Human Resources Manager

SHARONDA FLOWERS GRIFFIN, MBA

***** ****** **** * **. ac1yhn@r.postjobfree.com

Carmel, IN 46074 Cell: 317-***-****

HUMAN RESOURCES MANAGER/ DIRECTOR

An innovative, achievement-focused profession al with over 15 years of progressive management experience in human resources, manufacturing, services, quality, compliance, diversity and strategic planning. Demonstrated success/ strengths in all facets of human resources including, but not limited to: strategic planning, labor relations, compensation, training and development, diversity, conflict resolution, federal and state compliance, staffing and recruiting. Excellent motivator, coach and program implementer.

EDUCATION

Master in Business Administration Indiana Wesleyan University, Marion, IN

Bachelor of Science in Organizational Leadership and Supervision Purdue University, Indianapolis, IN

CONTRIBUTIONS AND ACHIEVEMENTS

Successfully negotiated ConAgra Foods and UFCW Labor Contracts in 2012 which resulted in a five (5) year contract at a minimal cost.

Successfully negotiated ConAgra Brands and UFCW Labor Contract in 2017 which resulted in a four (4) year contract at a minimal cost.

Proven effective leader in both union and non-union facilities by partnering with business units.

Developed Succession and Performance Plans for Executives, Directors and Managers.

Decreased Arbitrations by 50% and EEOC Cases by 100%

Successfully responded to Arbitration on behalf of the Company. Result: Company Award on 100% of Arbitrations.

Decreased FMLA Usage by 50% in two years cost savings of $250,000+

Developed “Transition to Work” program for employees on Short Term Disability leaves. Result: Employees return to work earlier, working light duty assignments, savings of over $500K annually.

Implemented Fair Labor Standards Act (FLSA) classification adjustment, reclassifying all Salary positions. Result: Achieved 100% Compliance with Federal FLSA guidelines.

PROFESSIONAL EXPERIENCE

ConAgra Brands 02/2010-08/2017

Human Resources Manager

Serves as business consultant to plant management team by providing insight regarding the human aspects of plant operations.

Serves as direct support to the Plant Manager and Corporate Vice President of Human Resources on all aspects relating to human resources, employee and labor relations at the Indianapolis facility.

Participates as a member of the HR leadership group in development and implementation of Company HR policies.

Directs and manages human resources professionals: Generalists, Specialists and Assistants.

Ensures compliance with all federal regulations governing Human Resources policies and practices.

Analyzes training and development needs for plant Salary employees and develops and administers those programs.

Leads Labor Relations relationship including but not limited to: Contract Negotiations, grievance and arbitration resolution, employee relations resolution.

Manages, coordinates and facilitates Performance review process.

Lead recruitment efforts for all levels in the organization: Screen, interview, prepare and present offers.

Develops excellent working relationships with all plant employees and labor representatives at the plant.

Coach, mentor, and develop entry level Human Resources Managers.

Key leader in the transition and acquisition of the Indianapolis Bakery facility as it relates to Human Resources.

Human Resources responsibility and oversight for over 1,000 hourly and salary employees.

Works with Corporate HR Executives to translate the corporate objectives at the location level.

SHARONDA GRIFFIN Page 2

CMW, INC. 02/2008-02/2010

Human Resources Manager

Maintain all functions of CMW’s Human Resources policies, procedures and programs without exception: Strategic planning, labor relations, benefits and compensation, labor and employee relations, community involvement.

Develop and maintain a continuous hiring plan that is perpetual and able to sustain the changing needs of the company.

Administer and oversee all employee benefits programs: Health care, life insurance, 401K, Pension, COBRA, flexible spending, etc.

Administer and oversee company and union relationship including but not limited to: labor negotiations, grievance process, arbitration process, conflict resolution.

Administer and oversee all federal regulations and guidelines related to Human rights and safety (EEOC, AA, FLSA, FMLA, OSHA etc.)

Administer and oversee performance and disciplinary processes for salary and hourly employees.

Oversee the payroll process for all Salary and hourly employees.

Wellpoint (Blue Cross/ Blue Shield) 01/2007-02/2008

Corporate Human Resources Associate

Supported over 5,000 non-union employees and managers from an HR perspective on Human Resources policy and procedures.

Trained managers on Wellpoint policies and procedures, and employee relations and Union-free workforce.

Developed “Transition to Work” Program for the Company.

International Truck and Engine 01/2000-07/2006

Sr. Human Resources Generalist / University Facilitator/Six Sigma Green Belt

Conducted investigations, resolved employee concerns and composed position statements as relates to discrimination, harassment, federal regulations and labor practices.

Assisted labor relations manager with handling complaints, arbitrating disputes, and resolving grievances.

Assisted HR Manager in salary planning, interviewing, recruiting and conducting performance appraisals.

Trained over 1,500 salary and hourly employees at all levels of the organization by presenting the following workshops: Valuing Differences, Creating a Safer Workplace, Anti-Harassment, FMLA, FLSA, Company and plant specific policies.

Human Resources coordinator for TS16949 and ISO9000

Trained and facilitated plant and company policies and procedures.

Coordinated and conducted recruiting and interviewing practices.

International Truck and Engine 10/1998-01/2000

Production Team Lead/ Manufacturing- Quality Engineer

Coordinated manufacturing activity to meet business team objectives by utilizing available plant systems.

Coordinated assigned daily activities to ensure resources were properly allocated to meet department and customer metrics.

Approved new machining processes and implemented improvements to existing processes to ensure efficient utilization at optimum operating cost.

Reduced machine downtime and scrap levels below standard saving the Company in excess of $500K.

Responsible for the operation and maintenance of over $5M of layout equipment.

Supervisory responsibility for hourly skilled and unskilled workforce.

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