C A R O L L . G A LVA N, S P H R

**** ********** ** ******, ********** 98327

832-***-**** acfpfg@r.postjobfree.com

ATTENTION: VP of HR

Enclosed is a résumé outlining my qualifications for your review, in consideration for a career opportunity in Human

Resource Management or a related role within your organization.

As reflected, I offer a bachelor’s degree in business administration with HR focus, along with 18years of progressive

experience that includes corporate level. I am bilingual in English and Spanish and maintain a solid knowledge of

best practices as well as federal and state employment regulations.

Areas of particular strength include:

Management of human resource operations within company workforce matrix

Support of 1000+ salaried, union/nonunion hourly, temporary and contract personnel

Grievances and compliance with multiple collective bargaining agreements

Recruitment initiatives including job fairs, open houses and intern programs

Full range of hiring processes as well as benefits enrollment and administration

Leadership for performance management including evaluations and discipline

Currently I am seeking a position where my talents will contribute to the growth of a dynamic organization. My

salary requirements are negotiable, based on factors such as benefits plan and opportunities for advancement. I

believe my professional skills and personal integrity will be a valuable addition to your management team.

I would appreciate the opportunity to meet with you to discuss your needs. To arrange for a personal interview,

please contact me by e-mail or telephone. I look forward to hearing from you soon.

Sincerely,

Carol Galvan,.SPHR

Enclosure: Résumé

C A R O L L . G A LVA N, S P H R

1820 Cadborough Ln Dupont, Washington 98327

832-***-**** acfpfg@r.postjobfree.com

PROFILE

Bilingual Human Resource Manager offering bachelor’s degree, specialized training, 18years progressive experience

and significant expertise in the following areas:

Proven success in managing human resource operations in support of 1000+ salaried, hourly, temporary, contract

and retired personnel, both union and nonunion; ensure ongoing compliance with workforce matrix as well as federal

and state labor laws

Highly effective with labor relations including union experience in plant and offshore settings; arbitrate and settle

employee grievances and issues of noncompliance with multiple collective bargaining agreements; establish

procedures to prevent reoccurrence

Provide leadership for performance management processes; monitor career-path development; administer

evaluations; ensure training toward increased retention and reduced grievances; process terminations, and conduct

exit interviews

Demonstrate effectiveness with hiring and recruitment initiatives; manage vendor staffing firms; verify prior

experience, nondisclosure agreements, Visas and other credentials; facilitate new-hire orientations and ID badging

Skilled with full range of benefits administration ; manage open enrollment; lead absentee, attendance and

recognition programs; manage relocation assistance; handle disability and FMLA issues; negotiate equitable

compensation and salary packages

Support diversity initiatives, to include strategic placement of job advertisements; translate documents and conduct

presentations in both English and Spanish; protect sensitive information within HIPAA requirements

Coach and train managers as personnel subject matter expert; participate in safety training, and process

workplace injuries; represent company interests in unemployment hearings; well versed with requirements of EEOC,

ADA, Department of Labor, Department of Transportation and OSHA

Professional computer skills include: HRIS system; Crystal; Kronos HR; SAP; ADP: Ceridian; JD Edwards; Triton

HR; PeopleSoft; Oracle HR; Lawson Software; AETimekeeper; Sage Software; SpectrumHR; personnel action

notification (PAN) system; Word; Excel; Access; PowerPoint,E-verify,TAMS.

EDUCATION / AFFILIATIONS

PROFESSIONAL DEVELOPMENT

Successfully completed training throughout career on topics such as: EEOC compliance (11-08); Sarbanes Oxley Act;

recruitment; wage and salary administration; safety regulations and policies; and writing job descriptions.

CERTIFIED – Senior Professional Human Resources (SPHR) – through Chapman University – 8/2008

BACHELOR OF SCIENCE DEGREE – Business Administration with Human Resource focus – University of

Houston, Houston, Texas – 12/2002

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C A R O L L . G A LVA N, S P H R

Résumé Page Two

CAREER OVERVIEW

HUMAN RESOURCE MANAGER

Tempur-Sealy Inc. / Lacey, WA – 07/2013 - Present

• Provide employee & labor relations counseling and problem solving for managers and employees to ensure a

productive work environment, while remaining consistent with company values and policies and in adherence to

state and federal regulatory law

• Provide advice, counseling and training to managers and supervisors on performance-based issues including

corrective action plans, terminations, and severance agreements

• Career development planning and execution for direct reports

• Investigate employee relation issues such as employee grievances and complaints, harassment allegations and

recommend appropriate action

• Oversee the areas of employment, affirmative action, employee benefits, compensation, performance appraisal

programs, personnel record keeping, unemployment claims and employee relations, training, and HRIS for the

operating location assigned to

• Manage the Collective Bargaining Agreement and Labor Partnering with the Labor Relations team to negotiate

the sites’ Collective Bargaining Agreements; facilitating a relationship with the local Union Committee and

International Staff Representative; Coordinating the grievance process.

• Manage affirmative action programs including implementing and providing training to management regarding AA

goals

• Develop recruiting strategies for hourly and salaried positions. Coordinate and fully participate in the recruiting

and selection process

• Partner with leadership to identify and determine management development needs

• Manages and coordinates site succession and workforce planning efforts

Human Resources Manager

AIM Aerospace, Inc. Sumner, WA – 11/2010 to 07/2013

Select, train, develop, and organize a subordinate staff to perform and meet department responsibilities and

objectives

Provide direction and motivation to departments on safety, quality, efficiency, cost, and morale.

Develop and maintains positive team member relations centered on mutual trust, dignity, respect, fairness,

consistency, two-way communication, teamwork, and harmony.

Ensure further development of HR staff through performance evaluation, development of training plans,

feedback, coaching, and cascade training.

Provide leadership in the establishment and maintenance of team member relations that will assist in attracting

and retaining a desirable and productive labor force.

Guide, and maintain positive team member relations functions consisting of team member involvement meetings,

safety meetings, interaction with team members, conflict resolution, and corrective action.

Provide and serve as the necessary liaison between the location team members and Plant Management.

Protects interests of team members and the company in accordance with company Human Resources policies and

governmental laws and regulations.

Coach, guide, and mentor members of management on human resources and team member relations matters

including performance management, attendance, team member issues and concerns, etc. Work directly with

department managers to assist them in carrying out their responsibilities on human resource matters.

Lead resolution and/or referral of specific policy-related and procedural problems and inquiries, as well as

investigation of team member complaints or issues initiated by management or team members.

Research and investigate compliance issues regarding workers’ compensation injuries and claims, attendance,

corrective actions, harassment, etc.

Support facilitation of performance management, coaching, and corrective action situations.

Develop and conduct periodic audits of human resources and team member relations to identify actions and

countermeasures that will ensure a positive team member relations climate and will not cause team members to seek

third-party intervention.

Enhance and/or develop, implement, and enforce human resources policies, practices, and procedures of the

organization by way of systems that will improve overall operation, effectiveness, and cost containment.

C A R O L L . G A LVA N, S P H R

Résumé Page Three

Manage the interpretation, application, and administration of established HR policies, practices, and procedures

while ensuring legal compliance.

Maintain current knowledge and understanding of regulations, industry trends, current practices, new

developments, and applicable laws regarding human resources. Identify legal requirements and government reporting

regulations affecting Human Resources function and ensure compliance.

Maintain liaison with corporate and local counsel in the disposition of labor charges and discrimination charges.

Establish and lead in the maintenance and management of specialized HRIS, measurement systems, and reports

for critical analysis of the HR function and the people resources of the manufacturing plant.

Responsible for tracking, month end reporting of direct/indirect headcount, overtime, attendance, turnover, leaves

of absence, Corporate Social Responsibility (CSR) activities, safety incidents, and other HR Key Performance.

Preparation of reports, graphs, charts, and statistical analyses, and participate in presenting reports and proposals to

senior management.

Direct and support specialized technical tasks, such as benchmark evaluation, technical research, and labor trend

analysis.

Lead team member communication, involvement, and recognition activities including service awards, all-team

member events, business review communication meetings, etc.

Plan and execute team member and team building activities to help promote a positive work environment and

effectively raise team member morale such as holiday activities, plant luncheons, environmental activities, etc.

Responsible for managing and coordinating plant human resource acquisition and placement activities including

staffing strategy, planning, hiring, EEO, and employment practices for both hourly and professional employment.

Establish effective workforce planning and resource acquisition/selection, professional employment and

recruiting activities, team member promotion and transfer systems, and processes to achieve efficient resource

allocation, flexible staffing, and labor cost optimization.

Provide leadership and assistance to employment and recruitment processes for filling hourly and salaried

positions with internal and external personnel due to attrition, promotions, and transfers.

Manage the employment and administration of temporary team members.

Manage the development, implementation, and monitoring of safety and security policies and procedures to

ensure a safe, secure work environment for team members.

Responsible for, and manages, through internal and external staff, all compliance, activities, and programs related

to industrial health and team member wellness including workers’ compensation.

SENIOR HUMAN RESOURCE GENERALIST (contract)

Hexcel Corp.,Kent, WA – 08/2008 to 11/2010

Responsible for all human resource activities to include employment, compensation, labor relations, benefits, and

training and development.

Interview job applicants; review application/resume; evaluate applicant skills and make recommendations

regarding applicant's qualifications. Design and conduct new employee orientations.

Develop and maintain relationship with employment agencies, universities and other recruitment sources.

Prepare and maintain company salary structure, job documentation, and job evaluation systems. Complete salary

survey questionnaires.

Prepare, process and distribute payroll.

Administer and explain benefits to employees, serve as liaison between employees and insurance carriers.

Work with union representative to resolve labor relation issues.

Recommend, develop and schedule training and development courses.

Provide advice, assistance and follow-up on company policies, procedures, and documentation.

Coordinate the resolution of specific policy-related and procedural problems and inquiries.

Recommend, develop and maintain human resource data bases, computer software systems, and manual filing

systems.

Develop and recommend operating policy and procedural improvements

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Résumé Page Four

HUMAN RESOURCE MANAGER

Interstate Brands Corp. / Holsum Bakery, Alexandria, Louisiana – 3/2006 to 6/2008

Led all areas of HR for production bakery with 1000+ employees, including 700 in 12 active unions. Ensured

compliance with company workforce matrix, labor laws and affirmative action requirements.

Proactively attended job fairs and collaborated with state job center toward hiring initiatives. Managed salary

administration to ensure compliance and equity within organization. Directed multiple open enrollment dates for

benefit plans. Managed attendance-incentive programs, and prepared employee turnover and absentee reporting.

Collaborated with managers regarding training of line supervisors toward reduced grievances and turnover.

Participated in investigating safety issues and workplace injuries, and attended unemployment hearings. Processed

disciplinary actions and terminations. Managed retirements as well as disability and FMLA absences and audit

participation for Sarbanes Oxley as part of company bankruptcy.

REASON FOR LEAVING: Military husband transferred to Washington.

SENIOR ONSITE HR SPECIALIST

Chimes, Houston, Texas – 1/2002 to 1/2006

Earned promotion to lead human resources in contractor division, on outsourced basis to Hewlett-Packard.

Independently managed professional and IT contingent workers, and oversaw staff of two serving manufacturing

needs. Also assisted staffing specialist in recruiting for Houston, Omaha and Indianapolis.

Facilitated negotiation of rates for vendor staffing firms. Issued user names, passwords and ID badges.

REASON FOR LEAVING: Husband transferred to Louisiana.

H.R.GENERALIST (contract)

Noble Drilling Services Inc., Sugar Land, Texas – 8/2000 to 9/2001

Recruited to administer staffing of new rigs and assist corporate office with human resources for 750 employees.

Reviewed and verified resumes, performed background checks, and selected candidates for management interviews.

H.R.ASSISTANT (contract)

Schlumberger, Houston, Texas – 2/2000 to 8/2000

Managed benefits programs, and processed COBRA enrollment and payments. Conducted presentations and assisted

with completion of forms for Spanish-speaking employees. Assured employee attendance at biweekly meetings and

conducted safety training in Spanish for 25-40 personnel. Processed feedback and suggestions on safety topics.

SR.H.R.GENERALIST (contract)

Cobourn, Linseinsen & Ratcliff Inc., Houston Texas – 10/1995 to 1/2000

Administered benefit and pension plans for employees of architectural and survey company. Negotiated competitive

salary and benefit packages. Coordinated evaluation and termination processes. Lead high school intern program.

Contact this candidate