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Employee Relations Training

Cedar Hill, TX
January 10, 2020

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Darcia Adams, SPHR 214-***-****

Employee Relations ~ labor relations ~ learning & development ~ TALENT ACQUISITION


Hands –on Human Resource Executive with proven leadership and diverse industry experience in service oriented multi-national global and small businesses: retail, orthopaedics, medical device, transportation, manufacturing, hospitality, financial and IT industries. Valued as a subject matter expert in employee relations and employment/labor law. A strategic thinker, problem solver, and decision maker with solid relationship building, leadership / organizational development, mentoring, negotiation, and mediation skills. Known as an optimistic team player with strong interpersonal and communication skills, that can easily establish rapport while deploying a consultative leadership style in a fast- paced, diverse workforce.


Employee Relations

Benefits Administration



Learning & Development

Talent Acquisition /Full Cycle

Succession Planning

Local/State/Federal Emp. Law

Multi-unit /state HR Management

Regulatory Compliance

HRIS Implementation

Collective Bargaining

DOT/FMCSA Safety Compliance

HR Compliance / OFCCP/AAP

Business Acumen

Workforce Planning

Solid hands-on HR Generalist

International / Domestic Emp. Law


Lima Corporate July 2019 – Present

Human Resources Business Partner, North America

Lima Corporate is a Global Medical Device company providing reconstructive and fixation orthopaedic solutions to surgeons worldwide.

Develop and implement organizational change initiatives including new organization designs, role profiles, core competency frameworks, role mapping, career paths, job rotations and job enrichments

Proactively partner with the business to define and translate business needs into a recruitment strategy and manage the recruitment of new hires into the business (in regard to the subsidiaries/countries, manage the recruitment of key positions - Product Managers, Clinical Studies Managers/Nurses, Global Business Unit Directors, Sales Executives); Develop and implement the induction and on-boarding plans for all employees

Facilitate Performance Management Process across the USA and coach/train managers on facilitating performance reviews and merit reviews;

Drive the year-end budget and compensation processes, ensuring consistent and fair decisions are made in the bonus, salary and grade review processes;

Manage the engagement around all employee relations issues and monitor employee relations issues to identify trends or business impact and recommend corrective actions;

Coach managers around teams, living the values and behaviors of Lima Corporate

Drive HR’s involvement in the Calibration meetings process and facilitate review sessions, as required.

Through succession planning sessions and talent reviews, identify employee skills/development gaps and recommend training/development actions by drafting robust Individual Development Plans.

Partner and collaborate with other HR colleagues to deliver cross-organizational, cross-HR initiatives and results for the Company

Developed company’s Affirmative Action Plan;

Advise leadership (President& GM, Chairman of the Board, VP Finance, VP Digital Transformation, Global Directors, Product Managers, Clinical Studies Managers/Nurse (s), AVP, Sales, Direct Sales Consultants and all senior field support) on matters regarding compliance with federal, state, and local employment laws; represent company in response to employee and/or Surgeon complaints, complaints, or investigations by various agencies (EEOC, DOL, DOT, FMCSA, HRC, CA-DFEH, NLRB);

Work directly with counsel to resolve legal claims that includes investigations and discovery, mediations, hearing preparations and negotiating settlement agreements;

Represent company at hearings and with all agency inquiries, complaints and investigations with Unemployment Compensation, Workers Compensation, EEOC, DOL, DOT, FMCSA

Establish employee development, executive evaluation, and strategic planning objectives across North America

National Express Corp April 2013 – Jan 2019

Supporting Durham, Peterman & Stock Transportation

Area Director, Human Resources Union & Non-Union

Directly responsible for partnering with senior field leadership teams to assess and deliver HR support that ensures the HR strategic/tactical and operational business goals are aligned and delivered across 88 locations in support of over 8900 employees across multiple states.

Advise leadership (Chief Operating Officer, Area Vice Presidents, Regional Vice Presidents and General Managers and all senior field support) on matters regarding compliance with federal, state, and local labor and employment laws; representing company in response to union and non-union grievances, complaints, or investigations by various agencies (EEOC, DOL, DOT, FMCSA, HRC, CA-DFEH, NLRB);

Worked directly with in-house counsel and outside counsel to resolve legal claims that included investigations and discovery, mediation, depositions and trial and/or hearing preparations and negotiated settlement agreements;

Represented company at hearings and with all agency inquiries, complaints and investigations with EEOC, DOL, DOT, FMCSA

Investigated and wrote responses to all agency claims and negotiated settlements when appropriate;

Developed and facilitated union avoidance training and managed unionization campaign efforts across the area.

Directed all HR functions within my territory and established employee development, executive evaluation, and strategic planning objectives throughout the multi- level, highly diversified business units;

Conducted investigations (Sexual Harassment, Wrongful Terminations, Unfair Employment Practices, Hostile Workplace and Discrimination). Train and coach/counsel Area/Regional staff on how to conduct investigations and fully engage their staff for improved performance and rapport.

Provide effective and consistent employee/labor relations guidance and support on collective bargaining, memos of understanding, arbitration, grievance hearings, ULP’s, strike preparedness planning, union avoidance and consult with major business units to ensure any organizational changes that may affect current/future CBA’s.

Manage the collective bargaining process including pre-planning strategy, development of business models and conducting collective bargaining negotiations as 2nd chair.

Provide guidance on counselling and performance management with additional involvement in workforce planning, talent acquisition /staffing for assigned business units, employee relations, labor relations, KPI and P&L, performance and merit process review and approvals, new hire on-boarding, project management, program development, EEOC guidelines and company HR policy compliance.

Ace, Inc., Irving, TX 2008-Jun 2012

Retail Financial Services Provider

Director, Human Resources – East Division Field Operations

Directly responsible for HR function for up to 1200 stores supporting over 3,900 associates across 39 states and Canada for this Retail Financial Services Provider.

Spearheaded and managed field human resource functions. Developed HR policies/objectives for the division by implementing programs through 7-14 Regional HR Managers and ensuring administration aligned with operational excellence.

Established standard talent acquisition and hiring practices and procedures necessary to recruit and hire top talent within the division.

Conducted investigations (Sexual Harassment, Wrongful Terminations, Unfair Employment Practices, Hostile Workplace and Discrimination). Trained and coached/counselled Regional HRM’s and RVP’s on how to conduct investigations.

Directly responsible for developing and implementing staffing strategy for all bilingual stores in division including 17 stores in New Mexico and Canada

Proactively managed EEOC and DOL caseload through aggressive training & development of all leadership staff along with intervention and conflict resolution.

Developed staff training programs to ensure workforce skills aligned with corporate and field goals. Drove consistent implementation of the company's HR practices, systems, and personnel-related activities across all 39 states within the division by auditing HR practices and fully engaging all employees at the regional, store and corporate office \

Lowered staff turnover by 43% by improving development, training and compensation methodology to guarantee competitive reward structures. Regulated compensation structure, pay policies, performance appraisal programs, employee benefits programs and services, and company safety and health programs.

Demonstrated leadership in resolving disputes and setting and achieving specific strategic, measurable goals with personnel. Collaborated with local, state and federal regulatory agencies (EEOC, DOL, HRC) ensuring compliance with all applicable laws and company established policies and guidelines.

Evaluated training needs assessment, new employee orientation and on-boarding, leadership development for mid to senior level management, cross-training, measured training impact, and training transfer for all District Managers, Regional Vice Presidents and Regional Human Resource Managers.

Protected interests of employees and company in accordance with company policies as well as laws/regulations. Approve recommendations for termination and review employee appeals through Open Door Policy/Ethics Compliance Hotline complaint procedure.

Direct the process of organization planning, evaluating structures, job design, and labor forecasting throughout the company. Coordinate activities across division lines.

Played a key role in implementing change management strategies, including organizational restructuring and management evaluations, to strengthen management and leadership from within.

7-Eleven, Inc., Dallas, TX 2001-2008

3rd Largest Retailer – 24 Hour Operation

Human Resource Generalist-Div. Employee Relations Manager

7-Eleven, Inc. is the world's largest operator, franchisor and licensor of convenience stores, with more than 39,000 stores and operating 24/7. Responsible for over 600 stores and 3 Accounting Call Centers across 8 states and Japan and Canada, supporting over 6000 employees. Developed policies, managed employee relations, HRIS, compensation and incentive programs. Oversaw and developed employee relations / employment law training programs for divisions. Managed recruitment and staffing programs for divisions.

Core management duties included counselling and employee/management personnel issue resolution, with additional involvement in staffing, performance management, new staff orientation, project management, program development, EEOC guidelines, and company HR policy compliance, and employee relations for over 6000 employees across division lines. Conducted sexual harassment, discrimination, unfair employment practice investigations.

Worked directly with complainant’s counsel to resolve current and/or former employees’ complaints. Represent company at mediations and negotiated settlements. Investigated and responded to all formal charges (EEOC, HRC, DOL, OSHA). Developed and facilitated a Sexual Harassment training module for all HRG’s to facilitate within their assigned regions.

Maintained knowledge of changing labor/safety regulations as well as implemented policies, training, and advisory committees. Collaborated on and maintained oversight responsibilities for various employee relations initiatives.

Assisted field personnel (Division VP, Market Managers, Field Consultants, HR Clerks/Generalists) in correctly interpreting the requirements and processes in areas such as: hiring/on-boarding employees, work visas and employment eligibility coordination, terminations, lay-offs, recalls, performance evaluations, job postings, promotions, attendance control, disciplinary practices, workers comp, FMLA, ADA, grievance procedures and vacation scheduling. Managed staff and programs/processes for Workers Compensation, LOA’s, Disabilities/Time-Off and Unemployment Compensation.

American Homestar Corporation, Arlington, TX 1999-2001

Modular/Manufactured Home Builder

Director, Human Resources

American Homestar Corporation is known throughout the Southcentral and Southeast as a builder of the highest quality, custom-built homes, both manufactured and modular. Directed human resource functions for 12 plants and corporate office through a 12 member HR management team, supporting operations & manufacturing centers.

Formulated and recommended HR policies/objectives for the organization. Oversaw implementation of programs through HR staff. Monitored safety, regulatory and administration standards. Identified opportunities and resolved discrepancies. Established standard recruiting and placement practices/procedures.

Interviewed executive-level and staff candidates for all plants. Determined and recommended employee relations practices necessary to establish positive employee-employer relationships and to promote high level of employee morale. Earned recognition as hands-on, approachable leader with open door policy and record of achieving win-win solutions.

Conducted compliance and wage & hour audits and developed training for all manufacturing plants.

Oversaw labor relations (collective bargaining, ULP’s, grievances, CBA administration/ training) including union avoidance for all non-union plants.

Assisted field personnel in correctly interpreting the requirements and processes in areas such as: plant shut downs, terminations, lay-offs, recalls, performance evaluations, job postings, promotions, attendance control, disciplinary practices, workers comp, safety awareness, FMLA, ADA, grievance procedures and vacation scheduling.

Arranged in-house training for staff. Acknowledged employee performance by creating compensation strategies. Monitored employee performance and facilitated promotions. Increased employee retention resulting in cost containment.

Streamlined management tasks and reporting functions. Oversaw Injured Employee Disability program (company funded IED), generated Monthly Turnover reports and Weekly Recruiting reports, built rapport with staff and management and chaired weekly Executive Panels.

McClanahan’s Technical Consulting, Dallas, TX 1993-1999

Information Technology Consulting Firm

Director, Human Resources

Built organizational capability for this Information Technology consulting firm by developing, driving and implementing HR initiatives to increase organizational effectiveness, built capability and talent of the workforce, and lead strategy and tactics to positively impact overall business performance and HR metrics.

Sourced and recruited software engineers, including programmers, developers, testers, IT strategists and administrative professionals for government office clients (DOT, DOL, Health & Human Services).

Conducted new-hire and benefit orientations. Coordinated background checks, pre-employment testing, offer letters and salary administration, personnel training and budget planning and review. Initiated a Benefits/Welfare plan for the entire company (Medical, Dental, EAP - researched vendors, wrote summary plan and negotiated provider agreements).

Developed monthly HR metrics/reports to foster informed decision-making, enabling senior leadership, partners and investors to gain a wealth of invaluable insight into the business.

Adeptly handled employee relations including areas covering harassment, hostile environment, disciplinary procedures, and also communicated policies, interpretations, regulations, and company awareness from corporate office to field locations (resulting in reduction of formal complaints). Researched documents, files, etc. to assist company in defending its position towards successful resolutions and receipt of favorable decisions of EEO charges and employee complaints.

Conducted exit interviews and performance appraisals for all personnel. Handled the division's monthly forecasts, budget planning, and reviewed profit & loss statements. Wrote and implemented Government Service division’s Engineer Handbook.


Candidate, B.S. Human Resource Management 06 - 2020

Professional in Human Resources (PHR) 1998-2000

Senior Professional in Human Resources (SPHR) 2001-2018

References Available Upon Request




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