Human Resources Business Partner
Resume:
Pamela S. Cummings
Dayton, Ohio, PHR, SHRM-CP
**.*********@*****.***
An experienced Human Resources professional with broad scale background who is a collaborative business partner and team leader with extensive business experience including operations, process improvement, and overall Human Resources strategic development and execution. Skills and experience include:
•Collective Bargaining Agreement
•Strategic Planning
•Compensation
•Recruiting
•Executive/Management Consultation
•Onboarding/restructuring
•Legal Compliance
•Vendor Management
•Coaching/Training
•Employee Relations Specialist
•Process Improvement
•Recruiting
•Policy Creation/Implementation
•Benefits and Compliance
EDUCATION
University of West Alabama
Bachelor Science Business Administration
Magna Cum Laude
Six Sigma Green Belt- Lean Manufacturing
PROFESSIONAL EXPERIENCE
Primient Primary Products Global Operations Human Resources Leader July 2021 to
•Develops organization strategy to enable business strategy, including strategic planning, organization alignment assessment, talent insights and employee experience for +800 employees across multi locations
•Serve as plant liaison between Corporate HR and Plant People Officer providing guidance in the development, creation, implementation of HR policies and procedures throughout the region for two plants
•Designated site and region leader for Performance and Talent Management including creation and development of employee performance initiatives to drive goals-based metrics measured workplace
•Collaborate with legal team on Employee Relation Issues and coordination of Conflict Resolution Initiatives including union contract grievance issues and resolution through Arbitration & Mediation
•Facilitate, organize, plan, and lead all HR Corporate guided trainings and partner with Ethics and Compliance Team
•Serve as region leader on the development, implementation and facilitation of business goal setting and strategies to lead and engage top talent performance for plant employees
•Responsible for all EEO, AAP Reporting and Compliance
•Provide support and guidance to leadership on Succession Planning and Retention Initiatives
•Leader of Culture, Climate, Organization, People and COE (Center of Excellence) Systems
•Incumbent leader of all HR business including HR Programs, strategies, initiatives, administration, employee benefits, employee relations, talent management, compensation, training, labor relations, recruiting, employee development and DE&I initiatives
•Utilize high data, sophisticated metrics, software, and programs to monitor key metrics for multi-platform and plants
•Serve as HR leader on change management, transformation efforts, process improvements/development to align with Corporate Goals and align with stakeholders’ drivers
Caterpillar Logistics Sr. Human Resources Business Partner March 2019- May 2021 (COVID impacted)
•Serve as a company advocate and catalyst to develop and maintain a highly engaged and productive workforce (+2500 employees) and handle Employee Relations issues; champion and lead Employee Engagement initiatives and support managers in the delivery of coaching/disciplinary processes, execute investigations, when necessary and advise line management on employment policies and procedures to enable improvement in working practices and productivity and without adverse impact on regulatory / legal compliance, company reputation or employee engagement
•Translate business needs into talent plans including strategic partnership in recruitment, driving engagement, and building talent conducting GAP analysis, ADDIE development process, SS Lean Manu. and Kiazen Concept
•Investigate and resolve complex Employee Relation issues and identify Alternative Dispute Resolution options
•HR Administration manage needed HR compliance and regulatory requirements such as EEO reporting, affirmative action, etc. in addition to advising business leadership on local legal / regulatory requirements.
•Performance Management Develop readiness and ensure management engagement and capability in creating performance programs and initiatives.
•Assess and aligned business goals and recommend new approaches, policies, and procedures to effect continual improvements in business objectives, productivity, and development of HR within the company.
•Partner with management to create and maintain a high-performing organization with a focus on employee engagement and team effectiveness; facilitate team building, development, and training initiatives in partnership with Learning & Development; designed recruitment and career development strategies for IPC Product Development, Six Sigma and Information Technology teams
Brother International Corp. Human Resources Leader, Operation Sept 2016-March 2019
•Partner with management to ensure that organization structure, design, and staffing of position and utilization of human resources are effective and consistent with business needs; provide periodic reports and data
•Project Management on Mergers and Acquisitions- due diligence and reorganization strategies
•Translate business needs into talent plans including strategic partnership in recruitment, driving engagement and building talent conducting GAP analysis, ADDIE Approach
•Champion DSMC learning, training and leadership development efforts through energetically engaging with key leaders and talent around development initiatives and programs for the right talent at the right time to ensure that employees are appropriately trained and continually developing to deepen the organization's bench strength
•Develops organization strategy to enable business strategy, including strategic planning, organization alignment assessment, talent insights and employee experience
•Led change management initiatives to improve business segment focused on attracting top talent, development of leaders, and managing performance; Translate business needs into talent plans including strategic partnership in recruitment, driving engagement and building talent
•Consult and collaborate with employees, managers, executives, and external contacts to provide expert advice, problem solve, and recommend solutions on the full spectrum of employee, labor, and compliance issues
•Acted as primary liaison between leaders and the Unions on mandatory subjects of bargaining, pay, benefits, and working conditions, and provide contract interpretation and labor expertise in conflict resolution and with grievance procedure
Bitec SMI Director, Human Resource Manager April 2012-August 2016
•Senior leader partnering with plant management to execute the annual operating plan, long-range plan, and variable cost savings plan. Drive corporate culture through establishing effective employee relations, education, and communication for the facility. Execute the Talent Review Process, through recruiting, retention, evaluation, and placement of key talent including succession planning, training and development.
•Utilize relevant information, metrics, indicators, to gain insight on people issues, to provide leadership teams with the appropriate clarity for people related initiatives and priorities.
•Align HR business practices and policies to the operational needs of the business/ Implement and monitor change and organizational development; provide insight on branding and marketing new products and recruitment
•Develop and deliver people solutions that will drive the most benefit to the business. Identify risks to the delivery of business strategy and partner with COE leads and People and Org delivery resources to bring the right resources to support it. Recruitment of executives/directors i.e. Engineering, Chief Information Technology, Cyber Security)
•Lead employee relations and employee engagement. Serve as a company advocate and catalyst to develop and maintain a highly engaged and productive workforce, including building capability in individual contributors as well as front-line managers for leading employees. Advise management on employment policies and procedures to enable improvement in working practices and productivity and without adverse impact on regulatory/legal compliance, company reputation or employee engagement. Execution of investigations
•Assess and develop performance management readiness and ensure engagement and capability in performance programs and initiatives tied to company-wide strategic talent goals. Assist managers with employee performance coaching, discipline and goal setting needs
Sebaly Shillito Dyer, Co. L.P.A Paralegal – Labor and Employment 2010-2012
•EEOC, OCRC Charge Investigation and Defense
•Research, investigation and charge defenses for Title VII, ADA, ADEA, FMLA, DOL violations
•Handbook and policy development, implementation, and enforcement
•Mergers and Acquisitions planning and strategies and Collective Bargaining Agreement implementation
•Legal research, witness investigations, examinations, deposition and hearing preparation for corporate clients in all employees, labor relation and legal compliance charges and matters
•Prepared client charges/cases for arbitrations and mediations and trial
Premier Health Partners- Good Samaritan Hospital Human Resources Manager Apr 2007- Aug 2010
•Provide expert and objective advice, coaching counsel to leaders and employees on HR policy and procedures, employment/labor laws, conflict resolution, change management, diversity, and organizational development to promote a fair and equitable work environment
•Administer employee benefits programs for retirement, medical, dental, vision plans, life and disability programs
•Employee Relations expert handling complaints, performance issues, monitor department turnover and trends, employee engagement, discipline, terminations, corrective action, policy enforcement,
•Developed specifications for new plans and modified existing plan, analyze plan data; Implement changes, distribute plan summary, conduct annual open enrollment event
•Audit, review and service expansion for mergers and acquisitions and partner with talent team on recruitment
•Serve as subject matter experts for all benefits questions, enrollment, and employee usage issues
Emery Worldwide Regional Human Resources Manager Dec 1999- April 2007
Regional lead for North America, directing a team of professional HR Business Partners, Employee Relations, Labor Relations, Benefits and Safety Specialist to ensure delivery of top tier service for a dedicated portfolio of approximately 3500 salaried and hourly employees in logistics, air/ground freight delivery, large distribution center servicing 48 states and 180 countries. Assigned oversight for various units, departments, and leaders. Oversaw administrative, policy and operational issues with responsibilities for recruiting, discipline, change management and strategies, compliance, and safety.
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