Human Resources leader

ROBIN HUNTER, S P H R Human Resources Leader & Change Agent

412-***-**** *******@*****.*** Pittsburgh, PA Results-oriented leader with comprehensive experience in strategic HR management, talent acquisition, employee relations, and organizational development. Proven track record of implementing innovative HR strategies that align with business objectives, enhance employee engagement, and foster a positive organizational culture. Expertise in leading cross-functional teams to drive change initiatives and improve workforce performance. Strong analytical skills with the ability to leverage HR metrics to inform decision- making and optimize HR processes. Exceptional communication and interpersonal skills, adept at building relationships with stakeholders at all levels. Committed to promoting diversity and inclusion in the workplace while ensuring compliance. B.A., Mass Communications with Business Administration Minor International Studies and Finance concentration

SAINT MARY’S COLLEGE, UNIVERSITY OF NOTRE DAME

Certifications & Courses

SPHR DDI Facilitation Green Belt Lean Six Sigma ADI Coaching U. S. Steel New Managers Program CCP Courses EEAC HRIS Advanced Excel Expert INSIGHTS facilitator Quarterly Oil & Gas Industry Conferences Marcellus Shale Coalition Member Volunteering

JA Young Professionals of Western PA Board of Directors Blessings in a Backpack Co-founder, Canonsburg Chapter Owner/Founder SEPT 2024 -PRESENT

THREE RIVERS FRACTIONAL TALENT, LLC

Specialize in providing fractional human resources consulting services tailored to meet the unique needs of scaling organizations. Projects include:

• Fractional CHRO/CPO

• HR Compliance and Policy Audit

• Compensation Benchmarking, Incentive Plan Designs, Total Remuneration Market Analysis

• Training and Development Strategy/Implementation

• Executive and Management Coaching, Mentorship Program Development

• Talent Acquisition Strategy

• Employee Engagement/Retention Strategy

• Performance Management Revamp

Director-People Operations OCT 2022 – SEPT 2024

ASTROBOTIC TECHNOLOGY

• Serve as a member of the company’s senior leadership team, contributing to development of business strategy

• Advise on organizational development and workforce planning

• Lead, develop, and strategically grow the Human Resources and Recruiting team to meet the business needs.

• Formulate and recommend Human Resources policies for the company, ensuring compliance with federal, state, and local laws, as well as with federal contractor requirements

• Coach and advise managers on employee relations and performance management; as necessary, lead investigations and provide materials to support resolution of concerns

• Revamped the Compensation Philosophy and built a pay band system for employee growth and transparency, as well as creating Career Ladders for each role

PRO F ESSION A L PROFI LE

EDU C A T ION AN D TRAI NI NG

PROF ESSIO NA L EX ERI EN C E

Director-Human Resources JUN 2021 – OCT 2022

ORBITAL ENGINEERING

• Oversee all aspects of Human Resources for approximately 500 employees across seven major US cities

• Completed an acquisition of a company of 50 employees, which included all on-boarding, required training and compliance needs

• Successfully completed EEO Audits backdating two years

• In a six-month timeframe, hired over 80 employees

• Implemented an internship program for summer of 2022, hiring 18 interns across all engineering disciplines by January 2022

Head of Human Resources, Senior Manager DEC 2019 –JUN 2021 GROUPE SEB, ALL CLAD METAL CRAFTERS

• Oversee all aspects of Human Resources and Labor Relations for two companies within Groupe SEB

(All-Clad and Groupe SEB Canada, located in Toronto)

• Successfully work in a global matrix environment with major training, systems and programs being pushed out of France

• All Clad & Canada: Developed and implemented a strategic performance management process, focusing on the retention, engagement, and training and development at very minimal cost to the company. o Stay interviews, 360 feedback system, DDI training initiatives conducted in house, succession planning for management positions

• All Clad & Canada: As a member of the executive management team at each location, participate in financial business reviews and forecasting

Director-Human Resources SEPT 2014 – DEC 2019

CNX RESOURCES

• Reporting directly to the COO, lead the Human Resource function for CNX Gas Company LLC to support the operations of the Marcellus and Utica Shale formations, as well as the Coalbed Methane natural gas resources

• Led all HR initiatives for the company as it transitioned from being integrated into the Coal business to the Gas business, including payroll, benefits, compensation structure and human capital

• Work with Gas Company leaders to ensure HR programs are aligned with the overall business goals to support production growth while focusing on our core values of Safety, Compliance, and Continuous Improvement

• Developed an ongoing company-wide Employee Engagement initiative, to ensure retention of key performers. Initiative includes the development of career ladders across all E&P functions, company sponsored events, cross training opportunities, Stay Interviews, Top 50 HIPO engagement, monthly newsletters, and Pay for Performance programs

• Created a compensation program to separate the Gas employees from the Coal employees, based on

“Banding” roles of similar scope and responsibility together. $4M in compensation improvements to better align the Gas employees to the national E&P market

• Created a monthly Short-Term Incentive program based off Production, Safety, & Environmental. The program is designed for immediate recognition, as well as a line of sight into company goals for the employees

Senior Human Resources Manager OCT 2012 – SEPT 2014 U. S STEEL TUBULAR

• Provide HR Leadership and expertise to the Business Leaders in the U. S. Steel Tubular Products Business Unit

• Oversee HR for business functions within all Tubular facilities in TX, AL, PA, and OH

• Work closely with Business Leaders to ensure there is a rigorous, effective performance management process for employees across the business

• Facilitate and execute the strategic and operational implementation of the Organization and Talent Development initiatives for the client group, including Strategic Workforce Planning, Succession Planning, Mentoring Programs, and internal training initiatives

• Participate as an active member of the Functional Analysis Team with the Project Carnegie Initiative Compensation Manager USA, HR Manager-Business Partners JUN 2011 - OCT 2012 TALISMAN ENERGY

• Manage the compensation program for the United States and TESI Organizations

• Supervise HR Coordinators, includes activities such as FMLA, Exit Interview Process, New Hire Orientation

• Worked with field management to create an Operator Progression System in the Marcellus, requiring operators to obtain specific training, performance and HSE goals for career development

• Led a Total Rewards Review in the US based on total remuneration vs market to ensure attraction and retention of key talent. Project led to changes in 401k, variable targets, LTI targets, and time-off elements

• Led the US team on a global project for Employee Recognition.

• Work with leaders & accounting department to create a workforce analysis report and budget

• Worked effectively in a matrix environment with the Center of Excellence in the Calgary office Total Rewards Advisor and Compensation Specialist SEPT 2009 – JUN 2011 PNC FINANCIAL SERVICES GROUP

• Assess business goals for the staff groups and translate to base and variable compensation and recognition strategies and programs for all levels of employees

• Provide input to executives and managers on concept and design of incentive pool distribution strategies

• Provide consultation to recruiters, HRBP’s, and line managers on market-competitive and organizationally consistent job offers

• Perform and respond to OFCCP audits

• Participate in the implementation and training of PeopleSoft applications, including communications to Lines of Businesses.

Progressive Compensation/HR Experience APR 2002 – AUG 2009 U. S STEEL CORPORATION

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