VICTORIA E. ARPS
***** ****** ******* ********* 708-***-****
South Holland, Illinois 60473 Cell: 708-***-****
Email: addt64@r.postjobfree.com
SUMMARY
Successful management career in HR administration for diverse companies within several industries. Effectively balances HR with operating and financial demands to transform corporate goals into profitable reality. Characterized as an inspiring leader and analytical problem solver. Strong business ethics. Core competencies include:
Labor Relations & Negotiations Payroll Administration
Staff Training & Supervision Employment & Regulatory Compliance
Six Siggma Greenbelt Talent Management
Recruitment & Staffing Initiatives Strategic Planning
Benefit Plan Design & Administration Recruitment
EXPERIENCE
Labriola/J&J Snack Foods Corp April 2019 – Present
J&J manufactures snack foods and distributes frozen beverages marketed nationally to the food service and retail supermarket industries. Principal snack food products are soft pretzels, pretzel bites, as well as cookies.
Senior Human Resources Manager
Manage all aspects of human resources, including talent management, compensation and benefits, safety and environmental health, as well as all other general activities to support the culture as part of the Executive Team. Responsible for the overall administratoin, coordination and evaluation of the Human Resource function for over 300 hourly and 50 salaried employees.
Execute the Company’s long range plan and programs as a strategic partner, translating the strategic and tactical business plans into HR strategic and operational plans.
Developed staffing strategies, utilizing staffing companies as well as Community outreach and other outsourcing methods.
Responsible for the investigation of all complaints; respond to all hearings regarding employment matters.
Develop and implemented Supervisor and Management training programs including Communication, Interviewing, Discipline and Objectives training.
Oversee all Safety programs, complete OSHA Reports, and report employee injuries to Workmen’s Compensation vendor. Investigated all accidents including follow up on modified duty programs for injured employee.
Conduct new employee orientation, including safety training for all new employees.
Developed and implemented attendance point system.
Administer all Benefit programs including medical, dental, visión, employee stock program, 401(k) plan, life and short term disability.
Designed and implemented employee trainer program as well as buddy system for all new hourly employees.
Rolled out new trainings involving enhanced leadership, sexual harassment, communication and team building.
Facilitated talent calibration and performance review meetings.
Reduced temporary staff over a period of two (2) months to 1.
Implemented and trained all supervisors and managers on new payroll (UltiPro) system.
Bimbo Bakeries, USA/Aryzta, LLC June 2016 – April 2019
In February,2018, Bimbo Bakeries bought Aryzta’s Cicero, Illinois Location. Bimbo is the largest bakery in North America; manufacturing mini muffins, coffee and snack cakes.
Senior Human Resources Manager
Manage the entire human resource function for Cicero, Illinois plant (800 employees) and the LaGrou Distribution Center (150 employees) by driving and providing strategic business partnership and expert consultative support for both locations.
Member of HR Leadership team responsible for creating the strategic direction for the HR function in alignment with overall Company business objectives.
Ensure organizational strategies, structure, processes and tools are consistent with the evolving needs of the business and comply with federal and state laws to minimize various risk factors.
Develop and lead various processes and services involving human resource planning, talent management, performance management, leadership development, employee relations, compensation and organizational design.
Leads or participates in project teams responsible for organizational and process re-engineering to improve business efficiencies and reduce cost.
Manage performance management process and succession planning.
Develop, implement and facilitate training initiatives.
Identify talent gap issues and work with business partners in addressing viable solutions for hourly and exempt populations.
Provide labor relations advice and counsel, with specific focus on partnering with business leaders to develop and execute labor relations strategies.
Designed and implemented new daily attendance tracking program.
Spearheaded the implementation and training of new Kronos payroll system.
ACH Food Companies, Inc. December 2012 – June 2016
Largest branded manufacturer of consumer oil; leading manufacturer of spices and seasons in North America
Human Resource Manager
Responsible for all human resource operations at the plant. Directs initiatives in the area of safety, performance management, training, employee relations, recruiting, benefits and compensation. Manages labor management, and sits as first chair during labor negotiations, with all unions.
Developed new sourcing plan that decreased total contracted agencies from six to two, which saved roughly $22,000 in first six months.
Ensure compliance with all governmental agencies.
Overhauled and automated new hire orientation program.
Coach and assist managers in developing Performance Improvement Plans
Identified performance deficiencies within supervisory team; established formal training program which addresses all performance aspects
Establish clear and concise development goals for staff
Created continuous improvement methods utilizing Six Sigma process to address temporary employees and new recruiting efforts
Updated safety program for plant production area identifying safety “repeaters”
Established “argo bucks” reward program for employees
Responsible for the resolution of all labor management issues ( i.e., disciplines, grievances, arbitrations). Reduced grievances by 55%.
Developed Labor Management Committee.
Represent the Company at all hearings and sit as “first chair” at all contract negotiations.
Alfa Laval,, Inc. April 2011 – December 2012
Leading global supplier of products and solutions for heat transfer, separation and fluid handling.
Human Resource Manager
Responsible for planning, developing and administering the human resource plans and procedures for the States of Illinois, Indiana and Pennsylvania; was also a member of the Global Human Resource Team. Designed and implemented company and departmental goals, objectives and systems. Work with internal business leaders to develop programs that support the objectives that have been set by the Company. Multi State responsibilities: Illinois, Indiana, Pennsylvania.
Developed, recommended and implemented personnel policies and procedures
Responsible for managing all compensation programs including merit increases, bonus plans
Wrote and maintained all job descriptions; monitored performance evaluation program
Consulted with all business leaders regarding, organizational changes and fact impacting the ability to meet business goals
Designed and implemented new recruiting/staffing plan that saved the company over $2,000 per week in temporary employee costs
Ensured governmental compliance was met; i.e., affirmative action
Collaborated with all other departments and support groups including benefits, payroll, etc.
Handled all employee relations for segment, including union negotiations, arbitrations, mediations and grievances
Developed Labor Management Committee
Conducted and oversaw all recruiting efforts for Illinois & Indiana
Participated in global organization management team.
Proviso-Leyden Council for Community Action August 2010 to April 2011
Private, non-for-profit corporation serving low income residents of Cook and Leyden Townships.
Human Resources Director
Plan, direct, and coordinate human resource management activities for the organization to maximize the strategic use of human resource functions such as employee compensation, recruitment, benefit plan design and administration and regulatory compliance.
Planned, directed and coordinated entire human resource function for 4 entities
Analyzed and modified compensation and benefits policies to ensure compliance with legal requirements
Prepared personnel forecast to project employment needs
Processed payroll
Contracted with outside vendors to provide services such as drug testing, fingerprinting and background search for new employees
Prepared and followed budgets for operation of human resource department
Provided training for staff on topics such as interviewing, discipline, employee performance and motivation
Designed and implemented new disciplinary program
Maintained agency records
Ensured legal compliance
United Water, Inc. September 2004 to October 2009
Multi-million national dollar provider of water/wastewater treatment facility management services.
Human Resources – Midwest Region
Scope of responsibility encompassed the entire human resource function for Indiana and Mississippi sites with emphasis on staffing, employee relations, benefits administration, organizational development (OD), training, retention, labor relations and regulatory compliance.
Reduced voluntary turnover 40% annually, improved productivity 30% with the implementation of goal setting and objectives management programs for managers and supervisors.
Reduced project grievances by 85% through the establishment and effective leadership of the labor-management committee.
Negotiated “win-win” labor contracts, maintaining a consistent “no strike” work environment through the development of strong labor/management relations which resulted in a no increase for 2008 and minimum increases for 2009-2011.
Acted as the company lead in arbitration hearings and grievance meetings.
Successfully resolved 95% of EEO claims through conflict resolution procedures.
Partner with site supervisors to evaluate employee training needs, facilitate training programs and support progressive employee relations initiatives.
Lead business forecasts reviews with site managers to analyze costs and prepare staffing budgets and special exceptions.
Consistently “on plan” related to Human Resources budget management.
Established and enforced company policies and procedures to ensure FLSA, Affirmative Action and FMLA compliance.
Designed and implemented staffing and talent management plan for all project sites.
Designed and implemented Apprenticeship Program which will graduate 100% of participants in April 2008.
Conducted in-depth performance development, performance objective and carrot culture training for managers and supervisors, which resulted in 100% compliance for the Gary project.
Re-evaluated and rewrote job descriptions for Mississippi and Indiana projects which ensured that all internal compensation issues were addressed through reclassification.
Led HR mobilization team which led to an effective transition of the Mississippi project.
Negotiated the transition of all union employees to the company sponsored short term disability plan from the conventional union sick day program.
PDI 360-Certified
HR Management Certification, IAML
Employee Benefits Certificate, IAML
Six Sigma Certified Green Belt 2011
SHL Occupational Personality & Occupational Testing 2011