D AWN BAKER, SPHR

ac29fs@r.postjobfree.com • 732-***-**** https://www.linkedin.com/in/dawnb0306/

Global HR Head Union & Labor Negotiations Employee Relations Regional Reporting & Analytics Bene- fits Administration Change Management Payroll HRIS Data Management Program & Policy Development Employee Development Merger & Acquisition Compliance Program Development and Administration Strategic and proactive HR Professional with 19+ years of experience driving policy and program development in corporate, StartUp, financial and manufacturing environments. Organizational visionary with intuitive ability to align talent and performance across diverse engineering, technical, administrative and management teams to meet aggressive growth and organizational goals. In-depth knowledge of both union and non-union environments both domestically and internationally. Extensive knowledge and experience in the following states; New York, New Jersey, Illinois, North Carolina, South Carolina, Denver, California, Virginia, Tennessee and Texas. International ex- perience; UK, Canada, Australia, South America, India and South Africa. KEY LEADERSHIP CONTRIBUTIONS

Drove payroll ops through ADP Streamline/Payline and Sage VIP for South Africa, Canada, US, UK and Aus- tralia.

Spearheaded implementation of a new HRIS system for all locations by utilizing systems that successfully eliminated multiple payroll vendors.

Saved $300K annually after directing the complete relocation of three global offices and completing cost- benefit analysis, location surveys and comprehensive contract negotiations.

Improved employee relations and productivity after negotiating union contracts for laborers and devel- oping new contracts for administrative personnel.

Significantly maximized employee retention a by establishing new staff development programs that were adopted into company operations in 2015, resulting in retaining high potential employees, reducing high turnover rates and providing definitive career development paths in the company for goal-oriented employees.

Directed U.S. and Global programs surrounding employee relations issues as well as resolution of complex Talent Management situations.

Grew organization from 200 employees to 3,000 within 8 years by developing innovative business growth methods for an owner that wanted to build quickly and sell by driving startup and management of full HR operations as well as merger and acquisition processes in seven states and two countries for 12 additional locations.

Successfully retained up to 90% staff of acquired companies including 3 Global locations and Canada as well as managed all on boarding for employees by switching over payroll and benefits during high acquisi- tion activity.

Intermediated, managed and resolved workplace grievance and complaints while facilitating investiga- tions into allegations; addressed employee relations issues for both union and non-union sites.

Increased associate satisfaction by 82% with implementation of new grievance and complaint procedures that fostered teamwork and open-door environment conducive to positive dialogue across entire or- ganization.

Led workers' compensation program into full compliance and instituted procedures in case of injuries occurring.

PROFESSIONAL EXPERIENCE

SCENTBIRD MARCH 2017 – PRESENT

Interim Head of Human Resources (Online Fragrance Retailer) Oversee all HR functions for both the US-based and the overseas teams. Manage talent acquisition (talent needs, selection and on-boarding). Manage and conduct new hire orientation and continue to evolve the on-boarding process. Develop, implement and maintain policies and procedures to ensure compliance with federal and state fair hiring practices.

• Administer compensation, benefits and performance management systems, and safety and recreation pro- grams.

• Provide current and prospective employees with information about policies, job duties, working condi- tions, wages, opportunities for promotion and employee benefits.

• Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, and administer- ing disciplinary procedures.

• Work closely with management and employees to improve work relationships, build morale, and instill the right company culture.

• Ensure compensation practices are attractive and equitable. Oversee biweekly payroll, benefits adminis- tration, and audit preparation Oversee benefits carriers, billing, and open enrollment, and resolve bene- fits, payroll and tax issues.

THE PBE GROUP

MARCH 2015-MARCH 2017

Global Human Resources Director

Human Resources Manager overseeing domestic union manufacturing environments and 6 global locations. Led de- velopment and procurement of salaried positions in several areas of engineering including mechanical, electrical and chemical. Yearly succession planning to identify gaps and address training needs for those employees slated as hypo or contingent. Successfully implemented a benefit and pension scheme for global locations. Direct global talent acquisition cycle including advertising, interviewing and on boarding. Manage a corporate expatriate reloca- tion program as well as corporate progressive discipline policies including coaching and terminations. Developed corporate wide bonus plans for all employee classifications. Designed and implemented a companywide training initiative that increased productivity by 22% in Q2 and Q3. Change management, discipline and performance re- view team leader. Handled all employee investigations from incident to resolution. First chair for CBA negotia- tions resulting in a cost savings to the company of $350K yearly while maintaining morale and acceptance from all Union employees. Successfully completed an audit of all positions domestically to ensure compliance with recent FLSA changes including over time laws.

• Completed 3 acquisitions in 2015 and 2016.

• Eliminated costly turnover and improved retention rates with quality employees after proposing multiple performance management programs to senior management.

• Ensured compliance with global labor laws and negotiated union contracts as well as GSA travel policies both globally and domestically.

• Managed corporate Visa program, including H1B, E3, Indonesia and South African work visas.

• Handled payroll for all Global employees utilizing ADP platforms

• Implemented L&D programs to be used globally to unsure all employees were engaged and current with the ever-changing market

• Drove and championed all change initiatives to ensure all locations were operating under the same com- pany initiatives

• Relocated 4 offices globally for a cost savings of 300K annually.

• Successfully transitioned all location to a new HRIS system which was more efficient, cost saving and user friendly.

PARSON’S (ENVIRONMENTAL & INFRASTRUCTURE ENGINEERING) NOVEMBER 2014-MARCH 2015

Talent Management Specialist (Consultant)

Spearhead performance management, employee engagement and talent acquisition/management to ensure opti- mal workflow and productivity across all business functions supporting 4,000 users. Partner with Executive Team to devise and implement staff development and succession planning programs. Administer full cycle of employee re- lations and oversaw various project coordinators to resolve outstanding issues quickly while ensuring timely deliv- erables. Manage retention and bonus programs. Produced and prepared monthly reporting across attrition, talent tracking, key hires, headcount and adhoc functions. Interpret Talent Management principles and policies while applying industry practices as well as regulatory compliance practices. Drive entire hiring process including rec- ommending salary offers, relocation packages, and addressing any other issues pertaining to prospective candi- dates. Negotiate relocation packages for employees being redeployed to new work locations. Serve as a SME in multiple areas including compensation, global TM policy development and reporting metrics.

• Direct U.S. staff as a HR Business Partner by mitigating employee relations and performance issues.

• Lead 12,000 onshore and offshore staff to maintain regulatory compliance with employment laws, HR functions and develop intuitive training/onboarding programs.

• Cultivate and sustain high level relationships with GBU leaders and internal Talent Management team members across global regions to establish priorities and leadership to lower-level personnel and support staff for compiling data, design and preparation of related reports. INNOVATIVE WORKSAFE SOLUTIONS (NUCLEAR SAFETY CONSULTING) SEPTEMBER 2013-APRIL 2014

Human Resources Manager (Consultant)

Selected to assist executive management with specific functions of HR process improvements. Advised upper man- agement on development and administration of plans/policies surrounding HR functions. Obtained an OSHA certifi- cation and trained in areas of EHS and plant manufacturing safety as well as health guidelines. Planned and devel- oped employee manuals and programs for employee relations, benefits administration as well as on-boarding and off-boarding initiatives. Analyzed and recommended solutions to current organizational HR issues for assigned pro- grams or section areas.

• Participated in more than 45 EHS training classes including manufacturing and chemical environment is- sues.

• Led global implementation of a new HRIS system (ADP Workforce Now) and trained staff on new system.

• Spearheaded HR programs for all open positions for diverse skill sets, including instructors, engineers and administrative support staff while tracking applicants throughout entire process. BLUEVISION COMMUNICATIONS (TECH COMMUNICATIONS STARTUP) JANUARY 2004-SEPTEMBER 2013

Human Resources Director

Reported to CEO, creating and managing operational programs to ensure optimal employee relations and wellness across diverse groups with 13 direct reports. Directed workforce planning initiatives that allowed for higher pro- ductivity levels while increasing employee morale. Successfully completed 11 merger and acquisitions to grow the organization to over 3000 employees. Administered reporting functions to ensure federal and state regulations were met and in compliance. Partnered with senior management to create HR policies/procedures and develop orientation, training and incentive programs. Ensured successful launch and staffing for all new locations and structured/implemented programs and policies across training, compensation structures, benefits packages, in- centives and new employee orientation. Negotiated salary offers, sign on bonuses and relocation packages at both national and international levels. Wrote employee manual covering issues including disciplinary procedures, code of conduct, FMLA policy, and benefits information. Led compliance initiatives with state mandated regulations during mergers and acquisitions across the U.S. & Internationally. Revised job descriptions across more than 50 categories and all levels.

• Supervised a payroll group of 5.

• Introduced company's first formal performance review program, creating a flexible and well-received tool that was later adopted company-wide.

• Managed a diverse range of HR programs, including Leave of Absence involving FMLA, ADA and PTO.

• Administered and recommended benefit enrollment and program options to maximize employee satisfac- tion.

• Planned and managed a comprehensive HR budget to plan long term cost-effective programs. Additional work experience as a Human Resources Manager for the Lombard Group and as a Human Resources Assistant for Joaquin Construction. EDUCATION

Master of Arts in Organizational Development Loyola University Bachelor of Science in Psychology, Clemson University Labor Relations Certification, Cornell University

CERTIFICATIONS

Human Resources Project Manager Certification (HRPM) Senior Professional in Human Resources Certifica- tion (SPHR) Occupational Safety and Health Administration (OSHA), 30-hour Certification Six Sigma Green Belt DDI Facilitator

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