SHON TOMNAY SPHR **** Hilltop Circle Drive, Imperial, PA 15126

adaxth@r.postjobfree.com

724-***-****

I am a Certified HR professional and strategic HR leader with ~20 years of experience translating business objectives into effective HR strategic plans. I have executed HR initiatives to help shape cultures at small, medium, and large companies with major growth and declining business models. I have experience in local, national, and global industries that specialized in Manufacturing, Professional Services, Nuclear, Consulting, and Advanced Material Science Industries. Client portfolios include: Executives, Corporate, IT, Finance, Sales, Marketing, Engineering, Union, Exempt and Non-Exempt team members. Michael Baker International June 2017-August 2019

Human Resources Business Partner (Regional) – Pittsburgh, PA Pennsylvania Headquarters Region (supported 10 leaders and 700 team members)

Assessed and anticipated HR-related needs with and on-behalf of the business, and communicated those needs proactively to develop integrated strategies.

Formulated partnerships across the HR function to deliver value-added service to management and employees that reflect the business objectives of the organization.

Analyzed trends and metrics in partnership with the HR team to develop solutions, programs, and policies.

Maintained an effective level of business literacy about the business unit’s financial position, its midrange plans, its culture, and its competition.

Managed and resolved complex employee relations issues, and conducted effective, thorough, and objective investigations.

Provided day-to-day performance management guidance to senior staff and line management

(coaching, counseling, career development, disciplinary actions)

Provided HR policy guidance and interpretation.

Advised management on employment terms for new hires, promotions, and transfers.

Assisted international employees with expatriate assignments and related HR matters.

Provided guidance on business unit restructures, workforce planning, and succession planning.

Identified training needs for business units as well as individual executive coaching needs. Kennametal Inc. June 2015-June 2017

Human Resources Manager – Pittsburgh, PA

Infrastructure Client Group (supported 7 leaders and 132 team members) 2 direct reports

Served as a key member to the Infrastructure business unit leadership team and HR leader to North American sales and product team members.

Responsible for developing and managing workforce planning systems to yield aggressive target staffing levels in a 20% smaller business year over year.

Significantly reduced staff in target areas by offering self-selecting and involuntary separation packages.

Studied data analytics to predict: turnover modeling, employee engagement, talent forecasting, and targeted retention.

Implemented corporate values identified by the Executive Leadership Team and transformed ideas into actions.

Facilitated weekly leadership meetings to ensure synergy between corporate HR and business unit leaders.

Investigated all escalated manager/employee issues and provided corrective action recommendations.

Partnered with business leaders to provide subject matter expertise in the evaluation of corporate core competencies/attributes, administration of employee performance assessments and development planning.

HR subject matter expert and business unit liaison between employees, managers, legal, HR specialists, and third party administrators.

pg. 1 /3

EXPERIENCE

SHON TOMNAY SPHR 8310 Hilltop Circle Drive, Imperial, PA 15126 adaxth@r.postjobfree.com

724-***-****

Areva Inc January 2013-May 2015

Director HR Business Partner (Acting) 4 Months

Sr. Human Resources Advisor (Manager) – Charlotte, NC 4.2014-5.2015 HR Business Partner Generation IV – Lynchburg, VA 1.2013-4.2014 AFS and Automation Client Group (supported President, leadership team, ~1000 employees) 4 direct reports

Provided strategic HR oversight, training, and counsel to senior staff in the areas of: Performance Review Cycles, Talent Development, Succession Planning, Merit Planning, Safety, Health and Privacy.

Developed and implemented workforce planning activities.

Administered and defended all HR practices in North America. Westinghouse Electric Company November 2005-September 2012 Nuclear Automation HR Operations Lead – Pittsburgh, PA 11.2011-9.2012 Human Resources Manager – Charlotte, NC/Pittsburgh, PA 2.2009 -11.2011 Senior Human Resources Consultant – Pittsburgh, PA 11.2005-2.2009 Nuclear Automation Client Group (supported leadership team and ~1200 employees). 4 direct reports

Project managed talent acquisitions effort to hire ~800 engineers in 12 months to meet new build demand.

Managed the strategic business plan and logistics of opening a new office in NC. Grew office to 128 employees

Implemented site specific HR programs including new employee orientation, employee assimilation, on- boarding, exit interview process and learning/development programs.

Partnered with in-house and third party counsel to comply with North Carolina department of labor.

Aligned non-exempt and exempt salary structures with corporate Compensation to remain competitive in a saturated technical market. (Charlotte NC)

Administered and coordinated the site Affirmative Action plan, site specific communications, and related activities.

Solutions 21 & JobHouse January 2001-November 2005 Human Resources Generalist/Consultant – Pittsburgh, PA/New Orleans LA

(supported remote clients with strategic planning, process improvements, job description creation, salary surveys, DISC training, permanent staffing, career counseling, and general TDOE initiatives)

Designed and implemented employee handbook and operating procedure for metals and recycling company.

Executed recruiting strategy for car dealership and provided executive coaching.

Designed and delivered operator training manual, hurricane evacuation procedure, and job descriptions to chemical plant in Louisiana. 18-month on-site assignment. (returned to Pittsburgh after Hurricane Katrina)

Researched state and federal employment laws and coordinated appropriate revisions to S21’s Human Resources policies and procedures.

pg. 2 /3

Robert Morris University

B.S.B.A in Human Resource Management

University of Pittsburgh (KATZ)

MBA – Degree in Progress

Benefits

Compensation

Performance Management

Workforce Planning

Predictive Analytics

Change Management

Organizational Effectiveness

Talent Development

Talent Acquisition

Labor Relations

Education Skills

SHON TOMNAY SPHR 8310 Hilltop Circle Drive, Imperial, PA 15126 adaxth@r.postjobfree.com

724-***-****

pg. 3 /3

Software

HR Involvement & Seminars

Oracle, SAP, Success Factors, OneTeam,

E-Recruit, Taleo

Ultipro, EEDS, Concur, ADP, CaseBuilder

Microsoft Office Suite

Training

Management Foundations I & II

Supervisory Development Program

Understanding Human Behavior

Crucial Conversations

Servant Leadership

Conflict Management

CEB Corporate Leadership Council

CEB Diversity & Inclusion Leadership Council

HRBP Masterclass Session I & II

Trump Transition: Discussing Picks and Health

Care

Create Compelling Careers for Employees and

Orgs

Behavior Economics

Improvement and Coaching KATA

Family Medical Leave/ADA

Title VII

National Labor Relations

Americans with Disabilities

Fair Labor Standards

HIPAA

ACA

General Compliance and Business Ethics

EEOC

OWBPA

Immigration

Equal Pay Act

General Employment Law

Performance Management

Job Design - Greenbelt

Nuclear Operations Acquisition – Greenbelt

M&A Projects

Competency Mapping

Commercial Success Profile

Performance vs Quota

Dramatic Cost Reduction Project

Salary Calibration – Greenbelt

Projects

Employment Law

Contact this candidate