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Click here or scroll down to respond to this candidateCandidate's Name
PHONE NUMBER AVAILABLE EMAIL AVAILABLEHUMAN RESOURCES PROFESSIONALExtensive experience managing a broad range of human resource functional areas. Proactive partner in developing human resources programs and processes aligned with business strategy and change initiatives in diverse environments. Recognized for team building, negotiating, and advocating solutions, garnering cross functional support, and facilitating decision making processes with building trusted partnerships at all levels throughout organizations.PROFESSIONAL ACCOMPLISHMENTSYANFENG AUTOMOTIVE INTERIORS, Riverside, MO 2023 - 2024Plant Human Resources ManagerNegotiated favorable collective bargaining agreements with the UAW labor union and vendor contracts, saving over $2 million in operating expenses.Oversaw the Human Resources department (supervised a staff of 5) to deliver administrative support, training, and skill development for manufacturing operations and 600 employees (union, temp, vendor, and salaried employees).Streamlined to recruitment process, reducing time to fill by over 50% for staffing maintenance positions and improved the quality of candidates hired.Designed and implemented benefits plans that increased employee satisfaction with benefits offerings by 70% over the prior year.Executed the delivery of new policies and procedures to improve the Employee experience for recruitment, onboarding, promotions/career development and job enrichment.SAINT GOBAIN CORPRATION, Kansas City, KS 2017 - 2023Plant Human Resources Manager - CertainTeed, LLC.Advised senior managers, general managers, and production supervisors in the areas of workforce development, succession planning, hiring, the retention strategy, performance management and employee/labor relations. Multisite: Chowchilla, CA: Sherman, TX; Athens, GA; Junction City, KS.Counselled/Coached plant and operations leadership on labor and employee relations issues. Focused on reducing labor costs while maintaining the parameters of the collective bargaining agreement and in compliance with legal and audit requirements.Managed full cycle regional talent acquisition activity to recruit new process engineering talent: created job descriptions, planned college/university strategy, developed social media platform, conducted interviews (in-person and virtually), and executed job offers to maintain and increase staff across 3 locations.Assessed and identified training and development needs for our operations technical staff to improve plant performance, employee satisfaction and worker engagement. Collaborated with the team to revise the learning and development platform.In coordination with Staff, created a comprehensive total reward (compensation, bonuses, and benefits) plan that aligns with business strategy and talent needs and is highly competitive within the marketplace.Managed and coordinated the administration, execution, and analysis of the Companys total compensation programs including annual salary, bonuses, long- and short-term incentive plans, and benefits/wellness programs.HARLEY-DAVIDSON MOTOR COMPANY, Kansas City, MO 2014-2016Sr. Generalist Business Services Human ResourcesManaged HR functional teams to focus on Safety, Ergonomics, Environmental, Work/Family and Diversity metrics to improve employee engagement by 15 % and foster positive growth with the Companys Collective Bargaining Agreement. Co-Chaired the Plants Cultural Diversity Committee which added monthly programs to celebrate ethnic heritage; recognized veterans groups and employees who served (including the Wounded Warrior project) and improved awareness of employees working with disabilities in the workplace.Managed employee relations and labor relations complaint process; performed and directed investigations (Harassment, EEOC, Affirmative Action, Workers Compensation, unemployment issues, fraud); provided written case summaries, decisions, and recommendations for all employee/labor relations disputes; organized appropriate compliance and arbitration reviews and committees. Investigation results and closing days improved by 25%.Realigned the organizations HR department to provide consistent program and policy guidance, support and service to the Plants leadership team, operating groups and three labor unions (USW, IAM and Vendors) for a workforce of 1400 salaried, hourly and contract employees.BENNIE LEWIS AND ASSOCIATES, Kansas City, MO 2009-2014Human Resources ConsultantLeveraged background and experience to provide Human Resources, Organizational Development, Training, Wellness and Benefits, as well as related Information Systems consulting expertise to small, emerging, and established organizations in public and private sectors as well as Federal, State, and local government agencies.Collaborated with business leaders to develop Diversity, Equity, and Inclusion strategies to increase workplace representation of underrepresented groups. Delivered and facilitated workshops on unconscious bias, cultural competence, crucial conversations, and inclusive leadership.Provided consulting expertise to small to medium sized firms: advised partners, management and staff on all employee relations issues including EEO law and firm policies/practices; reviewed and analyzed trends to develop or refine diversity, work-life, or other HR programs; developed and implemented training on HR related subjects (employment law, diversity, anti-harassment, management practices, administration of drug and alcohol policies and testing procedures); advised partners and management on adverse actions; conducted adverse impact analyses; investigated EEO concerns; made recommendations and implemented solutions based on issues investigation process; prepared summary reports on employee relations issues; supervised/coached appropriate firm staff on daily operations and administration.GENERAL MOTORS CORPORATION 1999-2009Human Resources Business Partner - Fairfax Assembly, Kansas City, KS 2009Managed organizational development, recruiting for all management personnel, responsible for analysis on performance to plan statistics and metrics, HRIS systems, budget variances and legal compliance requirements (Employment and Labor laws, Sarbanes-Oxley, Affirmative Action, EEO, and Diversity).Partnered with Plant Managers to reorganize succession planning initiatives and lead process redesign teams which reduced hiring expenses by 20% and increased retention of engineering, manufacturing, and leadership talent.Senior Labor Relations Representative - Fairfax Assembly 2007-2008Co-chaired committee to negotiate the local GM-UAW labor contract, establishing two tier wage rate and a competitive operating agreement resulting in a $10M savings over the life of the contract.Provided consultative services and solutions to local management on grievance processing issues, safety investigations policies, employee relations, performance management and terminations and investigations of internal complaints.Manager of Employee Relations - Fairfax Assembly 2006-2007Created a comprehensive, internal audit program that established consistent HR processes across all PeopleSoft and HRIS programs, ensured favorable Sarbanes-Oxley audit results and a 10% manpower reduction.Managed all manpower planning, staffing and administration for a base of 2500 hourly employees and 300 salaried professionals and contract employees in the Fairfax Assembly Plant. Directed all programs regarding Employee Relations, Labor Relations, Training, Safety, OSHA, ISO, payroll, orientation, and relocation activities for the facility. Maintained all records for employee personnel and related documents, generated tracking/compliance reports, including oversight for all on-line database administration, IT planning and implementation (PeopleSoft).Manager of Training and Development New Jersey / New York / Delaware 2002-2006Managed overall learning strategies and organizational assessments to support and coordinate business objectives with the overall company goals for vision/cultural change initiatives for manufacturing operations for 4000 hourly skilled and unskilled employees as well as 500 salaried employees.Managed all phases of the management, skilled trades, college intern/coop student recruitment activities, selection, on-boarding, orientation, and placement. Served as management liaison between company, professional organizations, trade unions, job fairs, colleges, and universities, resulting in improved diversity metrics by 25% from 2003 to 2005.OTHER RELATED EXPERIENCEGENERAL MOTORS CORPORATION, Linden, NJ; Tonawanda, NY; Wilmington, DECommunications Manager Health and Safety Representative Labor Relations Representative Employee Assistance Program Coordinator Benefits Analyst Human Resources GeneralistDAIMLER CHRYSLER CORPORATION, Auburn Hills, MISenior Staff Customer Relations Sales and Marketing Analyst Procurement & Supply Financial Control Analyst Dealer Relations Manager Treasury PlannerProcurement and Supply Financial Cost Control AnalystCOMMUNITY INVOLVEMENTConsensus KC Board of DirectorsConsensus involves citizens of the metro Kansas City area in a wide variety of public policy issues to engage political, business and community leaders. The organization conducts and facilitates deliberative forums and public policy studies for the community and clients. Forums and seminars included: mental health initiatives, autism, early childhood education, womens health, aging/eldercare, elections, civility in politics and the workplace.EDUCATIONM.B.A. Business Administration, Clark Atlanta University, Atlanta, GAM.A. Political Science/Public Policy, University of Rochester, Rochester, NYB.A. Liberal Arts/Psychology, State University of New York, Stony Brook, L.I., NYAFFILIATIONSMember - Society for Human Resource ManagementMember - National Black MBA AssociationMember - Kansas City Chamber of CommerceMember - SHRM Kansas CityAmerican Society for Training and Development (former Treasurer)Association for Public Policy Analysis and Management (former Managing Editor) |
