Rebecca Macey Lowrance

**** ****** ***** ****, ******, TX 77388 832-***-****

HUMAN RESOURCES PROFESSIONAL

Human Resources professional with broadbased, hands-on experience in various industries, to include oil & gas. Employee, management, and Company advocate with unquestionable integrity. Demonstrated ability to work with all levels of the organization, from line employees to upper management.

EDUCATION

Cornell University – Master’s Degree, Industrial and Labor Relations

Binghamton University – Bachelor’s of Arts, Political Science

KNOWLEDGE AREAS

Employment and Labor Law Recruitment, screening Project Management

– Federal, State, & Local Laws and hiring Development and

Employee Relations Extensive Fraud Investigation delivery of various

Regulatory Compliance Sexual Harassment Investigation training programs Supervisory & Management Coaching EEOC Charge Defense Preparation Process analysis and Compensation Design & Administration ● Unemployment management & defense design improvement

PROFESSIONAL EXPERIENCE

McKesson Specialty Health (contract through Randstadt), Human Resources Ops Specialist; September 2016 – February 2017

Maintain HireRight system, process pre-employment background screening;

Consult with field HR personnel to answer HR background check questions and resolve screening discrepancies;

Research and troubleshoot questions/issues/problems with HireRight vendor;

Provide daily audit and tracking of open background check screening cases;

Prepare and send background screening letters;

Run monthly Compliance audit reports.

Reason for leaving – end of contract assignment

Omron Oilfield & Marine, Human Resources Generalist; July 2014 – June 2015

Support headcount of 275 employee and managers;

Recruitment of all exempt-level personnel;

Assist and advise Management on Human Resources issues; partner with management on issues involving employee relations items such as: terminations, suspensions, disciplinary actions, and policy interpretations, as well as ADA accommodations;

Assist and advise Management in performance management, employee selection, disciplinary issues, & termination processes of exempt level personnel;

Develop and deliver Manager/Supervisor training modules (ongoing). Topics include Interviewing & Hiring, Documentation and Discipline, and Writing Performance Evaluations and Goal Setting;

Researched, developed, and implemented Mentorship Program;

“Owner” of Performance Management, Performance Evaluation, and Merit Planning process;

Lead ADP Recruiting Management module implementation for Houston location;

Advise employees of benefit programs and how they work;

Managed all leaves (FMLA, personal, military, ) and disability cases; HIPAA management;

Manage H1-B visa application process.

Reason for leaving - take time off after death of both parents

Johnson Controls, Inc., Human Resources Manager; January 2012 - September 2013

Support headcount of 500+ employees and managers (Houston, Dallas, San Antonio, Austin, Beaumont); front line service personnel unionized;

Assist and advise Management on Human Resources issues; partner with management on issues involving employee relations items such as: terminations, suspensions, disciplinary actions, and policy interpretations, as well as ADA accommodations;

Support Business Unit Management Team to ensure business objectives are consistent with HR policies, processes, and practices;

Provide HR support regarding employee relations issues. Conduct investigations of Ethics Hotline complaints and other suspicious activities, as well as violations of various Company policies and procedures. Make recommendation to Regional HR Director for appropriate action (discipline, termination, or no action);

Conduct various compliance and other audits – Affirmative Action Plan review, data integrity, recruitment cycle, equity adjustments, more;

Review, audit, and approve salary transactions for employees according to Company compensation structure/philosophy. Counsel and advise management regarding Salary Planning/Compensation, equity issues, promotions, and job reclassification.

Provide recruitment support for staffing openings with the business leaders. Coordinate hiring and promotional activities with Home Office Staffing personnel, as well as formulate compensation offers for candidates;

Preparation of data and various materials to present to government entities in response to audit notifications;

Defense preparation for EEOC discrimination charges;

Preparation of Reduction-in-Force input packages to minimize legal risk in as the result of Company layoffs.

Delivery of supervisory training – various topics.

Reason for Leaving – laid off

R&M Energy Systems, Senior HR Generalist; June 2007 – January 2012 (rehired); 2 direct reports, 2 indirect reports

All aspects of Employee Relations and HR Management in a multi-site/multi-state (about 450 employees), downhole drilling equipment in a Lean manufacturing facility. Strong union avoidance strategy in all employee relations administration.

Assist and advise Management on Human Resources issues; partner with management on issues involving employee relations items such as: terminations, suspensions, disciplinary actions, and policy interpretations, as well as ADA accommodations

Policy administration, to include strategies for union avoidance – competitive pay, performance, shift assignments, disciplinary action administration, strong No Solicitation policy;

Employee and supervisor training, to include Anti-Harassment, company policies, benefit plans, performance management, and implementation of new performance management process;

Worker’s Compensation management to include: accident and near miss investigations, process and report incident reports for WC carrier, document and track WC injuries, complete OSHA 300 log, ensure compliance with safety rules and policies, maintain relationship with WC medical provider;

Recruitment and hiring of personnel at levels of the organization (except executives): shop personnel, skilled trades, accounting & finance, engineering, sales, & other support staff;

Trained staff and employees and successfully launched new Performance Management program;

Performance management of salaried and hourly employees, to include supervisor/manager coaching, goal setting, performance evaluation administration, and merit planning;

Defense preparation for EEOC discrimination charges;

Worked on project team to develop company-wide compensation plan. Compensation administration for exempt and non-exempt employees;

Recruitment of exempt, non-exempt, domestic and specialized international positions. In-depth knowledge of engineering, sales, and technical positions in the upstream oil industry;

Administration of all employee benefits to on-site and remote location employees;

Reduction-in-force preparation

Reason for Leaving - better opportunity

Insteel Wire Products, Human Resources Manager; December 2005 – May 2006; 2 direct reports

All aspects of Employee Relations and HR Management in a wire mesh production plant;

Policy administration;

Recruitment and hiring, predominantly of hourly, plant personnel;

Performance management of salaried and hourly personnel – hourly personnel on a “pay for skills” plan;

Reason for Leaving – left to take care of ill parent

R&M Energy Systems, Human Resources Generalist; September 2004 – December 2005

All aspects of Employee Relations and HR Management in a multi-site, downhole drilling equipment manufacturing facility.

(see R&M Energy Systems – June 2007 – January 2012)

Reason for Leaving – promotional opportunity

Contact this candidate