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Human Resources Employee Relations

Texas, United States
March 12, 2019

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Terry Thomas MBA, LRP



Strategic and tactical Human Resources leader with 15+ years of international, multi-site experience in both union and non-union environment. Extensive HR generalist knowledge, including experience in employee recruitment and retention, staff development, mediation, conflict resolution, benefits and compensation, HRIS, policies development and legal compliance.


American Railcar Industries - Marmaduke, AR Director Human Resources 2015 – current

Directed HR functions for multiple centers, headquarter staff, and research and development center, including employee recruiting, retention, training, safety, counseling, legal/regulatory compliance, and alternative dispute resolution.

Customized career progression and manager "Fast Track" programs IMPACT: Increased company over-all talent pool by 25%., launched SEM college/university Co-Op and internship programs

Develops progressive and proactive compensation and benefits programs IMPACT: created compensation & benefit strategic methodology developed to bring cost inline to reward increased job performance and bottom-line.

Spearheaded new web based performance management system IMPACT: 40% increase true performance evaluation

Rollout new HRIS system and web-based employee management self-service tools improving leadership HR engagement IMPACT: Increased data accuracy, reduced data downtime, and transition HR from trans action to business forward facing

Launched 18-24-month Management Development Program rotational program in conjunction to succession planning rollout

Installed validated people leader hiring index (Workforce Planning/Succession Planning). IMPACT: Reduced salary turnover and better hiring fit.

Hourly succession plan IMPACT: Created pathway for workforce planning reducing down time and increase workforce stability.

Introduced company's first formal hourly performance review program IMPACT: Created a flexible and well-received tool jointly celebrated by salary and hourly personnel.

Created and deployed performance management system. IMPACT: Improve leadership accountability and employee engagement

Redesigned talent selection processes including behavioral assessment processes (Top Grading). IMPACT: Improve turnover and employee engagement index

Implemented computer-driven compensation tool to capture and control pay actions during annual review process. IMPACT: Provide a clearer link between performance and pay.

MillerCoors, Dallas/Ft Worth, TX Sr. Human Resources Business Partner Manager 2012 – 2015

Responsibilities included talent acquisition/management, employee/labor relations and learning & development with focus on implementing and updating mission-critical strategies to maximize productivity and minimize turnover.

Developed and updated employee policies and procedures to improve communications and establish adequate foundation for defending future lawsuits.

Implemented PeopleSoft HRIS. IMPACT: 5% under budget and on time.

Developed new recruiting and staffing plan. IMPACT: Reduced time to fill by 55%, and improved quality of hires that reduce first year turnover rate by 33% saving the company $350,000 in annual labor costs.

Constructed and implemented a new leadership development-mapping framework through monthly lunch and learns IMPACT: Significantly increased leadership in labor/employee relations, contract knowledge, succession planning, performance management, hiring, termination etc.

Terry Thomas MBA, LRP 626-***-****

DFW International Airport, Dallas, TX Human Resources Business Manager 2007 – 2012

Served as the primary HR consultant to the DFW International Airport Strategic Business Terminal Redevelopment Improvement Program ($2 billion), focused on providing both strategic and tactical support. Provided customers with a full range of HR support, including but not limited to performance management, employee relations, counseling, organizational design, workforce training, employer branding, and policy interpretation to both the employees of the Airport and construction companies, vendors, airport departments, and suppliers.

Redesigned the Performance Management Review process and tools, brought discipline to the process and increased talent transfer/share rate. IMPACT: Effectiveness of Reviews from 65% to 83%, build succession plans, change initiatives and training programs.

Implemented New Hire Retention Plan. IMPACT: Reduced new hire turnover by 50% first year implementation

Realigned recruiting strategy using Lean HR metrologies, built new staffing processes based on competency modeling a best practice IMPACT: Reduced annual turnover costs through increase of quality hires….right hire, right fit, at the right time

Introduce new Employee Engagement survey and action plan process. IMPACT: Achieved year-over-year improvement in 11 of 12 categories. Increased employee satisfaction index by 23% by development of career tracks and customized training.


MBA Human Resources Argosy University

BS Management and Business Ethics Dallas Christian College

Labor Relations Professional (LRP)


Employee Benefit Law

Employee Law

Equal Employment Opportunity

Workforce Planning

Adult Learning Principles

Achieve Global Facilitator

Information Mapping

Target Selection

Kazan / 5S / Lean HR

Strategic Human Capital Management

Membership: Society for Human Resources Management (SHRM)

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