JANELLE D. THOMAS

Phone: 313-***-****

E-mail: acah4z@r.postjobfree.com

Professional Profile

~ Accomplished Human Resources Management Professional presenting 14 years of experience contributing exceptional Employee &

Labor Relation, Arbitration, Dispute Resolution, Facilitative Mediation, Succession Planning, HR Project Planning, Policy Development &

Implementation and Leadership Development of talents; to support progressive companies in optimizing contract negotiations,

organizational effectiveness and consistent practices. ~ Open to Relocation from Michigan

Areas of Expertise

• Strong negotiation skills, an excellent communicator

• Ability to interact with all levels of management and represented employees to accomplish goals

• Excellent verbal and written communication and problem solving skills. Skills writing clear, concise, analytical, legally correct, accurate

and persuasive briefs; appeals, motions, settlement agreements, and management positions. Experience with mediation and other

dispute resolution systems and techniques. Experience managing a dispute resolution program or grievance program

• Firsthand knowledge and experience with union contract negotiations as the Chief/Lead negotiator. Ability to Prepare and Negotiate

initial and renewal labor agreements in accordance with corporate Mandate. Drafting contract proposals and counterproposals and

prepare agreement for final Signature by the parties. Prepare and distribute contract settlement summaries to Management.

Firsthand knowledge and experience with the grievance process within a unionized setting; encompassing the process from first step

through arbitration.

• Excellent presentation skills. Project management skills in a multiple location/unit environment

• Effective and efficient with managing multi-site responsibility. Maximum number of locations (12) Maximum number of people

management direct report 8. Highly skilled in employee relations; facilitates smooth communication between executive leadership and

senior management, and generates strategies to elevate employee morale

• Steers stringent compliance with federal, state and local labor and employment laws, title VII of the Civil rights Act, ADA, FMLA,

ADEA, MIOSHA, EEO, FLSA, working knowledge of Wage and Hour Administration, FMLA and NLRB criteria for multi-site locations

• Proficiency in leadership and development, workforce planning, change management, executive compensation, benefits, budget

administration and acquisition readiness framework

• Skillfully develops and implements programs and procedures for new hire orientation, disciplinary action/termination, counseling,

performance evaluations, and training and development

• 4 years plus as an experienced Talent Acquisition / Recruiter encompassing the full-life cycle of recruitment

• 3 year experience at Higher Ed Learning/ College Institution @ University of Detroit Mercy ( Union and Corp HR responsibilities)

• Demonstrated working knowledge of office software such as MS Office Suite Word, Excel, PowerPoint, Access, Outlook & Lotus

Notes email. HRIS: Kronos, Ceridian, PeopleSoft 8.5, 8.9 & 9.0, ADP, Taleo Recruiting systems

Professional Experience

Blue Cross Blue Shield of MI Blue Care Network Southfield, MI 3/2010 to Present

Employee Labor Relations Sr.

for (4) locations Southfield, MI – Headquarters & Commons Call Center & Ann Arbor, MI – Green Road Call Center

Facility, Grand Rapids, MI & Corporate HQ -Detroit Tower

Under the general direction of the Sr. Director of ELR & VP of HR supervise and coordinate daily operations of Employee & Labor

Relations staff. Multiple site responsibility in the state of MI; ensured all policies and procedures are adhered to for all BCBSM

employees Salaried (NBU) & Hourly (BU) workforce totaling 10,000 employees. Ensuring compliance with (4) UAW Locals (Local

1781 – Detroit, Local SE 1781 – Southfield, MI, Local 38 – Ann Arbor, MI & Local 2256 Grand Rapids).

SME & Sr. Labor Consultant for all of the company HR disciplines including, but not limited to, Policy Interpretation, Employee

Relations, Performance Management, Employment Law, FMLA, Workers Comp, Benefits and Compensation and Health and

Safety. Partnered with other HR functions across the company to ensure execution of key HR initiatives. Administer performance

improvement plans. Served as the point of contact for the company’s employee complaint process. Conducted several internal

investigations. Facilitated management's response at the 3rd step and presiding over grievance meetings. Conduct complex

employment investigations and prepare comprehensive investigation reports. Respond to outside agency complaints and represent

the company at agency hearings (Arbitration, NLRB, and EEOC & Unemployment Hearings). Provide group and one on one

coaching with managers and employees to support leadership development, business decision making, HR mgmt. problem solving

and performance management. Provide contract interpretations to company departments, ensuring consistency and equitable

application of policies and procedures consistent with the collective bargaining agreements and federal and state employment laws

and regulations. Represent company as the lead (1st chair) for collective bargaining /contract negotiations and at meetings with

unions on local matters. Provide consultation regarding multi-employer benefit funds. Facilitated Management training related to

Positive Employee Relations (PER) and other ELR topics. Provide consultation with regards to National Labor Relations Board

(NLRB), grievances and arbitrations. Ensure legal compliance by reviewing federal, state, and local regulatory requirements and

disseminating, explaining, and consulting regarding requirements. Manage union contracts as well as union relationships. Prepare

for and assists line management in dealing with potential labor disputes, strikes and other concerted activity, including advising

management on appropriate course of action involving satisfactory resolution of disputes, along with other related matters such as

security and employee considerations and performance management. Develop and oversee programs and goals for Collective

Bargaining, Policy, Advocacy and Employee Engagement. Initiate, develop and conduct training programs for company

departments in areas of HR-Employee & Labor Relations. Build effective and sustainable employee relationships with senior levels

of Management. Provide oversight and direction in compliance efforts related to labor. Administer policy clarifications. Administer

Disciplinary actions (counseling, suspensions, and terminations) Assume all ELR Director responsibilities for the locations in the

absence of the ELR Director averaging 3 times a week. Participated in several HR steering committees for corporate HR goals &

objectives

Blue Cross Blue Shield of Michigan Detroit, MI

Employee Labor Relations Sr.

for (5) locations Southfield MI -Metroplex, Southfield, MI-Omni Centre, Utica, MI Walk-In Center, MI, South Lyon, MI – IT

Division, Detroit, MI-Operations Renaissance Center

Under minimal supervision, administer Employee/Labor Relations programs. Multiple site responsibility in the state of MI ; ensure all

policies and procedures are adhered to for all BCBSM employee Salaried (NBU) & Hourly (BU) workforce totaling 10,000

employees. Ensuring compliance with (2) UAW contracts Local 2500 & Local 1781 – Detroit, MI)

Lead consult for all of the company HR disciplines including, but not limited to, Policy Interpretation, Employee Relations,

Performance Management, Employment Law, FMLA, Workers Comp, Benefits and Compensation and Health and Safety. Partner

with other HR functions across the company to ensure execution of key HR initiatives. Mitigate risk through the consistent and

equitable application of policies and procedures consistent with the collective bargaining agreements and federal and state

employment laws and regulations. Responsible for union contract negotiations as assigned, Step 3 grievance administration,

arbitration advocacy, management guidance in terms of appropriate action and/or discipline, management training, and contract

interpretation/ administration. Utilize corporate and employee policies and procedures to resolve complex employee and

management inquiries that arise as a result of daily work routines. Performed employee relations functions and worked pro-actively

with managers and supervisors to develop strategies for the resolution of human resource problems such as inappropriate

employee behavior and special performance issues, etc.

• Advising and counseling employees and management to prevent and, when necessary, resolve disputes, and

when unable to resolve the disputes, the application of the grievance procedures

• Administer contractual grievance process and assist in resolving issues raised through grievance procedure

Participate in and advise on contract negotiations as the lead the negotiator

• Conduct independent and impartial investigations of sexual harassment and discrimination complaints and

renders recommended remedial measures pursuant to Federal and State employment laws and relevant company

policies. These complaints filed in HR for (Harassment, Workplace violence, Hostile Work Environment): Investigate

and conduct research to obtain relevant facts. Draft rulings that address the issues and clearly set forth the rationale for

the decision. Present the dispute resolution options that are available to effectively address the employment concern or

problem

• Provide employees and managers with sound and responsive information regarding employment laws and

personnel policies

• Advise management of emerging trends, patterns, or problems and on its employee relations environment and

the handling of grievances. Monitors and evaluates operations, programs, processes and/or practices for quality and

effectiveness; made recommendations for improvement, Identify, analyze, and develop solutions to business practices,

employee and labor disputes

• Ensured that department and/or state records are properly classified, processed and controlled

• Conduct training sessions on topics related to the grievance procedures and employment dispute resolution.

• Conduct difficult employee counseling sessions regarding EEO charges, Americans with Disabilities Act,

performance, termination, disciplinary suspensions and other topics

• Partner with UAW to initiate, develop, and facilitate joint program activities

• Develop, research, and analyze information to support Human Resource policies and procedures.

• Interpret collective bargaining agreements as well as federal and state legislation

• Administer activities related to Employee/Labor Relations programs, including Equal Employment Opportunity

(EEO), unemployment, litigation, retention, termination, turnover, union relations, arbitrations preparations, grievance

handling and severance issues

• Partner with UAW to facilitate joint program activities. Partner with Diversity & Inclusion to facilitate activities.

• Lead union contract negotiation, preparation, and implementation. (1st chair & 2nd chair)

• Provide guidance to lower level employees: received, researched and responded to incoming questions or

complaints; provided information, explained policy and procedures, and facilitated a resolution

• Disburse monthly reports by using data from corporate payroll

• Maintain professional knowledge in area of expertise through conferences, professional publications and

seminars

Dana Driveshaft Manufacturing L.L.C. Auburn Hills, MI 4/2007 to 1/2010

Human Resource Business Partner

Multi-site responsibility for (4) locations Auburn Hills, Farmington Hills, St. Clare Shores & Kalamazoo, MI

Under the leadership of the Corp HR Director; manage the HR functions of the (4) assigned plants. Manage the Human

Resource Plant Service Representatives which includes counseling and development. Direct reports (8) Sr. Department Managers,

5,000 exempt and non-exempt employees.

• Partner with assigned plant locations to anticipate business needs and develop HR solutions to support the business

needs of the unit. This may include attending operations staff meetings, planning sessions, training programs, change

initiatives, staffing forecasts and budgeting.

• Partner with business leaders to grow a diverse leadership, talent and technical capability in the business.

• Manage the implementation of compensation and benefit programs within assigned areas along with the HR Directors of

Compensation and Benefits. Which include: providing management education on salary and performance management,

conducting open enrollment meetings, and conducting other instructional sessions designed to disseminate information

about HR programs and policies

• Manage the recruitment functions of the plants to place qualified applicants for exempt and nonexempt positions. Screen,

interview and refer both internal and external applicants to hiring managers for manager level positions. Design and

implement recruiting strategies to ensure attainment of and adherence to corporate Affirmative Action Plan goals. Conduct

job fairs and other community events designed to attract diverse, qualified candidates. Oversees company H1-B/Perm

program.

• Coach and counsel the plant management team regarding employee issues, performance, and individual development.

Research and solve complex employee relations issues and policy interpretation questions which arise from daily

interactions with managers and employees. Provided one-on-one coaching and consultation to department leadership

regarding leadership and communication style and its impact on departmental change efforts.

• Ensure compliance with EEO, Unemployment, FMLA, FLSA and AAP, researching and responding to charges as

necessary.

• Manage the acquisition of Contract employees, track and monitor contract compliance and length of term. Foster vendor

relations and monitor performance.

• Participate with other HR team members in discussing best practices within the organization and determining how best to

introduce changes in HR programs. Actively participate in the external HR community through membership in HR

organizations, associations and community events.

• Perform research and prepares materials for special projects, including various administrative (legal/policy) and

managerial training programs; identify the training needs of the assigned units and make recommendations for solutions.

• Lead in the communication of Human Resource policies, procedures, programs and laws throughout the plant.

• Project Manager for transition to electronic time keep and card swipe of KRONOS payroll and timekeeping system for

Auburn Hills, Farmington Hills, St. Clair Shores and Kalamazoo, MI facilities for exempt and non-exempt employees to

eliminate potential liability with respect to the Fair Labor Standards Act.

• Managed facility HRIS data, payroll, health insurance, life insurance, disability and 401k programs.

• Informed the Plant leadership & Corporate HR executive team knowledgeable of significant problems that jeopardize the

achievement of company goals, and those that are not being addressed adequately at the line management level.

• Worked closely with the UAW and Plant Leadership to guide management recommendations for employee progressive

discipline and employment terminations. Responded to all grievances filed by the union membership at 3rd step.

• Case Management experience (to include Employee Assistance Programs for employees and their family members in the

areas of substance abuse, child and family development, budgeting, mental illness, corrective action processes,

terminations, handling disputes, worker’s comp return to work programs.

• Develop and implementation of company safety and health programs and monitoring the tracking of OSHA-required data.

• Develop and monitor an annual budget that includes all HR services, employee safety and training, employee recognition

programs, sports teams and other company functions.

North American Bancard Financial Services, Inc. Troy, MI 4/2006 to 4/2007

Director of Human Resources

Member of 7 person executive team responsible for the directing of strategic and tactical objectives for the organization tasked with

establishing a world-class HR support group to facilitate international/domestic workforce planning leading to human capital

maximization. Create, develop, lead and implement strategies to engage and motivate the workforce. Established a business

model that linked HR and operations and goals, fostering unprecedented cooperation among departments to achieve corporate

goals and objectives. Identified improvement opportunities to build consensus and assist with the implementation of related

changes

• Build relationships with and serves as the main point of contact for VPs Directors, Managers & Supervisors. Implement

HR strategy in support of business goals. Partner with Employee Services to ensure HR strategy delivery across the

organization. Develop and implement structures and strategies to improve individual and organizational performance.

• Lead the implementation of the organizations culture to drive innovation and employee engagement.

• Oversight of the overall HR strategy and management of the day to day HR operations. Primary focused included: HR

Policy, Talent Management, Workforce Planning, Performance Management, Employee Engagement, and Employee

Relations, Labor relations, Succession Planning, Employee Recognition, Community Involvement Initiatives, Training

Delivery for HR subject matters, Corporate Investigations and Union Avoidance.

• Anticipates and assesses the gaps between business needs and people systems/capabilities.

• Implemented special projects related to: Employee Engagement Programs, HR Policies & Employee Handbook, and

other innovative employee programs.

• Benefits administration and policy and program development for a national employee population of 2000.

• Selected based on exceptional problem solving abilities to assist Managing Partner in administering employment dispute

resolution services.

• Draft & interpret HR policies and procedures as needed.

• Conducted extensive research to investigate and scrutinize compliance with EEO, DFEH, and OFCCP regulations for

assigned cases.

• Enhanced workforce planning and talent management/recruiting by designing innovative products, tools and strategies.

• Analyzed, formulated and presented solutions in efforts to avoid negative exposure to the organization.

• Ensured adherence to all HR and company compliance with Federal, State and Local regulation policies and procedures

• Managed & Supported Staff of 5

Metaldyne Corporation Plymouth, MI 1/2003 to 1/2006

Corporate HR Manager (2004 to 2006)

• Total HR support for the Southeastern region containing approximately 1/3 of a 5,200 employee organization.

• Manage various metric tracking and trend analysis, benefit and payroll administration, management training and overall

employee relations.

• Facilitated a 17% decrease in aggregate turnover through intensive retention analysis and management training while

facilitating the assimilation of Metaldyne Corporation into a conglomerate entity.

• Developed progressive discipline, conflict resolution, and overall employment policy programs to include multi-state

employment law consideration.

• Facilitated the process of coordinating three separate entities into a single payroll software product with a unified pay

schedule. Managed corporate HR processes.

• Supported Metaldyne Corporate Headquarters Talent Acquisition and recruitment for and (12) US plant location HR

Managers in successful sourcing, qualifying, and recommending candidates for the functional areas of Engineering,

Sales, Finance, Supply Chain, IT and Quality.

• Successful 3rd step grievance resolutions, union contract 2nd chair negotiator.

• Responsible for all Human Resource related training for Metaldyne University -HR subjects. Schedules, organizes, and

supports instructor-led, self-study, or computer-based training courses and programs across the enterprise; scheduled

and arranged classrooms, training content and materials.

• Benefit plan design and changes with the Director of Benefits, vendors and Third Party Administrators benefits

administration and policy and program development for a national employee population across 36 states.

• Oversaw activities and ensures compliance of health & welfare offerings; monitored and researched offerings for

effectiveness, utilization, competitiveness and best practice; makes recommendations for change as a result of findings.

• Simplified and expedited assessment of potential impacts to stakeholders, organizations, and business processes of

affected areas and departments.

Sr. Talent Acquisition & Corporate Recruiter (2003 to 2004)

• Oversaw recruitment activities; recruiting qualified talent for vacant positions in the areas of Manufacturing, Quality,

Finance, Accounting, Internal Audit and Information Technology, Negotiate product development positions, establish

relationships with qualified resources in all areas of the organization in order to fill vacant positions in a timely manner.

Knowledge of e-recruitment and applicant tracking software

• Manage full cycle recruitment including job postings, prescreening of resumes and applicants, interviewing, reference

checking, and preparation of offer letters, Coordinate hiring process, Negotiate salary offers,

• Utilize a strategic approach to meeting business staffing needs by deploying a variety of recruiting methods and sources

to attract the most appropriate candidate, Conduct analysis on trends, root-cause issues, and make recommendations

accordingly. Experience with LMS.

• Provide suggestion on continuous improvement efforts develops strategies to secure qualified candidates and achieves

required staffing levels; tracks and analyzes turnover to create/implement strategies that result in increased associate

retention. Assisted and advised management on Human Resources issues.

• Establish a recruitment database of candidate and company profiles and maintain list of prospects for future hiring, Work

closely with management and provide feedback and recommendations on competitive compensation packages and

trends.

Additional Experience, Skills & Industry Memberships:

Diversity & Inclusion Coordinator @ Metaldyne Corporation – (2002-2003)

HR Associate @ University of Detroit Mercy – (1999 to 2002)

SHRM - Society of Human Resource Management Member

NMA- National Management Association Member

Education & Certifications

AMERICAN ARBITRATION ASSOCIATION UNIVERSITY Southfield, MI completed the following courses/ training:

Manage Conflicts Effectively, Grievance Processing, Workplace Bullying, Don’t Strike Back! Retaliation Claims on the

Rise, Arbitrating a Difficult Discharge, Last Chance Agreements, Consummate Negotiating Techniques & Tactics,

Grievance Processing and Effective Mediation

WAYNE MEDIATION CENTER @ UNIVERSITY of DETROIT MERCY LAW SCHOOL Detroit, MI

Certified Court Mediator for Wayne County (Certification received 11/2011)

Completed 72 hours of MCLE Certified training in community, general & civil facilitative mediation within the 36 th District

Court of Wayne County

UNIVERSITY OF DETROIT MERCY Detroit, MI

Bachelor of Science Human Services (required course work completed 10/2008)

REFERENCES ARE AVAILABLE

Contact this candidate