Erika Robey

*** ********* *****, ************, ** 38017

901-***-****

Cell Phone 901-***-**** • acwt8g@r.postjobfree.com

SENIOR HUMAN RESOURCE BUSINESS PARTNER AND LEADER

HR Strategy and Philosophy

I am not in the business of HR. I am in the business of manufacturing whatever product my company produces according to its Mission Statement and Core Values. I provide excellent tactical support for the day-to-day functions. However, the largest portion of my work is devoted to the development of strategic plans to meet current and future business needs.

Qualification Highlights:

Six Sigma Black Belt

125 Arbitrations/24 NLRB Charges

DDI Master Trainer

Chief Spokesperson Experience

Union/Nonunion Employee Relations

Brownfield/Greenfield Site Experience

HR Policy, Process & Systems Design

Long-range Business Planning / ROI Emphasis

EEO & Legal Compliance

Training, Teaming, Leadership Development

Compensation and Employee Benefits

Internal Change & Reorganization

Self-directed Work Teams

Affirmative Action Plans / Diversity Initiatives

Organizational Culture & Visioning

Employee Management & Retention

Forecasting & Succession Planning

Plant/Corporate – Single/Multi-Site

Emergency Evacuation Process Design

Global Responsibility

Master’s Degree in Industrial Labor Relations, Master’s Degree in Human Resources

PROFESSIONAL EXPERIENCE

Universal Asset Management, Inc. Company Downsized - Currently working Part-time

Director of Human Resources and Corporate Training January 2015 - Present

Responsible for three American facilities, one facility in the UK and one facility in Singapore.

Perform the full- Human Resources functions EEO compliance, staffing, labor relations, performance management, succession planning, safety and training initiatives with a focus on Six Sigma and Lean Manufacturing.

PharMEDium, LLC

Human Resources Manager 2011-January 1, 2015

Scope of responsibility includes the full-range of Human Resources functions to support a 430 employee manufacturing plant including but not limited to EEO compliance, staffing, labor relations, performance management, succession planning, safety and training initiatives with a focus on Six Sigma and Lean Manufacturing.

Recruited and hired 250 external employees since 2012

Managed a complex internal promotion system to move 200 existing employees into new positions

Implemented EEO, FMLA, WC, and programs to bring the plant into statutory compliance utilizing Six Sigma principles

Improved and updated plant performance management process

Successfully implemented team concept and high performance work systems across the business

Partnered with every Department Manager to bring the Leadership team closer together personally and professionally

Designed and implemented a Management Retention program

Introduced and implemented succession planning

Robey & Associates

President, 2002- Present

Clients include: Allstate Insurance, Kohler Inc., Memphis Shelby County Airport Authority, Unionized Companies

Human Resources consulting with an emphasis on Six Sigma, Lean Manufacturing for small to medium capitalized manufacturing companies. Employee/labor relations, Workers Compensation, Family Medical Leave Act, Training and Compensation strategies. Staffing with an emphasis on diversity and non-traditional candidates.

Negotiated 9 collective bargaining agreements.

Prepared 26 Bargaining Books

Costed and analyzed corporate-wide contracts with national health-care providers

Implemented new bonus incentive programs for salaried and hourly employees to include process and system training and administration.

Developed and implemented EEO, FMLA, and WC programs

Developed and implemented standardized job descriptions

Developed three and five years employment plans

Borden Foods(wholly-Owned subsidiary of kohlberg,Kravis and Roberts) ; St. Louis, MO

REgional Human Resources Manager, 2000-02 Company was sold in 2002

Recruited to senior management team to turnaround operations and generate productivity improvement with goal of long-term growth or positioning the company for sale. Company was sold in 2002.

Challenged to make intelligent and decisive progress utilizing Six Sigma and Lean Manufacturing within aggressive timeline and critical corporate demands.

Implemented EEO, FMLA, WC, and programs to bring the plant into statutory compliance utilizing Six Sigma principles.

Implemented online 360-degree performance management profiling tool to all salaried employees, including process and system training at all employee levels. Deployment effected a 63% reduction in EEO and statutory complaints.

Prepared Plant Affirmative Action Plan in accordance with new OFCCP requirements Orchestrated appropriate change management initiatives (reorganization of culture, policies, and procedures).

Joined local Chamber of Commerce and local Industrial Management Council

Facilitated plant and corporate leadership teams in the creation of the plant mission and vision statements.

Implemented new bonus incentive programs for salaried and hourly employees to include process and system training and administration.

Introduced standardized job descriptions and evaluations for union/hourly employees.

Trained leadership team members in the company’s first process mapping and standardization.

Led HR due diligence, developed and presented purchase proposal, responded to all Human Resource related questioning to prospective buyers.

All planned initiatives were put in place, productivity improvement realized, and successful sale was consummated in September 2001.

Philip Morris, Inc.

1990 -2000

Philip Morris USA, Richmond, VA

Manager– Labor Relations Planning and Analysis, 1997-2000

Responsible for comprehensive HR functions for five (5) plants with focus on Six Sigma and Lean Manufacturing for Company-wide employee relations planning and analysis

Responsible for EEO investigation for five (5) plants and 6,800 manufacturing employees.

First woman Chief Spokesperson in Philip Morris USA collective bargaining history. Successfully negotiated $15 million collective bargaining agreement realizing $1 million in cost avoidance.

Developed Philip Morris USA's three and five year collective bargaining and employee relations strategy inclusive of detailed action plan and timeline.

Implemented all aspects of $125 million collective bargaining agreement to include systemic (Information Systems) and practice changes.

Outsourced internal health and welfare benefit administration to third party vendor

Costed and analyzed corporate-wide contracts with national health-care providers

Implemented new performance management programs for salaried employees to include process and system training and administration.

Miller Brewing Company (Wholly-owned subsidiary of Philip Morris, Inc.) Milwaukee, WI

Senior Employee Relations Generalist, 1990-97

Scope of responsibility encompassed full-range of Human Resources generalist functions to support the Packaging and Distribution business units. Handled all EEO compliance staffing, labor relations, performance management, succession planning, safety and training initiatives with a focus on Six Sigma and Lean Manufacturing.

Negotiated 33 collective bargaining agreements. Arbitrated 65 times.

Developed 43 work-stoppage contingency plans. Implemented contingency plans in 4 work stoppage situations.

Implemented gain sharing for all production employees. Trained all employees company-wide on formula derivation, earnings and payout structure, volume allocation models and specific quality and production goals necessary to meet to earn quarterly gains.

Negotiated and implemented all aspects of High Performance Work Systems to plant production employees

Implemented new PPO network for all production and salaried employees.

Outsourced Health and Welfare Benefit administration to Voice Response Unit system connected directly to health care provider

Designed and deployed an emergency evacuation process for the corporate headquarters and plants that was used as a model nationwide (as a result of the Oklahoma City bombing incident).

EDUCATION

University of Wisconsin

MILR Master’s in Industrial Labor Relations

MHR Master’s in Human Resources

State University of New York at Geneseo

Bachelor of Science in Speech Pathology and Audiology

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