Manager Project

Dawn Mubaslat

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

Dayton, Ohio *5066

937-***-**** cell

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

Professional Summary

Proven initiator, strategic thinker and team player with effective

leadership, analytical organization and communication skills. Major areas

of expertise include; Recruitment/Staffing, Training/Development, EEOC,

AAP, Benefit and Compensation Programs, Labor Relations, Compliance,

Employee Relations/Communications and Union Avoidance.

Education

Master of Business, Central Michigan University Wright Patterson Air Force

Base, Ohio, 2002

Bachelor of Arts Human Resource Management, Graduated Magna Cum Laude

Capital University, Dayton, Ohio 1995

Associate of Applied Business, Clark State College Springfield, Ohio 1992

Certified Trainer in DISC Behavioral Analysis and Assessment, 2003

Thomas International, Dallas, Texas

Lominger Certified, Interview Architect, Austin, Texas, 2003

Career Achievement Highlights

. Successfully defeated two OFCCP site visits that resulted in no cause

deficiencies/findings at BAE.

. Developed employee orientation program to reduce turnover by 20%.

. Wrote first employee handbook for technology company of over 2800

employees in 3 months.

. Created, developed and implemented manager best practices training

program. First ever for company. Trained on various topics such as;

Affirmative Action, Employee Relations, Coaching and Counseling Poor

Performers, Conflict Resolution, Diversity etc.

. Restructured employee recognition program and saved $200,000 in three

months.

. Implemented safety program for start-up company. Saved over $250,000

during OSHA visit.

. Restructured payroll programs-functionality-that were not being utilized

in HRIS (Peoplesoft) Saved $150,000 the first year of operations.

. Reduced workers compensation rate by 35% by creating and implementing

return-to-work programs.

. Created entire human resource department for start-up company in four

months.

. Prepared several company responses to OFCCP desk audit charges for

Delphi, Emerson, MTC and BAE which resulted in no cause findings/no

deficiencies.

. Won all EEOC and Ohio Civil Rights Commissions cases while working for

Delphi and MTC.

. Negotiated and implemented a change of medical plan providers resulting

in reduced premium increase and savings of $235,000.

. Actively participated in company campaign defeating a union attempt to

organize employees.

. Developed and implemented first succession planning tool for company of

800 employees.

Professional Experience

BAE (Formerly MTC Technologies), Dayton, Ohio 2005-present- Company Sold

Dayton Location Closing

Strategic Human Resource Compliance Manager-Promotion-Shared Service

Model

. Support Compliance function for employee base of 8,000 employees

throughout the U.S. including California.

. Manage affirmative action plans and programs which include annual

completion of over 150 plans.

. Create, develop and present training and/or communications designed to

inform and educate HR Business Partners on program, policy and legal

compliance issues.

. Provide advice and counsel to line of business executives, managers

and HR community on a broad range of employee and labor relations

issues.

. Responsible for resolving OFCCP desk audits and EEOC issues. Fully

responsible for line of business OFCCP and EEOC charges with dismissal

rate of 100%.

. Oversee line of business processes and systems to ensure compliance

with policy, procedure or legal requirements.

. Responsible for leave management for line of business.

. Create monthly diversity, compliance and attrition metrics for line of

business executives.

. Supervise 3 Compliance Representatives.

. Partner with field managers, HR and legal on escalated internal and

external employee relations issues.

Senior Human Resource Manager

. Manage affirmative action plans and programs which include completion

of over 50 plans.

. Project Manager for implementation of Kenexa (ATS system). Maintain,

enhance, and educate field HR and hiring managers on applicant

tracking system.

. First point of contact for all EEO, employee relations isuses for all

field and corporate locations for over 15 states. Coach and counsel

managers and HR with regards to employee relations issues.

. Supervise 4 Human Resource Professionals.

. Responsible for resolving EEOC and OFCCP desk audit charges for the

company with a dismissal rate of 100%.

. Partner with managers to conduct annual succession planning.

Establish tools and resources to develop high potential employees.

. Conduct open enrollment meetings and participate in benefit renewals.

. Create, develop and implement monthly manager training company wide on

topics such as but not limited to: FMLA, ADA, Sexual Harassment and

Leadership. Use learning management system to track training.

Develop curriculm for senior management.

. Responsible for change management projects due to acquisition

including but not limited to: integration of policies and procedures,

develop and communicate recruiting processes, benefits transition,

align compensation program (map job titles, salary grades,

descriptions etc).

. Create, implement and complete various strategic projects such as;

succession planning, employee reward and recognition programs,

performance management and recruiting systems.

Kohl's Distribution Center, Middletown, Ohio 2004-2005

Sr. Human Resource Consultant Contract Position

. Generalist projects as assigned and needed.

Emerson Process Management, Houston Texas 2002 to 2004

Manufacturer of valves/actuators, multi-site/state Moved back

to Ohio

Regional Manager, Human Resources

. Developed and implemented training at all U.S. locations in the areas of

performance management, sexual harassment, diversity, leadership and

interviewing skills for members of management and all employees. Devised

leadership training program for managers. Tracked training on learning

and development software.

. Created and implemented entire compensation program (wage progression)

for all hourly employees in two U.S. locations.

. Developed and implemented a formal appraisal system (performance

management including job descriptions and titles, performance evaluation

forms, salary administration guidelines, self-evaluations etc.) from a

general pay increase method to defining performance expectations and

resulting in pay for performance for both hourly and salaried employees.

. Created employee handbook to support centralization efforts to ensure

consistent and legal compliance. Reviewed and revised all policies for

U.S locations.

. Streamlined all manual HR processes in every U.S. location using

PeopleSoft HRIS system.

. Implemented E-Pay and E-Benefits in all U.S. locations that resulted in

thousands of dollars in savings. (elimination of printing paper pay

stubs, paper forms, manual processes and introduction of employee self-

service.)

. Recruited, interviewed and hired for all positions such as: technical,

engineering, sales, executive, support, clerical, hourly, accounting,

finance and marketing.

. Devised first Affirmative Action plans for entire division.

. Responsible for all U.S. location benefit programs. Worked with carriers

and brokers to develop new plans/programs on annual basis to cut costs.

Responsible for open enrollment for 3 U.S. locations. Prepared all open

enrollment documentation.

. Served as mediator/negotiator and decision maker in regards to employee

relations issues at all three U.S. locations.

. Supervise 3 Human Resource professionals.

. Responsible for resolving EEOC cases and/or OFCCP desk audit charges.

. Conducted annual succession planning meetings to determine high potential

employees. Worked with managers and leaders with regards to succession

planning.

Delphi Harrison Thermal Systems Dayton, Ohio 1997 to 2001

Manufacturer of tier one automotive components -union shop

Plant Closed

Labor Relations Representative (Promotion)

. Resolved EEOC cases, OFCCP desk audit charges and Ohio Civil Rights

Commission cases by mandated deadlines.

. Participated in arbitration hearings and prepared necessary

documentation to defend the company. Gathered data for contract renewal

negotiations with union shop committee.

. Met with shop committee on a weekly basis to discuss plant issues and

grievances.

. Resolved grievances and disciplines with appropriate union personnel.

Wrote answers to grievances and communicated to shop committee.

. Coached and counseled Supervisors in regards to labor relations and

employee relations issues.

Human Resources Generalist/EEO Coordinator- 5 direct reports

. Devised, created and monitored Affirmative Action Program.

. Resolved EEOC and Civil Rights cases by mandated deadlines.

. Created and delivered sexual harassment and diversity training materials

with all salaried and hourly employees. Tracked training on learning

management system.

. Coached and counseled Supervisors on human resource issues, EEO and

Affirmative action concerns.

. First point of contact with regards to any/all employee relations

issues. Served as Employee Relations Coordinator for a plant of 3,500

employees (salaried and hourly).

Contact this candidate