Human Resources Management

Rebecca Curry

***** ****** **

MOBILE: 734-***-****

Romulus, MI 48174

***********@***.***

EXECUTIVE SUMMARY

Human Resources Business Partner with comprehensive human resources

experience; including talent acquisition and management, training and

development, employee/labor relations, and benefits and compensation design

and administration and safety administration. Proven experience

collaborating with senior management to conduct Human Resources strategic

planning in order to support and further corporate goals. Possesses broad

knowledge of human resources in a variety of sectors including union and

non-union environments, manufacturing and fortune 500 companies with a

large number of exempt /non-exempt employees. Demonstrated experience

initiating cost containment strategies resulting in significant saving.

Excellent ability to address and implement strategic plans for talent

acquisition, retention and succession planning. Proven skills in labor and

employment law from complaint investigation to legal action in addition to

training and development and diversity and inclusions.

Technology Expertise:

Microsoft Word, Excel, PowerPoint, Abra, Resumix, JD Edwards / PeopleSoft,

ADP, Dynamics-Great Plains, Kronos, SAP

Core Leadership Qualifications

. Strategic Planning & Execution . Team Building & Leadership .

Safety & Regulatory Compliance

. Talent Acquisition/Management . Compensation Design/Pay Planning .

HRIS

. Benefits Design & Administration . Training & Development .

Personal Policies

. Employee Relations . Harassment . Organizational Development

. Project Management . EEO Compliance . Labor Relations

Professional Experience

SPX Corporation, Battle Creek, MI 12/2012 to 08/2013

Senior Human Resources Generalist/Employee Relations Manager

. Provide day-to-day leadership and guidance regarding employment issues

including but not limited to corrective action, grievance resolution

and other employee relations functions or both union and non-union

employees.

. Human Resources generalist responsibility and accountability for

multiple manufacturing facilities

. Managing and leading all efforts regarding employee relations

activities.

. Partnering with business leaders in the utilization of contemporary

human resource systems, processes and programs in the areas of:

performance management, compensation, recruiting and staffing,

organizational design and effectiveness, people development and talent

management that will facilitate business solutions and achievement of

the Company's strategy.

. Provide labor relations counsel throughout the region with the

responsibility for handling grievances at the final stage of the

grievance procedure including arbitration.

. Establishing and managing appropriate metrics for areas of work and

ensuring their effectiveness within the organization.

. Coordinating management education and training in effective utilization

in HR policies, systems, processes and compliance.

. Preparing and executing waiver and releases for employee separations

and related documentation and conduct/gather information obtained

through exit interview process and providing insights and solutions for

employee retention.

. Consulting with legal counsel and representing the Company at employee-

related hearings and investigations.

. Contracting with outside suppliers to provide employee services as

required.

. Administering and assessing variety of employee benefit programs;

communicates with employees; coordinates activities and services

provided by third party administrators (TPAs).

. Developing and delivering presentations to corporate officers or

government officials regarding human resources policies and procedures.

. Direct the work of other professional, technical and support staff on

project and/or day to day basis

. Manage day-to-day employee relations issues for both union and non-

union employees

Strategic Workforce Solutions, MI & IL

01/2010 to Present

Senior Human Resources Consultant

. Develop an understanding of the business needs and objectives of the

business, creating strategies and solutions which will meet those needs

and improve business processes and outcomes.

. Analyze and enhance organizational effectiveness, associate value and

consumer-centric ideals

. Drive continued cultural transformation through credible, strategic

influence among business leaders and senior management.

. Foster trust and associates value by promptly and appropriately

resolving associate relations issues

. Excel in a client-facing team environment, focusing on process and

production

. Provide Human Resources direction and ensures the efficient

administration and management of all human resources functions,

including recruiting, training, wage/benefit administration, compliance

with statuary requirements and the execution of the employee and labor

relations activities.

Washtenaw County, Ann Arbor, Michigan

03/2003 to 12/2009

Recruitment & Hiring Manager/Human Resources Generalist II

. Developed the program and processes for all hiring activities which

include the job application, reviewing of job application, retention of

applicant data, job requisitions/postings, advertising both locally and

nationally, job matching, applicant information and education, testing,

pre-employment background analysis and applicant tracking and

reporting. Served as key talent acquisition specialist for all

university recruiting and executive and managerial positions.

. Planned, designed and established record systems and compiled

statistical reports concerning recruitment, interviews, hires,

transfers, promotions, and terminations, and insured valid selection

processes, legislative compliance, and EEO practices.

. Coached and consulted with management and employees regarding talent

acquisition, compensation, performance management, employee relations,

organizational change, organizational learning and development, and

effectiveness

. Identified, contracted, and managed third-party vendor relationships

(background checks, drug testing process, employee assistance program,

and temporary talent assistance program.

. Managed the assessment/testing process for all applicants to ensure

appropriate competence levels are met.

. Designed and launched comprehensive on-line processes and procedures

that increased applicant pool and internal efficiency. Developed

organization-wide training for executive team, managers, and directors

to successfully assess and implemented on-line applicant tracking

system software that increased productivity and hiring and retention of

qualified employees.

. Ensured 100% EEO compliance through tracking, mentoring and reporting

all activity to federal agencies.

. Assessed Affirmative Action Plan (AA) and identified weaknesses.

Designed, implemented, and updated plan that increased internal and

external awareness and ensured compliance.

. Investigated, responded and resolved employee/labor relations against

the organization, as well as represented the organization in all formal

complaints with the Equal Employment Opportunity Commission (EEOC).

. Interpreted the bargaining unit contracts regarding all articles

pertaining to hiring, promotion, and related job changes that minimums

and resolved grievances.

. Implemented benefit & compensation programs.

. Planned, designed, and implemented a comprehensive program that

provided employees with protocol to resolve all complaints. Launched

program that proactively identified and resolved potential formal

complaints.

. Developed, implemented and managed training and development in

recruitment and hiring, policies and procedures, sexual harassment, and

diversity training in conjunction with the training coordinator and the

Civil Rights Commission.

. Developed, implemented and conducted organizational/departmental

orientations for new employees;

. Developed and conducted exit interviews to determine factors relevant

to retention and recommend improvements.

. Directed the work of other professional, technical and support staff on

a project and/or day to day basis.

. Responsible for the preparation and administration of annual operating

budget for the area's related to recruitment and hiring.

. Served on special committees and participated in professional

organizations as assigned.

. Trained and coached managers/supervisors on behavior based interview

techniques

Sears Roebuck & Co., Millersville, Maryland 2000 to 2002

District Human Resources Manager/Generalist

. Supported staffing for Maryland/Pennsylvania/Delaware/New Jersey

District for up to 700 internal and external staff.

. Developed strategies and processes related to the sourcing, attraction,

assessment and selection of high-caliber candidates

. Established and managed partnership relations with campus Career

Placement/Development Service staff and student recruitment and campus

market awareness; Coordinated and facilitated recruitment events,

sponsorships and campus recruitment processes.

. Assessed, developed and delivered training programs as needed. (On-

boarding, Diversity, Customer Service, etc.)

. Created and implemented Student Co-op Program and Management in

Training (MIT) program for the entire district.

. Established and administered wage structure, pay policies, and

performance appraisal programs.

. Managed the District Safety Program, handled Workers Compensation

claims and OSHA record keeping

. Ensured compliance with corporate human resources policies and

procedures and state and federal regulations.

. Administers associate Health benefits programs. Interpreted and

explained all others benefits available to the associates.

. Communicated and interpreted policies, procedures and regulations for

district associates.

. Responsible for facility's positive associate relations program in

accordance with company requirements.

. Managed the development, implementation and administration of

operational policies, programs and systems within functional areas.

Established methods and procedures for departmental work activities;

identifies and resolves operational problems; and communicates

expertise and approvals concerning departmental activities.

. Maintained personnel, medical and workers compensation records.

Maintained and supervised payroll.

. Investigated workplace harassment, discrimination and workplace

violence issues and other claims of misconduct in the workplace.

. Managed two (2) direct reports in the district as well as any resources

assigned on an interim basis for projects. Provide day-to-day guidance,

coaching and feedback.

. Company travel (75% of time).

Education

Master of Arts, Human Resources Development - Bowie State University (2002)

Bachelor of Science, Communications / Minor: HR Management - Eastern

Michigan University (1996)

Professional Memberships & Affiliations

Society for Human Resources Management: (1996-present)

Greater Ann Arbor Area Society for Human Resources Management (2008-

present).

Myers-Briggs Type Indicator (MBTI), (2009).

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