Human Resources Manager
Resume:
Jyl Russell
Long Beach, CA *****
**********@*******.***
Professional Summary:
High touch, systems thinking 20+ year Human Resource professional, strong coaching skills, talent management and ER focus. High energy creative problem solver, and trusted advisor.
PROFESSIONAL EXPERIENCE:
RBC/Sonic Industries (formerly Sargent Aerospace), Torrance, CA July 2013 – Nov 2017
Positions:
Director of Human Resources
Human Resources Site Manager
Role provided leadership and support in all aspects of Human Resources in a $48 million dollar division. Served as a consultative resource, active member and trusted advisor to the plant GM and leadership team, utilizing relationships with business leaders, managers and the HR team of three to help drive people strategies and programs. Identified opportunities and recommended management strategies to increase performance, reduce cost, and positively impact both HR and the business.
Created process to streamline and expedite hiring; saving budget on all hires through the use of site resources.
Maintained knowledge of industry trends and employment legislation and ensure compliance; changed policies/procedures/processes to reflect changes in labor law.
Supervised the staff of the Human Resources Department.
Oversaw HR recordkeeping, payroll processing, and developed Leave of Absence and Worker’s Compensation processes.
Ensured the company has effective communication systems including the use of technology, coaching business leaders, and providing helpful, compliant written materials.
Created and managed all Talent Management processes including performance management, succession planning, compensation planning, workforce planning, employee training and development.
Created and implemented compensation studies and processes, bringing salaries up to market, resulting in reduced attrition.
Provided Employee Relations guidance and associated investigations and issue resolution, resulting in more effective manager/employee relationships.
Created training and training programs for managers, using needs assessments and trends, improving employee/manager communication and creating a more transparent culture resulting in higher levels of employee engagement.
Northrop Grumman Aerospace Systems/Space Technology, Redondo Beach, CA April 2007 – June 2013
Positions:
Lead Human Resources Business Partner
Senior Manager, Human Resources
Lead Human Resources Business Partner, Global Supply Chain, Aerospace Systems
Provided day to day Human Resources support to the Sector Vice President and direct report VPs and Directors of the Global Supply Chain (GSC) organization within Aerospace Systems (AS).
Led/Communicated/coordinated HR processes/initiatives HRBP supporting GSC across the AS Sector, across multiple sites within the US
Led Sector Level Projects involving team members from across the AS Sector for both functional organizations and the Human Resources/Business Partner population.
Sector Lead HR Business Partner, Aerospace Systems
Position reported to the Sector Director, HRBPs, Ethics and Community/Employee Services. Responsibilities include leadership of a team of six Sector Human Resources Business Partners and providing overall guidance, direction and professional development.
Coordinated training of HRBPs assigned to the Sector, provided performance assessment inputs, and provided day-to-day work assignments for the group.
Articulated those strategic business needs of the (Global Supply Chain) customer that required human resources services and work to effectively deliver appropriate solutions. Participate in strategy planning, and develop and lead the implementation of tactics in support of the sector/business area/site AOP goals. Coordinate all HR initiatives for GSC with HR Business Partners across the AS Sector.
Senior Manager, Human Resources, Space and Defense Products Division
Role was in support of a diverse organization comprised of exempt and non-exempt employees of all levels. Performed Business Partner tasks, including but not limited to evaluating, administering, applying and advising management in the areas of company policy, practices and procedures, and applicable state/federal laws governing employer/employee relationship. Consulting and advising in the areas of performance management, succession planning, compensation, employee relations, recruiting and hiring process, company policy, practices and procedures, and applicable state/federal laws governing employer/employee relationship.
Effectively shifted the outdated culture of an isolated portion of the business using creative methods that included change management strategies resulting in improved employee engagement and retention.
Special projects included: representing the Division in the HR Long Range Strategic Planning process for 2009; member of cross-Sector change management team to support the Corporation’s initiatives to standardize processes, policies, and launch a Corporate-wide Service Center; representing Division in planning and executing annual University Hiring Event involving 125 University Students from all over the U.S; creating a mentoring program, and incorporating Talent Management strategies including strategic hiring college hiring initiatives.
Planned for administering of Employee Engagement Survey; Analyze results from Employee Engagement Survey at Sector/Division and Directorate levels, developing strategy, recommendations and action plans. Created metrics to measure success of action plans.
Developed Performance Management methods for Division and ST Sector management as a result of Employee Engagement Survey Feedback. Collaborated as a part of a cross functional team in creating Directorate level Employee Recognition Program as part of action plan for same.
Fox Network, Los Angeles, CA (March 2006 – April 2007)
Director, Human Resources, Network Engineering and Operations
Role was in support of 950+ employees consisting of union employees, non-represented management, and Executive management. Included supervision of two HR Administrators and all administrative processes for NE&O HR.
Effectively built trust with, and managed strong relationships with several Collective Bargaining Units (Unions), interpreting and administering multiple contracts, influencing and negotiating solutions to employee relations issues involving Union employees. Led Management through Union Avoidance strategies applicable to non-represented populations.
Mentored and developed direct reports.
Advised management in the areas of compensation, created and advised development of Job Descriptions and Position Analysis Questionnaires, administering job reclassifications, promotions, salary review, equity and other out-of-cycle increases, etc. Partnered with Compensation in managing the process of performing market research for highly competitive job families.
Led Performance Review and Salary Planning Processes. Negotiated salaries and contract terms with Compensation and Finance for key positions, and Executive level jobs/candidates.
Partnered with Recruiting in defining and filling staffing requirements for NE&O, including refining and improving existing processes.
Represented Fox NE&O at hiring fair aimed at recruiting both college and professional hires.
Partnered with NE&O client in order to create strategic alliances with colleges and universities from which to recruit critical skills, resulting in creating pipelines of talent or for hard to fill positions.
Managed and facilitated training for Network Engineering and Operations, including designing tailored training curriculum for NE&O management to supplement Corporate Fox Network’s Training Organizations curriculum.
The Boeing Company, Long Beach/Huntington Beach, CA (April 1997-March 2006)
Human Resource Generalist 4
Provided advice and counsel to management and employees on company policy, practices and procedures, union contract language, and applicable state/federal laws governing employer/employee relationships. Resolved internal complaints through investigative processes, including EEO complaints.
Effectively built trust with, and managed strong relationships with union representatives; mediated and resolved grievances; interpreted several (eight) Collective Bargaining Agreements. Created Union Avoidance Strategies as part of a Boeing Enterprise effort.
Coached and counseled management in the areas of performance and behavior management, including corrective action. Coached management in the areas of compensation, including administering job reclassifications, promotions, salary planning, out-of-cycle increases, cash awards, etc.
Reviewed and analyzed customers’ results from Employee Engagement Survey, developed recommendations and action plans; participated on teams deploying action plans.
Established methods for training and developing employees through skill assessment and gap analysis. Trained employees and management in HR Processes, policies and procedures, including Union/Labor Relations, EEO, Diversity, Compensation, Interviewing, Employee development processes, etc.
Effectively partnered with hiring management in order to assess staffing needs, including specialty hires/critical skills; collaborated with recruiters in order to meet resource requirements. Facilitated selection of candidates for management and non-management positions. Partnered with functional organization to create hiring initiatives that included strategies to address underutilized job groups.
Demonstrated leadership, communication and project management skills in leading/participating in multiple projects within HR and as part of multi-disciplinary teams such as: Led Category 7.4 (metrics and business results) of the Malcolm Baldridge application for Airlift and Tanker, participated on Category 5 (Human Resources) writing team for same application, resulting in a site visit; developed multi-site Staffing/Requirements tool as part of a cross functional regional team; represented HR on cross-functional team to assess/identify hiring/staffing Best Practices within new programs.
Mentored junior generalists.
EDUCATION
California State University - Fullerton Fullerton, CA
BS, Human Services
SHRM Certification (previous PHR)
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