Human Resources Management

CAREER PROFILE

Results-driven and highly skilled human resources executive with a consistent track record of measurable results creating and leading HR departments as valued strategic partners by planning and integrating HR initiatives with business plans to achieve critical short and long term organizational goals. Change agent with outstanding strategic vision, training, leadership, communication, and organizational skills. Demonstrated exceptional leadership ability and ingenuity in developing positive work environments by building and mentoring highly effective teams focused on creating high-performance organizations. Extensive experience with contract negotiations and bridging the gap between union and non-union employees. Proficient in multi-location HR management.

AREAS OF STRENGTH AND EXPERTISE

*Policy Design, Implementation & Administration *Benefit & Wellness Program Development

*Labor Negotiations *Dispute Resolution

*Legal Compliance *Training & Leadership Development

*Employee & Labor Relations *Performance & Project Management

*Organizational Development *Diversity Initiatives

*Compensation *EEO Investigations

*Employee Recognition Programs *Recruiting

PROFESSIONAL EXPERIENCE

February 2011-Present

Senior Labor Relations Specialist (February 2011-December 2013)

Director of Training & Compliance (January 2014-Present)

Chicago Department of Aviation

Responsible for assisting in management of over 20 distinct bargaining units and directing full spectrum of HR, training, and compliance initiatives to support employees at both O’Hare and Midway International airports. Duties include policy and contract interpretation and adherence, ad hoc training; conducting EEO, Sexual Harassment, and Violence in the Workplace investigations; employee and labor relations; and arbitration, ILDHR, CCHR, and Human Resources Board representation. Launched a new employee orientation and training program that resulted in a 56% decrease in turnover in both the custodial and vehicle services divisions. Review and sign position statements.

*Managed HR employment compliance function working with outside agencies including EEO and DOL. Coordinated investigations, mediation, and arbitrations with outside counsel. Reduced investigation turnaround time by 47% and increased sustention rate by 63%.

*Reengineered labor relations function from reactive and transactional to strategic, proactive, and customer-centric, thus reducing the amount of grievances filed by 70%.

*Analyzed performance issues and developed behavior based training programs for both new and seasoned managers.

*Reduced departmental liability by training and advising managers on progressive discipline and performance management.

*Re-Implementation and oversight of Employee Recognition Program

*Serve as departmental VIWP, SH, & EEO Liaison

September 2006-Februrary 2011

Director of Human Resources

CVR Housing Services

Recruited to build and launch the corporate HR function for growing organization. Managed HR departmental budget of $350,000. Creation and administration of entire HR department from one employee to 450 in 12 months. Established and administered all policies and procedures concerning compensation, benefits, employee relations and recognition program, and performance management. Developed a competency based performance management process. Created and facilitated Sexual Harassment & Violence in the Workplace awareness and prevention training. Implemented Employee Recognition Program that provided an applicant pool overflow. Conducted numerous training courses focused on progressive discipline and the 7 steps for just cause to prepare managers for managing in a union environment.

*Drafted performance based job descriptions

*Spearheaded a 14 month union contract negotiation session and co-developed the organizations first collective bargaining agreement.

*Maintained a 100% success rate in disputing unemployment claims and union grievances.

*Conducted cost-benefit analysis after 24 months that resulted in a 35% decrease in premiums.

*Designed and coordinated a corporate wellness program that included “Lunch & Learns”, on-site screenings and immunizations, and health fairs.

*Created and facilitated an 8 hour supervisor training workshop that resulted in a 1.2 point increase in managerial performance evaluation scores.

June 2005-August 2006

Human Resources Manager

Erie Family Health Center

Responsible for managing full human resources function for three health centers and 275 employees. Evaluated and reengineered HR function and implemented a Work/Life strategy to promote organizations values, goals, and to implement corporate practices, policies, and programs. Established union avoidance marketing and tactics that thwarted multiple organizational attempts.

*Conducted job analysis of Payroll Administrator and made process changes that reduced payroll processing time from 7 days to 3.

*Analyzed and reworked all job descriptions.

*Facilitated a companywide initiative to develop an innovative incentive and reward program to increase employee and customer satisfaction.

*Achieved voluntary turnover rate of 0%.

*Saved the organization $209,000 by evaluating the current benefit plan offerings, replacing the current broker, and negotiating a more favorable package.

EDUCATION

June 2004

MBA Keller Graduate School of Management

BA University of North Carolina, Chapel Hill

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