KYMBERLIE R. BROWN

**** *. ******* **. ● Irving, TX 75062

504-***-**** (Mobile)

ac7dtb@r.postjobfree.com

OBJECTIVE & PROFILE

HUMAN RESOURCES ● BUSINESS ADMINISTRATION ● FINANCE

A detail oriented professional-seeking a Leadership role within a corporate environment. Motivated, proactive, and self-starter with 18 years of proven Human Resource Capacity in Business Management, Operations, and Financial experience within small, large, global, and matrix driven organizations. Change management agent with excellent strategic, critical, analytical-thinking, and communication skills. I have a strong demonstration of effective judgment and decision-making abilities.

SKILLS SUMMARY

Human Resource Manager

Project Management

Organizational Design

Development of Organizational Policies and Operational Protocols

Budget Development and Financial Management

Integration of HRIS and Operating Systems

Training and Development Mentor

Acquisitions and Mergers

Labor and Employee Relations

Marketing and Public Relations

Recruiting Manager

Health & Welfare Manager

Change Management

Senior Human Resources Consultant

Implementation of Computer Programs

Unionized Experience

Compensation Manager

Business Partner

EDUCATION

MBA with a concentration in Business Administration at University of Phoenix in New Orleans, LA, April 2009

B.S.B.A. in International Business and Psychology at Union University, Jackson, TN May 2006

COMPUTER COMPETENCIES & CERTIFICATIONS

MS Windows, Access, PowerPoint, PeopleSoft, Excel, SAP, ADP, PeopleSoft, Workday, and Oracle

Human Resources Certification (US Army)

Training of Lean & Six Sigma (HR and Manufacturing)

FMLA, ADA, & Workers Compensation

Labor Relations & Employee Relations

Kymberlie Brown Résumé Page 2

WORK EXPERIENCE cont.

Human Resources Business Partner Staff/ Lockheed Martin (10/2017-Present)

~Defense Industry (F&BO, LM Energy, Program Planning, and IT-Dallas & Offsites)

Provides strategic Human Resources (HR) advice and counsel to Missile & Fire Control executive leadership team members

Cover HR related issues to ensure compliance with federal, state and company HR policies and regulations

Collaborate with Center of Excellence (COE) and peers to influence and encourage all levels of the organization through learning environment/training that provides the necessary tools, education and materials to management and employees through workshops for continuous improvement.

Supporting Missile & Fire Control human resources initiatives throughout F&BO to support policies and programs including but not limited to: performance management, employee relations, and organizational design, compliance, and investigation.

Identifies health and welfare issues or concerns to employees and provide LM People training upon request to new leaders to ensure all customer and quality requirements are satisfied

Assists leaders and employees at all levels with developing and consistently demonstrating effective communication and conflict management.

Senior Human Resources Manager (Americas) /Lufkin Industries (01/2012-10/2017) ~ Oil and Gas Industry (Manufacturing, Aftermarket Services-Power Transmission Division)

Partner with global, regional-corporate, and divisional senior executives/leaders to review, develop, and execute continuous organizational development.

Lead focus on the understanding of quarterly P&L management reports, EBITDA and strategic consultation to advise HR staff of implementation and administration programs and initiatives, practices, policies and procedures that model the current organization’s business mission and align with the organizations business strategy.

Implemented and managed current Unionized Contractual Agreements, Labor Relations, Benefit, Retirement, and Employee Relations goals with Leadership Team based on hiring needs, transfers, promotions, affirmative action goals, and salary requirements supporting 6,500 employees globally (US, Mexico, Canada and France) while controlling an annual revenue of $750M experience within Human Resources, Finance, Accounting, Leadership/Organizational Development, KPI Compliance, Performance Management, Employee Software Systems Management (HRIS), Succession Planning, Learning and Development, Workforce Planning, Safety, and Budgetary Reporting.

Implemented leadership assessments and development programs of high-potential employees for Senior Executives/Leaders to prepare direct employees’ strategic career and succession path plan.

Direct organization structure during union organizing campaigns. Negotiating (1st and 2nd Chair) collective bargaining agreements: IAM, USW and IBB. As well as 3rd point of contact for arbitration matters

Lead project management processes subject matter expert on employee transition activities such as relocation, housing, taxation, world geography, languages, and cultural barriers

Partnering with senior leadership to focus on succession planning and talent development by identifying key candidates and created mobility strategies for mobile employees throughout the organization.

Coach all stakeholders in the US and International pertaining market benchmarking exercises and make recommendations to keep benefit plans competitive and compliant with regulatory requirements. And all business strategies and objectives into the appropriate HR strategy to match internal and global organizational initiatives.

Manage multiple full cycle projects/programs from development through evaluation that drive organizational performance and effectivenessand retain employees.

Kymberlie Brown Résumé Page 3

WORK EXPERIENCE cont.

Director of Benefits /Tulane University and Hospital (01/2009-01/2012) ~Education Industry

Collaborated with IT, Payroll, and HR to Develop of Project Management teams to monitor non-technology components of the product management process including guidelines and Negotiated (2nd and 3rd Chair) collective bargaining agreements: SEIU and NNU

Partners with technology business unit to ensure all software applications continue to meet the ongoing payroll and enrollment functionality needs of the company as well as implement, configure and compose interface of benefits software i.e. Benefit Focus and Oracle 8.0

Coached outside legal counsel to amend benefit plan documents and Summary Plan Descriptions (SPDs)

Managed benefit files and prepares documents necessary for implementing benefit enrollments.

Developed and distributed on all employee benefit communications, including open enrollment materials, Intranet postings, newsletters, benefit and letters to carriers/participants and ensuring that all benefits are communicated to employees

Lead and conducted all on-going benefit educational sessions for colleagues’ lunch and learns, Federal Legislative changes, etc.

Negotiated financial agreements e.g., contracts, purchases, services that impact benefits as well as reported and Reconciled health, 401k rosters, annual filing government 8850 and 5500

Manage accuracy of reporting and payment of premiums, invoices, and all other benefit-related expenses. Ensures employee contributions and related payroll deductions are adequately audited to identify and correct any discrepancies

Established internal and external relationships with executive leadership, compensation and benefit consultants and service providers and benefit vendors

Overseen and directs the design and presentation of new product material for User’s conferences, special events and product training

Worked with HRIS team to implement and maintain programs within the ADP-HRB/Workforce systems, as well as developing global benefit reporting for the organization.

Developed reports on the benchmarking of compensation strategy and design long-term incentive awards while considering tax and accounting ramifications with 3rd party vendor.

Conduct detailed analysis and provide preliminary recommendations on US pay activities, including in-depth analysis of Industry Group Job Family & Job Match surveys.

Administered compensation and benefit programs including merit pay increase program, job evaluation, incentive plans, health insurance, and retirement plans; including in-depth analysis of Medical Industry Group Job Family & Job Match surveys.

Prepared / monitored budget for Comp & Benefits functions Monitor cost structure of Comp & Benefits to ensure they are in alignment with company financial expectations and targets and assist with the development of organization’s annual budgets.

Partnered with Human Resources team and Senior Management, to determine competitive and equitable salary offers to attract and support retention as well as business objectives

Kymberlie Brown Résumé Page 4

WORK EXPERIENCE cont.

Human Resources Manager /HR Shared Services Center/ NASA Stennis (01/2006- 01/2009) ~Aerospace

Executed accurate and timely reports to agency/management, finance, benefits and auditors concerning cost per hire, turnover ratio per period, RPO’s, PEOs as well as negotiated (3rd Chair) collective bargaining agreements: IAM

Implemented advertising costs, agency costs, or other related measurements or statistics, and resolved moderate to escalated employee relation issues.

Consulted on organization design, structure changes, senior leadership assessments and change management processes related to organizational Training and Organizational Development products

Project manager of all acquisitions and mergers throughout the training and development process

Managed coaching practices and interventional needs as well as plans, implements, and evaluates development outcomes.

Intimated knowledge of federal, state, and local employment laws such as EEOC, Title VII, FLSA, ERISA, and Exe. Order 11246, FMLA, COBRA, VRA, ERISA, IRC Section 125, COBRA and Department of Labor compliance regulations and OSHA reports

Implemented effective relationships, influenced senior leadership groups /key constituencies, and coached leaders to improve personal and organization performance skills

Managed a strict confidentiality policy as well as coached and mentored human resources personnel on HR governmental policies, practices, and procedures.

Human Resources Generalist /Department of the US Army New Orleans, LA 70146 (01/2000-08/2005) ~Department of Defense

Designed, planned, and implemented human resources programs and policies including all tax related entities related to transitioning personnel

Provided visa/green card processing, employee relations, training, and health and safety programs (OSHA)

Administer “Operation Iraqi Freedom” mobilizing/deploy military personnel

conduct interviews, facilitate debriefs, complete references and oversee the background, offer letter and new hire on-boarding processes including workday input, work authorization and coordination of activities with the payroll, compensation, and benefits teams

Collected and analyzed HR data, and made recommendations to management.

Partnered with HR Manager on strategic development of time away policies; oversees leave of absence and FMLA processes in compliance with firm policy and local regulations/practices

Processed pre-departure and Letters of Assignments (LOA) paperwork for personnel area according to established procedures.

Prepared internal employee communications regarding compensation, benefits, or company policies.

Performing at expert level in a variety of computer software and office operations for 20,000+ customers

Prepared memos that required excellent verbal and written communication skills

Counseled individuals and educated groups to understand Army Regulations Standard Operating Policies and Procedures

Trained newly hired employee on basic Human Resources Administration tactics

REFERENCES

Available upon Request

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