Lisha J. Lacy-Cobham

Home: 281-***-**** Cell: 713-***-**** Email: ad3sff@r.postjobfree.com

SUMMARY

A Human Resource Business Leader with expertise in administering benefit programs recruiting, onboarding and employee relations. Experienced in providing quality training for management and non-management employees. A dependable and enthusiastic, hardworking team player with excellent management and human relation skills, and a cooperative approach to achieving organizational goals. EXPERIENCE

Workrise – Remote (2021 – 2023)

Manager, HR Field Operations

A strong leader with understanding of employee relations and employer compliance with an eye for process improvement and prioritization. Responsible for building scalable solutions to support a remote W-2 and 1099 workforce with a team of 16 to deliver tools needed to execute solutions.

• Partner with business to ignite provide safety and education for manages and employers’ representatives in the field. A member of the Safety Committee that helped reduce workers compensation claims by 10%.

• Partner with the legal team to generate an Employee Reference Guide to ensure the field employees are compliant with federal, state, and local law, including but not limited to wage and hour job classification, and required notices and communications.

• Prioritize and triage employee relations issues in real time, ensure that disputes are properly investigated and appropriate corrective action; execute HR solutions that support company values by use of Zendesk Ticket process.

• Balance the need for standardization of employment policies across the business with unique needs of each business line to provide the optimal employee experience by holding quarterly briefings reducing ER issues.

• Design and implement performance metrics. KPI’s and dashboards for the Field HR team; partner with business lines to provide data insights regarding their people operations performance. Communicate effectively in high pressure situations and processing all frontline terminations for the company.

• Initiated and led Employee Resource Group and a member of the Steering Team that was utilized in company initiatives by the Senior Leadership for a pulse, activities, and initiatives. GEO Specialty Chemicals – Deer Park, Texas (2014 – 2020) Regional Director of Human Resources

A dynamic leader that managed the Gulf Coast Region (includes 16 Plants, Sales, and division Customer Service) a highly visible position within the organization in labor relations, including coaching, counseling & direct participation in contract negotiations while providing day-to-day human resources support to clients and employees, both internal and external division.

• Ensured consistent administration and interpretation of plant rules and policies to establish consistency in the division and corporate wide which included updating of the Hurricane Policy used during Hurricane Harvey that prevented high water / storm water damage to Tank Farms.

• Managed the coordination of all manpower movement including bids, layoffs, recalls, etc. that led to reduction in staffing costs and reduced turnover 15%.

• Led HR practices, strategy, and program execution throughout all levels of the organization to reduce noise level for efficiency for the company.

• Provided consultation regarding employee relations issues, payroll, strong performance management, staffing and talent selection needs, and training and development of high potential employees to enhance company goals.

• Initiated and conducted timely investigations, prepare documentation, and make recommendations for corrective actions to be compliant with state laws.

• Applied lean concepts to make process improvements to the HR function to allow most productive effort in maintain non-union environments. Resolved differences between company and union leadership changing strained relationship to a positive to deliver strategic approach for negotiations.

• Supported and interfaced with employee company services to ensure high level of customer service to the salaried and hourly workforce to deliver on HR strategic goals to support cost savings. Veolia Water Americas – Houston, Texas (2010 – 2013) Human Resources Director – Industrial Business Group Key member of the senior management team, responsible for leading the HR function for the business unit for 750 employees in North America, Canada, and South America. Planning, organizing, implementing, and coordinating HR policies, programs, procedures, and processes; coordinate recruitment, employee relations, training, talent management, staffing, compliance, benefits, compensation, payroll, and compliance at the business level.

• HR organization managed and developed human resources at all levels in the organization; clarify and communicate expectations, provide ongoing coaching and feedback; manage HR budget, goal’s objective that decreased Client bottom line; Coordinate training and identify opportunities for employee development.

• Employment and staffing ensured procedures are followed to recruit and hire qualified employees at all levels and all quantities needed within the organization, including start up sites and diversity initiatives; cost effective sourcing strategies, consistent pre-employment requirements, an effective New Hire/Onboarding Process, ongoing process improvements and hiring manager/new employee satisfaction to reduce turnover by 50%.

• Employee relations provided effective coaching, counseling, and advice throughout the Business Unit; proactively identify problems and solutions, assess and analyze trends and developing recommendations; assist managers and supervisors in conflict resolution which resulted in decreased legal claims.

• Labor relations provided ongoing support and oversight, including due diligence, contract negotiations, grievance and arbitration resolution and union avoidance attempts for organizing efforts.

• Policy administrations/process improvement to administer HR policies and procedures to ensure consistency, fairness, and legal compliance; continuously update and recommend HR policies, processes and procedures for operational efficiencies and effectiveness.

• Talent/Performance management coordinate strategy and succession planning process; implement performance management process.

• Administered compensation programs and guidelines; ensure implementation and communication of base and variable plans that support organizational goals/objectives.

• Employee communication and engagement to integrate ongoing business knowledge with required HR support to meet business and company goals; visit site/customer locations; assist in communicating business priorities and objectives throughout the company; assess and measure employee engagement and identify opportunities for improvement.

• Ensure compliance with state and federal laws and reporting/response requirements by monitoring and implementation applicable federal and state requirements, audit employee records as necessary. Environmental Resources Management – Houston, Texas (2007 – 2009) Regional Human Resources Manager – Southwest

A strategic Human Resources Manager who created and administered various organizational development tools for 350 employees within the Southwestern United States; supervised four employees while coordinating the recruiting initiatives to achieve company objectives across the region.

• Oversaw all HR Programs including, goals & objectives, annual salary surveys, compensation and performance evaluation programs for Management and Non-Management to achieve consistency across the region.

• Created and provided training on HR programs across the region decrease turnover and achieve a 4.5 on the region Engagement Survey.

• Authored and implemented personnel policies and procedures, including maintenance of employee handbook on policies/procedures for the region website. Administered benefits programs including claims resolution and change reporting across the region.

• Managed the affirmative action program, filed annual EEO-1, as well as other records, reports, and logs related to EEO regulations to encourage ethnic and gender diversity in the Management and Non- Management ranks.

• Created and managed a comprehensive college recruiting program including on-site college fairs and networked with campus career centers. Developed the Group Hire Day Program which brought potential entry level engineers to the corporate office for a full day program of interviews and presentations. The streamlined hiring approach was adopted throughout the firm as a best practice.

• Coordinated the recruiting process for all permanent and temporary employees, including new-employee orientations, professional development program oversight, employee relations counseling, outplacement counseling, and exit interviews to reduce turnovers for all levels of employees.

• Maintained company organizational charts and employee directories; monitored the high potential candidates for promotional opportunities within the region.

• Recommended and implemented new approaches to improve department efficiency and services. Instituted as HR Brown Bags, PT Boot Camp, Mock Panel Interviews, and Group Hire Day programs to increase training opportunities for managers.

EDUCATION

University of Toledo Toledo, Ohio

Master’s Degree in Human Resources Training and Development University of Toledo Toledo, Ohio

Bachelor’s Degree in Arts and Science

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