CORRINE SULLIVAN SPHR-SCP

**** ********** ***** 614-***-**** (H)

Groveport, OH 43125 acrz5i@r.postjobfree.com 419-***-**** (C)

HUMAN RESOURCES MANAGEMENT PROFILE

More than 15 years as human resources specialist, generalist and manager. Expertise regarding issues affecting both hourly employees and salaried. Extensive experience successfully navigating the challenges of a union work environment as well as experience maintaining a union free environment. Consistent contributions to process improvements that increase productivity and reduce costs. Senior Professional in Human Resources (SPHR) certification.

PROFESSIONAL EXPERIENCE

LEAR/Iconma/Hebron Ohio 2013- present

(Lear: Global manufacturer of automotive seating)

Human Resource Manager

Two direct reports – ES Specialist and Receptionist

Responsible for payroll, AAP, workers compensation, recruiting, unemployment, salary and benefits survey, monthly budget forecasting

Part of management team charged with reducing turnover and establishing a stable workforce

COLUMBUS EQUIPMENT/ Columbus Ohio 2010-2013

(Columbus Equipment Company: Leading distributor of heavy equipment – Komatsu, Morbark etc)

Human Resource Manager

Focused on establishing policies and procedures while maintaining open communications with executive leadership.

Responding to all employee relations issues, benefit questions, recruiting, OSHA reporting, EEO and all HR facets of a one person HR department

HRA / Dublin Ohio 2010

(HRA: Professional Staffing and HR Solutions – temporary position)

Focus on Employee Relations for manufacturing facility of over 400 employees as well as a variety of special projects such as newsletter, weekly and monthly reports.

YRCWorldwide / Roadway Express, Columbus, OH 2005-2008

(YRC Worldwide: Fortune 500 company and one of world’s largest transportation services providers, with up to 40,000 employees; headquartered in Overland Park, KS; purchased Roadway Express)

Workers’ Compensation Coordinator, YRCWorldwide (2006-2008)

Focused on actions to reduce the number of lost work days and minimize costs related to workers’ comp claims. Served as liaison between injured workers and third-party administrator (TPA) adjusters to facilitate progress. Attended trials and hearings as a company representative/witness, partnering with the company attorney. Key actions and accomplishments included the following:

Overcame challenges associated with physician reluctance to approve light duty. Teamed with claims adjusters, nurse case managers, private investigators, legal advisors and medical providers as needed to ensure that injured workers were capable of working light duty while undergoing rehabilitation.

Contributed expertise as a member of the team that generated significant cost savings for the company, including $6 million in one quarter.

Managed increasing responsibilities as coverage expanded from Ohio to a total of 5 states within 8 months, handling an average case load of 35-40 active claims.

Achieved a 90% success rate for returning injured employees to work.

Provided upper Management as well as Terminal Management weekly status reports on all injured workers.

Developed and maintained congenial relationship with injured workers ensuring that all benefits were being received and that obstacles were explained and/or eliminated.

CORRINE SULLIVAN, 614-***-**** (H) / 419-***-**** (C) Page 2

Human Resources Coordinator, Roadway Express (2005-2006)

Managed recruiting/hiring, workers’ compensation, FMLA, orientation and training for 13 terminals in two states, with 2 direct reports. Conducted new-hire orientations and maintained training records to comply with policies and regulations.

Met the challenge of hiring a large volume of well-qualified Commercial Driver’s License (CDL) drivers. Hired 100+ drivers and 75+ on-call dock workers within 6 months by planning and executing a multi-pronged effort that included visits to truck driving schools and job fairs.

Combined patience and persistence with a non-confrontational approach to increase the amount of information gained from union employees when investigating EEOC complaints. Adopted a more forceful approach only when unavoidable.

Facilitated all New Employee orientation and on boarding.

Ensured that all Training records were updated to meet OSHA requirements.

Processed and maintained all FMLA requests and documentation.

Supervised two HR Specialist who were responsible for payroll, DOT recordkeepping and expense reports.

Alcoa Automotive, Auburn, IN / Northwood, OH 1997-2004 (Automotive manufacturing, aluminum auto parts)

Human Resources Representative, Auburn Plant (2000-2004)

Initiated actions connected with employee and labor relations, as well as training, for a plant with 400 employees, including 350 union workers.

Partnered with new union officials to facilitate acceptance of changes following the facility’s purchase by Alcoa. Dealt with 2 sets of union reps over 3 years and resolved approximately 50% of grievance issues before escalation to the second-step grievance stage.

Contributed to passing all ISO/QS training record audits with no major deficiencies. Collaborated with supervisors to create a tracking system that determined and monitored employees’ qualifications to operate various pieces of equipment.

Selected to represent the automotive division on a corporate team to implement a corporate-wide Learning Management System that would meet complex requirements.

Improved the FMLA tracking and approval system accuracy by interacting with HR Admin and supervisors to resolve issues affecting attendance recordkeeping and disciplinary processes.

Assisted Managers with administration of Performance Management system as well as conferring with Managers and employees on performance related issues.

Volunteered to take over responsibility for Workers Compensation administration.

Attended all Unemployment Hearings resulting in 85% employer favorable determinations but providing all necessary documentation.

Training Coordinator, Northwood Plant (1997-2000)

Managed training grant administration and recruiting/hiring activities for a plant with 160 employees, including 120 union workers. Subsequently recruited to assist with HR at a larger facility.

Executed actions that enabled the facility to use all grant funding for training efforts. Trained staff and unit supervisors regarding requirements for reimbursement and related recordkeeping.

Teamed with the Maintenance Manager and the local community college to increase the supply of maintenance workers with automated equipment skills. Developed an apprenticeship program that included mechanical, electrical, electronics, computerized systems and welding.

Overcame union efforts to maintain separate mechanical and electrical classifications and existing programs instead of the new apprenticeship program. Obtained DOL approval for the program and implemented it successfully.

Shortened the process for hiring hourly employees from about 4 weeks to 2 weeks by instituting more effective planning and time management.

EDUCATION

University of Toledo, Toledo, OH: Master of Business Administration (MBA), emphasis in Human Resources; Master of Education emphasis in Guidance and Counseling; Bachelor of Education.

SPHR certified since 2000.

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