High-performing, results-Driven, strategic business partner with demonstrated leadership in non-union manufacturing environments. Experience includes managing KPI’s, multiple facilities, departmental budgets, organizational development, employee relations, team building, and talent acquisition.

Professional Experience:

ABC Group, Inc., Wyoming, MI

February 2016 - Present

Human Resources Manager

Plant HR Manager for Tier 1 automotive manufacturer of blow molded and injection molded products. Supporting 500 employees, this is a hands-on position with a key emphasis on Employee Relations, change management, and Union Avoidance. As the site HR Manager, I report to the General Manager and am a member of the Site Senior Leadership Team. I lead a staff of five and have responsibility for all talent acquisition, employee relations, safety, performance management, training, payroll, benefits and worker’s compensation activities, as well as ownership for HR KPI’s.

Manage five HR team members and three Production Trainers.

Member of site senior leadership team.

Lead talent acquisition efforts for management and exempt positions and oversee all direct labor recruiting activities, hiring 250 hourly team members in the last 7 months.

Conduct Annual Talent Assessment (first ever at this location), identifying HIPO’s (development plans) and LOPO’s (action plans).

Manage and develop annual Training Plan – develop budget, work with department managers to determine training needs, identify internal and external training resources.

Manage HR KPI’s - turnover/retention, absenteeism, EOS score, recruiting time to fill, training compliance, recordable injuries, and Incident Rate.

Partner with managers/supervisors to coach and develop employees, using proactive/positive coaching and corrective coaching techniques (Performance Improvement Plans).

Conduct employee relations investigations, ensure consistent application of policies.

Daily shop floor walks, spending time engaging with employees, removing barriers to management, improving communication and morale.

Current Project Samples:

Operator Training – Scope: implemented a Certified Trainer program, standardizing training materials, improving communication and comprehension, enforcing compliance to standard work through auditing (LPA’s and training audits), improve customer quality issues related to training.

Employee Retention – Scope: monthly manager meetings, new employee focus groups, weekly small group employee round tables, reviewing exit interviews, conducting phone interviews with former employees, developing action plans, improve onboarding process, implement a Core Leadership program for front line supervisors, and biweekly front-line leadership roundtables with HR, Operations Management, and front-line supervisors.

Byrne Electrical Specialists, Rockford, MI

July 2015 – February 2016

Human Resources Manager

HR Manager for Tier 1 electrical manufacturer with 700 employees and two locations. In this position, I reported to the Director of Talent, Development, and Engagement. My responsibilities included managing two HR Generalists, talent acquisition, employee relations, performance management, training, payroll and worker’s compensation.

Manage two HR Generalists.

Member of management leadership team.

Lead talent acquisition efforts for management and exempt positions (currently 20+ positions open).

Direct labor recruiting – partner with two temporary services to add direct labor to support business needs. New projects include developing staffing plan for new manufacturing facility.

Partner with managers/supervisors to coach and develop employees, using proactive/positive coaching and corrective coaching techniques (Performance Improvement Plans).

Conduct employee relations investigations, ensure consistent application of policies.

Develop scorecard for tracking HR KPI’s.

Project Sample: participation in the creation of an Organizational and Talent Development strategy, including Talent Assessment and Succession Planning for professional to mid-level managers.

Magna Engineered Glass, Holland, MI

August 2013 – July 2015

Human Resources Manager

Strategic business partner and member of the senior leadership team. Advocate with hourly and salaried customer groups in three locations, supporting 700 employees. This is a hands-on management position, so I am actively involved in day-to-day HR activities.

Manage five HR and EHS team members.

Participate in business strategy sessions.

Talent Acquisition activities for management, exempt, and hourly support staff.

Direct labor recruiting – added 200 full-time employees in 12 months. Implemented a part-time weekend production crew to help alleviate overtime.

Implemented Leadership Development Program.

Partner with managers/supervisors to coach and develop employees, using proactive/positive coaching and corrective coaching techniques (Performance Improvement Plans).

Conduct employee relations investigations, ensure consistent application of policies.

Conduct annual compensation analysis.

Manage HR KPI’s and Scorecard.

Vention Medical, Grand Rapids, MI

February 2006 – August 2013

Division Human Resources Manager (Sept 2012-Aug 2013)

Strategic HR business partner providing leadership and direction to Human Resources Managers or Generalists for six locations.

Member of the Senior Leadership Team.

Support and provide leadership on complex legal issues. Working frequently with Corporate Counsel.

Frequent travel to locations to support local HR on various issues; conduct training sessions for various HR topics.

Oversee multi-site organizational restructuring, providing HR leadership for RIF’s, position re-assignments, and position eliminations.

Implement standardized policies and processes, talent management process and training programs.

Human Resources Manager (Feb 2006 – Sept 2012)

Plant-level HR Manager for 350 employees at two locations. Member of the local leadership team, making decisions to drive organizational improvements.

Ensure compliance with all federal, state, and local laws.

Manage HR budget; participate in annual AOP process.

Manage HR Scorecard; present quarterly results to senior management.

Manage benefit plans, working with brokers to negotiate contracts and plan design, annual reporting (5500, audit, etc.) and other plan maintenance items such as renewals and rate setting for self-insured and fully-insured products.

Develop and maintain relationships with vendors ensuring quality communication and problem resolution.

Provide customer support on employee benefits questions related to health insurance, disability insurance, and other benefit programs.

FMLA and COBRA Administration.

Promote a positive work environment, with fair and consistent policy application. Work closely with supervisors and managers to counsel employees, perform incident investigations, and facilitate disciplinary actions as needed.

Manage worker’s compensation; conducting accident investigations, reporting claims, managing return to work program, and maintain OSHA log to ensure compliance.

Manage intern program. Partner with universities and participate in career fairs.

Develop and manage rewards and recognition programs.

Respond to unemployment claims; represent employer interest in court proceedings.

Talent Acquisition for all exempt and non-exempt positions.

Facilitate quarterly roundtable luncheons with employees.

Other Experience:

Uniform Color Company, Holland, MI April 2003 – February 2006

Sr. Benefits Administrator

Grand Rapids Controls, Rockford, MI April 1998 – March 2003

Human Resources Generalist

Education

Cornerstone University, Grand Rapids, MI

Bachelor of Science, Business Management

Emphasis – Human Resources Management

Professional in Human Resources Management (PHR) Certification

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