Human Resources Business Partner

Henry Ellerbe

***** ****** **** *** *******, TX *7049 434-***-**** ************@*****.***

Profile

Human Resources professional with over 30 years of experience and a track record of successfully implementing HR initiatives to the support the needs of the business. As a United States Army veteran and a Six Sigma Greenbelt, possess the skills, discipline, and HR experience to effectively support core HR process execution, as well as to serve a trusted advisor to business leadership.

Education

Bachelors of Business Administration

Grantham University – Kansas City, MO

Six Sigma Green Belt Certification, 2014

Certified Professional Coaching Certification, 2016 Diversity and Inclusion Certification, 2021

Cornell University

Skills Summary

Diversity and Inclusion

PeopleSoft

Performance Management

Coaching

Recruiting & Retention

Employee Relations

On-Boarding

Learning &

Development

FMLA/ADA/EEO/WC

Project Management

Workforce Planning

Change Management

Reorganization and

Restructure

Professional Experience

Kleinfelder: Senior Human Resources Business Partner, Houston, TX MAR 2022 – Present

Serves as a Strategic Business Partner supporting the Central Division and leads an HR Team supporting employees in five states and in Alberta, CA.

Implemented an employee engagement program across some areas to assist with reducing turnover and addressing employee concerns.

Conducts monthly meetings with the Area Leadership Teams to discuss HR Metrics and implement changes to improve areas with opportunities.

Investigates and resolve all employee complaints; works with leadership to administer the appropriate disciplinary actions if required.

Coach and trains managers how to resolve conflicts and deal with employee issues. Ensures they know when and how to administer corrective actions.

Implementing a deeper level of succession planning to identify high potential employees and creating development plans to help retain top talent.

Veolia: Regional Human Resources Business Partner, Houston, TX NOV 2015 – MAR 2022

Served as a Strategic Business Partner supporting two regions supporting over 500 employees. One facility operates as manufacturing sites with 24/7 operations and the other is a Field Operations Branch with multiple satellites spread out over three states...

Implemented a scheduling system to manage the labor cost resulting in a $1,000,000 savings over one year.

Investigated and resolved all employee complaints; advise management on appropriate course of action to be taken including disciplinary actions or involuntary dismissal.

Created metrics to analyze and reduce turnover among high-risk groups, ensuring the business units are adequately and appropriately staffed.

Provided guidance and counseling to managers to insure consistency in resolving employee problems as well as avoid potential lawsuits.

Created a Diversity and Inclusion Program for the Environmental Services and Solutions business unit and leading a team of 23 employees in creating new initiatives surrounding D&I. Henry Ellerbe

14811 Meadow Acre Trl Houston, TX 77049 434-***-**** ************@*****.*** BakerCorp: Regional Human Resources Manager – Business Partner, Aliquippa, PA NOV 2013 – OCT 2015

Served as a Strategic Business Partner assisting the business to align employee capabilities in support of business objectives for designated business units. Supported six regions including thirteen states.

Created and implemented a fixed step progression program for non-exempt employees; resulted in 20% decrease in turnovers and an increase in employee morale.

Managed all employee relations issues and investigated all reported incidents thoroughly. Met with employees and supervisors to resolve all complaints. Communicated and followed up with employees at appropriate times.

Supported two company-wide reorganization and restructures. Ensured the appropriate employees were placed in positions that fit their skill sets to enhance the efficiency of the company.

Coached managers regarding sensitive employee relations issues such as compliance, employee complaints, discrimination, sexual harassment and/or issues with major financial or operational impact.

Implemented a succession planning process by identifying high potential employees and ensuring they got the proper training and mentorship to prepare them for higher level positions. Patterson-UTI Drilling Company, LLC: Regional HR Supervisor, Eighty Four, PA APR 2012 – OCT 2013

Served as a Business Partner to the Operations and support teams. Prioritized and assigned tasks and projects to staff; tracked and reviewed their work progress.

Managed multi-site locations in three states supporting over 900 employees. Managed the day to day HR activities. Scheduled and assigned work locations as required.

Thoroughly investigated all employee relations issues and reported incidents. Met with managers and employees to resolve all disputes. Communicated and followed up with employees at appropriate times.

Coached managers how to handle and resolve employee relations issues. Assured that appropriate corrective actions were consistently administered. Counseled employees when necessary.

Engaged leadership on workforce planning and performance management issues.

Trained hiring managers how to properly interview and manage the Targeted Selection Interviewing Process.

Lowe’s Home Inc.: Human Resources Manager, Hopkinsville, KY MAR 2011 – APR 2012

Developed and maintained a positive employee relations strategy, conducted union vulnerability analysis & completed action plans as needed. Assured consistent application of policy and practices.

Conducted thorough investigations into employee complaints and worked with leaders to apply disciplinary actions when required.

Actively participated in initiatives, training, & audits to ensure OSHA and workers compensation compliance. Partnered with workers compensation claims adjusters and risk management to effectively manage claims.

Aligned HR initiatives to support business needs in the realms of staffing, training, and succession planning for a thirty-two million dollar operational budget

Reduced turnover by over 25% through initiatives including implementing a comprehensive mentoring and training program for new hires.

Instructed individuals or groups in a variety of subject matter areas and performed the role of facilitator or resource person. Planned, organized and directed orientation classes and workshops for employees. United States Army: Senior Human Resources Manager, Fort Campbell, KY JAN 2001 – JAN 2011

Managed a department of 12 HR employees which supported 1,500 service members both domestically and abroad. Trained and developed staff, assigned work and managed the performance of the HR team.

Created and implemented progressive initiatives in all HR areas, including leadership, training and employee relations that aligned the employees with the organization’s strategies.

Successfully deployed an entire organization to Iraq maintaining accountability of all personnel and maintained operations both in the United States and Iraq.

Created a performance driven culture through the development and implementation of a performance management philosophy system that optimizes the resources of the organization.

Provided guidance to senior leaders regarding training and development or optional approaches to solving specific problems related to organizational productivity

Oversaw a region that included 7 countries to address employee relations, change management, and workforce planning. Utilized best practices to ensure functions were carried out according to policy and procedures.

Henry Ellerbe

14811 Meadow Acre Trl Houston, TX 77049 434-***-**** ************@*****.*** United States Army: Human Resources Manager, Fort Jackson, SC NOV 1990 – JAN 2001

Worked closely with senior leaders to realign employees to fill critical job openings with minimal organizational disruption.

Conducted contract negotiations for civilian contracts. Planned and carried out policies relating to all phases of civilian contracts: Recruiting, interviewing, and selecting employees to fill vacant positions.

Integrated a new HRIS database program throughout the organization to reduce the workload for all targeted departments.

Managed 11 employees and coordinated compliance training programs.

Trained, mentored, motivated, counseled and provided leadership to over 1,200 personnel annually.

Reduced employee disciplinary actions from 4% to 2.5% via quality mentoring and staff development initiatives.

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