Human Resources Business Partner

CAROLYN J. RICE

412-***-**** *************@***.***

Summary

Over 30 years in Employee Relations, Benefits and 16 years in Labor Relations and Negotiations and a motivated leader with strong organizational and prioritization abilities in areas of expertise inclusive of managing labor relations activity for multiple unions, and clear understanding of the importance of diverse recruitment and the ability to supervise a team to be effective and efficient.

Facilitated ongoing training in the areas of behavioral interviewing, FLSA Laws, ADAAA, compensation and benefits, employee and labor relations, leaves of absence, workers’ compensation and workplace safety/security, diversity and inclusion, employee engagement and leadership training.

Functioned as the Area HR Manager for twelve locations in the Northeast Region, which included managing all labor relations activity for each base for multiple unions for Fuelers, Baggage Claim, Mechanics, and other staff. Responsible for initiating the discipline process and communicating with the union representatives.

Responsible for managing the day-to-day operations of the Employee Relations Department, along with the Vice-President of Human Resources, by providing sound judgment and clarification of policies and procedures.

Skills:

Employee Relations

Supervision

Leadership and Development

Team Building

Strategic Planning

Succession Planning, Diversity/Inclusion

Organizational Development

Recruitment, Onboarding and Retention

Computer software:

Microsoft for Windows, WordPerfect for Windows, Windows 95, Resumix, Compass, Peoplesoft, Lotus Notes, Outlook, Excel, ADP, HR Office, PowerPoint, Publisher, Access and multiple HRIS Systems, Ceridian, DayForce, Success Factors, Paylocity, Kronos, Workday

Education:

Bachelor of Science in Human Resources Geneva College, Beaver Falls, PA Graduated 2005 GPA: 3.68

Affiliations:

Member of Society for Human Resource Management (SHRM)

Carpenter Technology – Dynamet Nov 23 – Present

Human Resources/Labor Relations Business Partner

A global leader in high-performance specialty alloy-based materials and process solutions for critical applications in the aerospace, transportation, defense, energy, industrial, medical, and consumer electronics markets.

Responsibilities:

Function as the Human Resource lead for a plant of 300 employees.

Conduct investigations for employee relations issues for union and non-union staff.

Work closely with legal to ensure compliance with arbitration hearings and negotiations.

Lead the process for grievances and follow through up to and including arbitration meetings.

Supervise the Human Resource Generalist regarding recruitment and day-to-day activity.

Partner with leadership in all aspects of the business to develop strategic plans for recruitment, employee engagement, training and talent development.

Drive results for the business by developing processes that will assist in the development and success of the business.

Educate and coach management on policies and procedures and the importance of remaining consistent with compliance.

Collaborate with the business to develop protocol for leadership in the development of new processes, including onboarding and retention of new hires.

The Pittsburgh Post-Gazette, Pittsburgh. PA Aug 20 – Nov 23

Human Resources/Labor Relations Business Partner

The largest newspaper serving metropolitan Pittsburgh, Pennsylvania. Descended from the Pittsburgh Gazette, established in 1786 as the first newspaper published west of the Allegheny Mountains, the paper has existed under its present title since 1927.

Responsibilities:

Manages the human resources staff and function and labor relations pertaining to employees represented by unions at the Pittsburgh Post-Gazette, including interpreting and drafting policy/contract language, providing guidance on corrective actions, separations, and grievances, and conducting investigations and drafting reports.

Direct reports include the Human Resources Generalist and Human Resources Representative.

Collaborates and partners with business leaders on the creation and implementation of HR and LR strategies and solutions that support the short- and long-term business objectives.

Leads other members of the HR staff during day-to-day support of the business.

Provides advice, counsel and training to managers regarding the interpretation, application, and administration of collective bargaining agreements.

Evaluates and leads effective resolution of grievances and other local conflicts resulting from labor agreements.

Assists Lead Chair in developing collective bargaining strategy and in negotiating collective bargaining agreements in support of business objectives.

Provides day-to-day coaching to newsroom leadership on a variety of actions to include employee relations issues, policy interpretation and application; talent management and development; and organizational design consultation.

Acts as change agent to business through process design and approaches that support change and transformation – striving to lead mutual processes to best practice status.

Proactively consults with management on HR topics while demonstrating a comprehensive understanding of the business; provides coaching and support to management around key people management activities (e.g., performance management, employee relations, talent management, learning and development, hiring and recruitment).

Analyzes trends and metrics in partnership with HR peers to develop solutions and implement programs and policies.

Actively participates in annual budget planning/labor forecasting process with business partners.

Grows and leverages network of contacts to help identify and source qualified candidates. Develop and lead initiatives to identify and recruit “best in class” talent.

Partners with Payroll; HRIS; and Compensation and Benefits functions as needed to provide solutions and support for employees.

Conducts thorough investigations to gather all facts and make appropriate recommendations; seeks guidance from HR leadership and legal counsel as appropriate; maintains detailed documentation to protect the interests of the company and mitigate risk.

Ensures compliance with HR-related federal, state, local and company rules and regulations by staying abreast of general and common HR regulations and legal resources.

Follows standard corporate and business unit-specific HR protocol for addressing human resources issues and contributes to the development of compliance components of policies and programs

Regularly reviews business and human resource activities and reports for compliance issues and takes corrective action to address and prevent future non-compliance.

Arcelor Mittal, Monessen, PA (The location was under review to close) Nov 18 – Aug 20

Human Resources/Labor Relations Manager

The world’s leading steel and mining company. Guided by a philosophy to produce safe, sustainable steel, they are a leading supplier of quality steel products in major North American markets including automotive, construction, pipe and tube, appliance, container and machinery. In the United States, ArcelorMittal employs more than 18,000 people at 27 operations.

Responsibilities:

Directs and manages a process of organizational development that addresses workforce planning, succession planning, workforce development, recruiting, key employee retention, organization design, and change management.

Administers employee benefits programs and informs and advises employees of benefits; studies and assesses benefit trends; directs the processing of benefit claims; designs and conducts educational programs on benefits.

Collaborates with USA HR and USA Finance to deliver consistently high-quality HR products and services while managing multiple and diverse priorities.

Works with management to find management gains through internal and external benchmarking.

Ensures data integrity by monitoring the timely update of personnel records.

Provides reliable, accurate, and timely HR information and reports to management.

Analyzes sensitive and complex labor relations matters to determine appropriate courses of action, identifies systemic problems, and recommends solutions.

Works with senior management with collective bargaining relating Collective Bargaining Agreements with the USW; manages and directs preparations for negotiations; drafts proposals.

Conducts investigations and advises management on actions to be taken. Drafts Company position statements for charges filed with outside regulatory agencies and represents the Company in unemployment compensation hearings.

Provides advice on issues filed in the grievance procedure; attends hearings and drafts Company answers.

Maintains active involvement and interaction with local union representatives and department management to help foster a positive labor/management relationship. Helps lead change in the union and employee relations area to make the Company both stronger and a better place to work.

The Housing Authority of the City of Pittsburgh, Pittsburgh, PA (Contract) Oct 17 – Sept 18

Human Resources Generalist

The Housing Authority of the City of Pittsburgh was created in 1937 under the U.S. Housing Act of 1937 to establish public housing within the city limits.

Responsibilities:

Managed the grievance procedure to maintain a process that does not progress past the second step and work closely with the Union Steward and the Business Representative for the union.

There is a three- step grievance process. I receive the grievance from the union. The first step is to have the immediate supervisor address the issue and work toward resolution If the issue is not resolved satisfactorily, the grievance process moves forward to second step, A Loudermill meeting is scheduled and facilitated by me. The company and the employee have an opportunity to give their side of the story and it is hopeful to come to a resolution based on the facts. If resolution is not realized, the grievance moves to the third step, which is both sides reviewing all the details and what is hoped for in terms of an outcome. If a resolution is not realized at this point, the union will move to arbitration where an arbitrator will decide the outcome. Prepared all the documents and files presented for arbitration and understand the importance of being thorough and factual.

Responsible for administering and managing the disciplinary process. Quite often if a union employee is not in agreement with a discipline decision, a grievance will be filed.

There is a four-step discipline process, including (1) Discussion (2) Warning (3) Suspension (4) Termination.

My responsibility is to ensure the process is followed explicitly and progresses appropriately, this includes coaching the managers through the process and ensuring all documentation is in place and outlines all the facts that will validate the level of discipline.

FMLA requests are managed timely and employees are educated about the process.

Chronicle all the worker's compensation and unemployment compensation activity and identify.

Facilitate training for new leaders that have been promoted and need guidance to move forward from the previous position.

Served as a link between management and employees by responding to questions, interpret and administer contracts and assist in resolving work-related problems.

Advise managers on organizational policy matters, such as disciplinary action and recommended departmental changes.

Support the Talent Acquisition efforts in the absence of the Specialist by maintaining the interview

process to accomplish the goal of hiring qualified candidates.

Aircraft Service International Group, Inc./Menzies Aviation, Inc. – Pittsburgh, PA

(Position eliminated due to an acquisition) May 16 – Jul 17

Area Human Resources Manager

Menzies Aviation is in Fort Worth, Texas. This organization primarily operates in the Aviation and/or Aeronautical Engineering business / industry within the Engineering, Accounting, Research, and Management Services sector.

Responsibilities:

Functioned as the Area HR Manager for twelve locations in the Northeast Region, which included managing all labor relations activity for each base for multiple unions for Fuelers, Baggage Claim, Mechanics, and other staff.

Responsible for initiating the discipline process and communicating with the union representative.

Worked diligently to avoid grievances and achieved great success maintaining an amicable relationship with the union.

Collaborated with hired recruitment agencies to fill hard-to-hire positions that were difficult to manage. Success was achieved on every effort.

Used computers for various applications, such as recruitment databases, the onboarding computer

system and management of word processing and excel spreadsheets to log recruitment activity.

Maintained record of every aspect of the recruitment process and identified causes for accepting or

rejecting candidates and justifying the decision.

Utilized a high level of creativity to establish relationships with recruitment vendors, colleges and organizations and social media.

Provided guidance for the clerical supports for twelve locations and functioned as a point person for guidance related to Human Resources issues.

Offered excellent HR support for employees and base leadership and traveled to all twelve locations as

the HR point person to provide guidance regarding policies and procedures, employee relations and supervision of staff.

Initiated a leadership training course for the Washington, DC leadership team to meet the needs of the base due to failing performance and a bonus was awarded.

USX Federal Credit Union – Cranberry Township, PA (The position was being re-evaluated) Dec 14 – Feb 16

Director of Human Resources

USX Federal Credit Union is a member-owned financial collective based in the Pittsburgh, Pennsylvania area existing to provide members with advantages in every aspect of their financial lives and giving them the confidence of financial security

Responsibilities:

Founded the role of Director of Human Resources and the human resources function within the organization and worked as a one-person Human Resources department.

Provided guidance in all aspects, including recruitment, training and development, policies & procedures, performance management, problem resolution, career development, employee relations, leadership development, orientation, onboarding, and any HR-related initiatives.

Structured the recruitment process because it previously did not exist, and the company contracted filling all positions, The budget for recruitment was minimized because all hiring efforts were accomplished internally through Human Resources, including the development of behavioural interview questions for leadership and for Human Resources; designed an online application and resume upload through the ADP system because the company previously used a paper application, which became antiquated. Interviewed and processed all new hires in the system. It was no longer necessary to utilize outside resources to fill positions.

Played a key role within the organization as a member of the Executive Team to work toward the goal of moving the company in a positive direction for the future by initiating feedback regarding business decisions, developing a two-year Human Resources strategic plan, which included the recruitment process and outlining tracking processes of recruitment, new hires and why or why not a candidate was chosen or not chosen for employment.

Supervised the Executive Secretary and Payroll process in the ADP System and created a recruitment process within the company website due to the lack of technology providing applicants the ability to go on line and apply for positions versus completing a paper application.

Managed all vendors for hiring temporary clerical employees and researched for the most effective and efficient resources.

A Second Chance, Inc. – Pittsburgh, PA (Accepted another opportunity) Feb 12 – Feb 14

Director of Human Resources/External Affairs

A Second Chance, Inc. (ASCI) is a non-profit corporation established in 1994. Its mission is to provide a safe, secure, and nurturing environment to children who are being cared for by their relatives or a close family friend - formally called "kinship care".

Responsibilities:

Implemented process improvements for the recruitment of all new positions by introducing a process that eliminated applicants that were not a good fit for the position.

Recruited exempt and non-exempt positions, including IT staff, leadership positions, social work professionals, paraprofessionals, clerical supports and maintenance.

Organized and facilitated a committee to develop an onboarding process that aligns with the mission and vision of the company, as well as for non-profit organizations.

Structured a career development and succession planning program to promote the high performers in each department and worked to develop staff to move to new opportunities within the organization.

Functioned as a member of the Executive Team and co-facilitated the direction of the business to make sound business decisions that would assist in the growth and success of the organization.

Responsible for managing the day-to-day operations of the Employee Relations Department, along with the Vice-President of Human Resources, by providing sound judgment and clarification of policies and procedures.

Facilitated training for staff and management on leadership and team building.

Supervised the Recruiter, Benefits Administrator and Office Assistant and developed a strong team approach. Facilitated one-on-one meetings with each team member and scheduled monthly team meetings.

Provided Human Resources coverage for the Pittsburgh and Philadelphia markets.

Managed all vendors for hiring temporary clerical employees and researched for the most effective and efficient resources.

Coventry Health Care/Aetna – Moon Township, PA (Position eliminated due to an acquisition) Sep 07 – May 12

Human Resources Generalist

Coventry provides a full range of risk and fee-based managed care products and services to a broad cross section of individuals, employer and government-funded groups, government agencies, and other insurance carriers and administrators.

Responsibilities:

Contributed to improving the image of the company to potential applicants by creating a recruitment flyer and phone screen that provided an accurate picture of the duties and skills required for each position and a clear understanding of the mission and vision of Coventry Health Care and described who we were as a company and provided an introduction to the culture of the organization to allow candidates the opportunity to determine if the company and the job were a good fit.

Established ongoing relationships with schools and organizations to ensure continued success in identifying qualified candidates.

Played a key role in ensuring the success of the diversity recruitment project by participating on the planning committee and providing input that showed employees can appreciate and embrace the differences of others.

Worked with management to introduce, implement and clarify HR policies and procedures and ensure the practices are explicitly followed.

Facilitated orientation and training programs.

Administered benefits enrolment and ensured employees had a clear understanding of their benefits. Facilitated open enrolment for over three hundred employees.

Provided strong support regarding employee relations, problem resolution and handled HR generalist workplace issues.

Fostered a teamwork/open-door environment conducive to a positive dialogue across the organization. Worked closely with the Vice President of Operations creating reports that confirmed the driving force behind establishing an acceptable employee retention rate within an industry where high turnover is the norm.

Introduced the concept of a retention focus group committee that provided staff an opportunity to contribute to the development of a more positive work environment.

Heartland Health Care, Pittsburgh, PA (Accepted another opportunity) Oct 05 – Sep 07

HR Manager

Leading long-term care facility providing healthcare services to the community.

Responsibilities:

Supervised clerical staff and all activities for the Payroll Department.

Recruited to fulfil a broad range of HR functions, including recruiting and training employees, administering benefits, overseeing disciplinary action and managing HR records.

Managed the annual benefit enrollment meetings, resolved conflicts between management and employees, coordinated health fairs to promote employee wellness and performed exit interviews. Developed a succession planning program and was responsible for retaining top talent.

Trained the management team on Behavioral Interviewing Techniques and best practices, conducting one-on-one coaching sessions that contributed to building strong teams.

Facilitated employee meetings providing non-union activity information that contributed to the success of maintaining a non-union work environment.

Responsible for educating new hires and current staff regarding the company’s standardized disciplinary procedures and handbook policies and procedures that insulated the company from legal risk and ensured consistent and fair discipline processes.

Devised creative and cost-effective incentive and morale-boosting programs (including special events) that increased employee satisfaction and productivity.

Responsible for onboarding of new-hires and presented the orientation program to include HR information and company resources.

Saved company thousands of dollars every month by reducing reliance on employment agencies for temporary staff.

Discontinued all formerly outsourced recruiting functions in-house to reduce billable hours. This was accomplished through the development of successful recruitment strategies.

Employee Training and Facilitation

Disciplinary Management

Labor Relations

Employee Engagement/Retention

Performance Management

Public Speaking

Microsoft, ADP, HRIS Systems

Affirmative Action

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