth Entities into one Global entity by reviewing best practices of all and creating the change management process and will then roll out, train, support over the next 18-24 months of the project.- Antolin served on the Lean Manufacturing Task Force Served as SME (Subject Matter Expert and the PSE (Problem Solving Expert) to identify the projects for our Black Belt candidates.- Faurecia, ZF, Antolin, and Mitchell Plastics Assisted in creating, layout, and building the overall DOJO Training Centre utilize for OTJ training for all new hires, re-training based on most problematic workstations and inculcate the safety culture from the first introduction.- Faurecia, ZF led workshops for Value Stream Mapping, Kaizen Events for new plant layouts, expansions for new product lines, assisted Process Engineers to redesign the workstations based on Ergonomic conditions utilizing HumanTech Technology/Systems |
