Emily M. Houston

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

Ooltewah, TN 37363

423-***-****

Email: ac4aqx@r.postjobfree.com

OBJECTIVE & SUMMERY OF EXPERTISE

To continue a career in an executive level Human Resources Business Partner role that requires strong analytical skills, proven ability and knowledge, exceptional energy and commitment.

EXPERIENCE

T-MOBILE, Chattanooga, TN 8/2017 – PRESENT

As America's Un-carrier, T-Mobile US, Inc. (NASDAQ: TMUS) is redefining the way consumers and businesses buy wireless services through leading product and service innovation. The Company's advanced nationwide 4G LTE network delivers outstanding wireless experiences to 69.6 million customers who are unwilling to compromise on quality and value.

Provide leadership, coaching, and full-service day-to-day management to direct reports.

Serves as a leader on an HR Crew, working collaboratively to deliver effective execution of recruiting and leadership development training and programs.

Provides strategic direction and input to business leaders regarding overall people strategies that support the culture, company direction, and growth needs of the business and its employees.

Provides expert and objective advice, coaching, and counsel to leaders and employees on HR programs, policy and procedures, employment/labor laws, conflict resolution, change management, diversity and organizational development to promote a fair and equitable work environment.

Responds to employee concerns regarding performance management, improvement, harassment, discrimination, misconduct, employee safety, teamwork etc.

Proactively identify and recommend areas of improvement (turnover, Employee Satisfaction Survey results are delivered and actionable, clarification of processes and developing procedures, assures programs are in place to motivate and retain employees, etc.); translates workforce data into meaningful plans for leadership to act upon.

PLASTIC OMNIUM AUTO EXTERIORS, Chattanooga, TN 6/2014 – PRESENT

Plastic Omnium is the world’s leading supplier of plastic and composite painted exterior components and modules. Its Auto Exterior Division supports customers worldwide with 74 plants in 18 counties.

Human Resources Manager

Develop the plants HR’s processes and procedures in line with PO processes, business goals of the organization, budget, local legislation and the best HR practices from start up phase through serial production and ongoing

Provides human resources and administrative management to the organization to meet the business objectives within a fair working environment

Leads the processes, procedures and tools to attract, retain and motivate the manpower according to Corporate and Division policies

Responsible for KPIs and monthly HR Reporting: Turnover rate, absenteeism rate, headcount and labor costs, recruitment Efficiency and training efficiency

Interface with Head of Departments and Managers for devising and implementing HR policies

Be a partner with the business, through participation in the business planning, performance and operational reviews and other activities

Plan and adjusts short and long term manpower needs according to business evolution and Plant budget

Co-ordinates and involved in recruitment and onboarding for managers, technicians and supervisors

Formulates and implements the remuneration, benefits and welfare policies and ensures consistency

Source and optimize governmental subsidies on labor, environment, and training grants

Liaise with corporate in order to conduct marked-based pay compensation comparison

Manage training plan for technical key positions and induction for all key position to build motivation, discipline, good management practices and industrial performance.

Conduct assessment of learning and development needs (including soft skills, management and leadership skills, executive coaching) using POAE HR team places

Ensures the smooth running of the industrial relationships by having a role of interface between management, employee representation and employees

Develop and implement action plan to improve employee findings after employee surveys

Supports the plant HSE in ensuring safety and improvement of the work conditions.

Ensures good communication processes throughout the plant to ensure issues are identified early and resolved

Manages HR staff by giving them objectives and by planning the needs for the department

Manage the legal documents of foreign employees

CHATTANOOGA SEATING SYSTEMS (MAGNA SEATING, INC), Chattanooga, TN 4/2010 – 6/2014

Magna Seating, a wholly-owned operating unit of Magna International, is an innovative leader in the development and manufacture of high quality complete seating systems, seat structure and mechanism solutions as well as foam & trim products for the global automotive industry.

Human Resources Manager

Develop, maintain and continuously improve the effectiveness of Human Resources programs, policies and procedures, including Employee Relations, Staffing/Retention/Motivation, Employee Orientation, Training & Development, Communications, Compensation, Payroll & Employee Benefits, Organizational Development, Organizational Change and Succession Planning

Develop and ensure all company policies and procedures comply with legislation and the Employee Bill of Rights

Researched, applied and was granted over $700,000 in a state training grant for new jobs created in TN.

Contributed to the successful award of ISO14001 and TS16949 certification.

Coach and guide management regarding Leadership, Organizational Strategy, Organizational Change, Performance Management, Discipline, Diversity, Policies & Procedures and Teamwork

Maintain open channels of communication (meetings, communication boards, focus group facilitation, surveys, secret ballot votes, HR Power point running in break room etc.)

Collect, correlate data, and develop action plans that pertain to the overall efficiency and effectiveness of the department and the company through KOIs and assess trends through generated graphs and charts and maintain continuous improvement project tracking to report out status on a monthly basis or as required.

Establish divisional compensation and salary administration programs to ensure wage equity of personnel

Participate in annual business/budget review and responsible for HR budget preparation and monitoring to ensure budgets are achieved

Manage, support and provide direction to HR department to ensure customer service to all employees and the administration of all Human Resources programs

Champion the health, safety and environmental programs including return to work program, Audits, Ergonomics, Investigations, Inspections and other initiatives

DJO, INC (Formally Chattanooga Group, Inc.), Chattanooga, TN 4/2008 – 4/2010 (Company Closed)

DJO Inc. is a leading global manufacturer and provider of high-quality, orthopedic devices, with a broad range of products used for rehabilitation, pain management and physical therapy.

Human Resources Manager

Responsible for planning, development, implementation and budgeting of all Human Resources related functions including Employee Relations, Payroll, Compensation Management, Benefits Administration, Talent Management, Recruiting and Retention, Training and Organizational Development and other Projects throughout the Chattanooga Business Unit

Coordinated the Integration from a private-local company to a part of a global organization and ultimately closing out the Business Unit for transfer to other facilities within the organization due to consolidation

Worked closely with employees and managers through the transitional phase of private ownership to corporately owned organization

Manage recruiting efforts for all levels of position, conduct initial screenings and interviews, check references, evaluate candidates for “fit”, and negotiate offers of employment

Implemented people development evaluation process

Coordinated and lead a weekly HR walk thru in each department where employees had one on one time with HR to ask questions, make suggestions or comments.

Exercise judgment and advises management in personnel policy and program matters and making or recommending appropriate decisions as consistent with strategic directions

Works in issues of diverse scope where analysis of the situation or data requires evaluation of a variety of factors, including and understanding current business trends

Manage Workers Compensation claims and costs and head Safety Committee

Manage separation process and the release of employees as plant is closing in 2010

INTECH, INC., Chattanooga, TN 6/2007 – 4/2008

Intech designs and manufactures custom processes and applications for power plants and industrial applications

Human Resources Manager

Responsible for the management of all Human Resources, Recruiting and Benefit Administration functions

Coordinates all recruitment efforts from advertising to on boarding

Ensures all necessary security clearance paperwork and drug screens are completed completely and accurately in order to receive unescorted clearance onto Nuclear Power Plants in the US and Canada

Track training and career progression planning

Implements and annually updates the compensation and evaluation program

Manage departmental budget on a quarterly and annual basis

Develops, recommends, implements and ensures compliance with personnel policies and procedures

Work with managers in solving employee issues relating to job performance, attendance, policy violation, etc.

Develop and administer training programs for employees

Monitor Workers Compensation claims and develop safety programs to reduce Workers Compensation costs

TENNESSEE ONCOLOGY, PLLC, Nashville, TN 6/2002 – 8/2007

Tennessee Oncology offers quality cancer care, chemotherapy and support for cancer patients.

Human Resources & Payroll Manager

Manage all Human Resources, Recruiting, Payroll, and Benefit Administration function for over 450 employees and physicians at 36 regional locations

Plans, organizes, and controls all activities in the Human Resources Department and sets departmental goals, objectives and systems

Develops, recommends, implements and ensures compliance with personnel policies and procedures

Assists managers with solving employee issues relating to job performance, attendance, policy violation, etc.

Administer various HR programs including compensation program, job analysis and performance management

Implements and annually updates the compensation and evaluation program; updates job descriptions; conducts annual salary surveys and develops salary budget; monitors performance evaluation program

Assist employees with career planning and development for future career growth

Conducts needs assessments, training curriculum, on various HR topics and new employee orientation program.

Developed a new HRIS system specific to Tennessee Oncology along with a database for employees to log into using the Intranet to look up personal information on file, benefits enrolled in, and time off balances

Oversee and monitor all organizational turnover, employee retention, and morale building

Coordinates and oversee all recruitment activities including background and drug testing policies

Developed pre-employment background investigation/drug screen policy and procedure

Monitor and assist in reducing unemployment claims costs

Process entire payroll and prepare quarterly reports, generate year end reports and W-2 Forms

Finalizes year-end reconciliation audits and reports; conducts internal audits

Benefits administration, including yearly open enrollment, renewal/proposal process, and reconcile billing

Monitor Workers Compensation costs and develop safety programs to reduce Workers Compensation costs

EDUCATION

University of Tennessee, BS: Business Administration

Majors: Human Resources Management and General Management

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