Lisa I. Smith, SPHR

Ashtabula,Ohio *****

216-***-****

acocxi@r.postjobfree.com

OBJECTIVE

Seeking a position where I can utilize my leadership strengths, teamwork ability, and interpersonal

skills as a Human Resource Manager.

EDUCATION

University of Phoenix USA June, 2005

Master Degree in Labor Relations

Oklahoma University Norman, OK May, 1989

Bachelor of Arts

Major: Business Management

Community College of the A.F. May, 1987

Associates of Arts

Major: Logistics

WORK EXPERIENCE

2005-Present

Ford Motor Company

(Cleveland, OH. and Chicago, Ill.)

Human Resource Manager

• Reduced absenteeism from 18.2% to 8.6% by re-negotiating the union contractual absenteeism policy

to become more stringent and focused on employee accountability.

• Reduced the amount of grievances submitted by coaching operation managers and union officials to

ensure adherence to the local and national contract.

• Reduced the amount of grievances backlog from 625 to 210 by holding continuous meetings with

management and union officials to settle grievances by the end of each fiscal year.

• Streamlined and created a centralized system for succession planning and performance management

reviews.

Reduce manpower hours by gathering data and determining the benchmark of talent.

• Partnered with operations to incorporate employee engagement and communication team meetings.

Resulted in an incline of employee satisfaction and enhanced the relationship between management

and hourly work force.

• During contract negotiations, combined job classifications which resulted in reduction of direct and

indirect labor hours.

• Contractually changed any arbitrated cases to be paid by the losing party.

To date, saved the company approximately $112,000 from the previous year (2013).

• Effectively administered programs in accordance with the company policies and procedures.

• Oversaw the analysis, maintenance and communication of records required by law or local governing

bodies and other departments in the location.

• 1st chair lead negotiator during the 2007, 2009 and 2013 contract negotiations with the national and

local UAW.

• Worked closely with other plant leaders to better develop HR presence for the plant with a focus on

employee relations.

Ford Motor Company-Cleveland Manufacturing Site, Brook Park, OH 2001-2005

Labor Relations Supervisor Cleveland, Oh

Human Resource Manager, Distribution Center, Hartford CT

• Conducted investigations for grievances and conducted grievance meetings with the local union

representatives. Also conducted disciplinary hearings, absenteeism hearings, harassment

investigations, conflict resolution and personnel services.

• Responsible for NLRB and EEOC Investigations, Workman's Comp and AAP.

• Prepared reports and analysis for Operations Staff, Team Management, and Floor supervision.

Drove accountability for results of policy deployment and measured floor supervision effectiveness in

support of Lean Manufacturing.

• Reduced the amount of grievances paid from 2002-2005.

Saved the company over $177,000 by adhering to the local and national contracts.

• Responsible for Safety, Training and Development, Worker’s Compensation, Payroll, Benefits,

Employee Relations, Grievances, and Compensation Planning and Employee Relations.

• Generalist for Non Exempt and Exempt employees.

• Responsible for interpreting and administrating UAW-Ford Collective Bargaining agreements

including the investigation and resolution of contract issues .

• 2nd chair negotiator during the 2003 and 2005 contract negotiations with the national and local UAW.

Ford Motor Company, Brook Park, OH 1999-2001

Production Supervisor

• Motivated, trained and directed individuals who were in factory work positions on one of our past

paced shifts.

• Staffed leadership, coaching, skill development and conducted performance reviews. Ensured quality

and production standards and pursued continuous process improvements that encouraged an active role

from work teams.

• Scheduled and monitored employee attendance and completed appropriate payroll reports.

• Completed shift end reports and other reports and deliverables as required. Coached and counseled

employees and developed subordinates.

• Maintained employee trust/established and provided consistent support to employees in the resolution

of employee issues and inquires.

• Green Belt Certified-Six Sigma

SBC Telecommunications, Cleveland, OH 1992-1999

Call Center Supervisor

• Analyzed and monitored daily activity to ensure compliance with performance standards.

• Planned and organized work flow.

• Established and communicated goals that result in excellent customer satisfaction exceeding goals.

• Trained, evaluated and counseled employees to help improve custom performance and productivity.

United States Air Force 1982-1992

Human Resource Generalist/Customer Relations Supervisor

• Supervised a team of Customer Service representatives in a call center to ensure prompt and accurate

delivery of customer service and quality.

• Directed teams to assure performance standards and operating objectives were achieved (Quality, Calls

per Hour and Conformance).

• Managed team development through continuous coaching, training, and motivation. Executed quality

programs, identified quality trends, and recommended process improvements and training needs to

improve quality.

• Managed and controlled team performance to achieve performance standards and goals. Created,

implemented and analyzed effectiveness of staff recognition programs.

• Researched and resolved escalated customer inquiries and interacts directly with customers as

necessary. Determined mid-term policy reinstatements through underwriting risk evaluation.

• Utilized Union Avoidance Techniques.

References upon Request.

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