Employee Relations Director or Manager, HR Director or HR Manager

LOURDES JONES-CRAWFORD

Director Level - HR Business Partner Trusted HR Advisor Driving Measurable & Scalable Business Impact DEI & Labor Relations Subject Matter Expert EXECUTIVE BIO

Strategic HR and People Leader with 18+ years of experience driving workforce planning, organizational culture, and full-cycle HR operations across nonprofit, government contracting, and manufacturing sectors. Proven expertise in labor and union relations, including collective bargaining, grievance management, and arbitration, alongside a strong track record of embedding diversity, equity, and inclusion (DEI) into recruitment, performance, engagement, and policy. Recognized for reducing disputes by 45%, cutting case resolution times by 50%, and improving workforce reliability by 40% through innovative HR systems, DEI integration, and proactive employee relations strategies. Passionate about aligning HR with mission-driven goals to build inclusive, equitable workplaces where employees thrive.

Value Themes: Strategic Alignment • Organizational Design & Scalability • ER & Risk Mitigation • Workforce/Succession Planning • HR Analytics & AI • Culture & Engagement • Continuous Improvement • DEI & Labor Relations Advocate CORE CAPABILITIES

● Strategic: Org Design & Operating Models, Workforce & Succession Planning, HR Roadmaps, Change Leadership, Mergers & Acquisitions/Restructuring Readiness, Executive Coaching, Total Rewards Strategy. Experienced in embedding DEI into strategic initiatives and aligning labor relations, including collective bargaining and union partnerships, with organizational goals.

● Operational: Recruiting Operations, Onboarding, ER Case Management, Leave & Attendance, Policy & Compliance (federal & multi state), Training Ops, HRIS Administration, Payroll Interface. Proven ability to integrate inclusive practices into operations while managing labor relations processes such as grievance resolution and arbitration support.

● Analytical/Technology: HR Analytics & Dashboards, AI for HR use cases

(forecasting attrition, triaging ER risk), KPI design, process automation, Insperity, ADP, Google Workspace, Microsoft 365. Adept at using data to advance DEI outcomes Email:**************@*****.*** Phone: +1-702-***-**** LinkedIn: https://www.linkedin.com/in/lourdes-j-053067126/ 1

and monitor labor relations metrics, including grievance trends and arbitration results.

KEY ACCOMPLISHMENT HIGHLIGHTS

● Investigations, Risk & Labor Relations Management: Led 700+ employee relations and labor investigations, including harassment, discrimination, union grievances, policy, and ethics violations, achieving an 86% resolution rate with a focus on equitable and inclusive outcomes.

● Policy Development, Compliance & DEI Integration: Authored and implemented multi-state and federal ER and labor relations policies, embedding DEI principles and ensuring 100% audit pass rates while aligning with collective bargaining agreements.

● Culture, Engagement & Union Partnerships: Eliminated all unfair labor practice complaints, strengthened union-management relations, and improved engagement and Net Promoter Scores (NPS) by 77% in three years through equity-driven culture initiatives.

● Training, Leadership Development & Inclusive Practices: Designed and delivered manager and steward training on DEI, labor relations, and conflict resolution, increasing policy adherence and improving ER and grievance resolution times by 50%.

● Technology Integration for Equity & Efficiency: Implemented AI-driven ER and labor relations dashboards, workflows, and case tracking systems, cutting administrative time by 65% while increasing transparency in DEI and grievance monitoring.

● Data-Driven Analytics & Equity Reporting: Created quarterly ER and labor relations dashboards for executives, displaying case volumes, resolution times, policy adherence, and equity-focused risk indicators. Developed engagement-to-risk correlation reports showing that engaged and inclusive teams had 50% fewer ER and labor disputes.

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DIRECTLY-RELATED PROFESSIONAL EXPERIENCE

Iron Triangle Defense HR Advisor - Special Projects Consultant 2025 Consulting Focus: Temporary Assignment

● Partnering with executives to redesign policies and documentation, driving consistency across the workforce and cutting policy interpretation disputes.

● Conducting targeted HR compliance audits, closing identified gaps and reducing organizational risk exposure by streamlining corrective action processes. Rappahannock Goodwill Industries (RGI) Director of HR & ER 2023 – 2025 Strategic Impact: Administered recruitment, onboarding, performance, training, compensation/benefits, and offboarding end-to-end, embedding equity, diversity, and inclusion (DEI) into all stages of the employee lifecycle.

● Reliability & Risk Mitigation: Overhauled leave/attendance protocols and ER operating model, achieving 40% improvement in workforce reliability and 45% faster ER resolution via AI enabled case tracking and standardized workflows.

● Strategy Alignment: Built ER/leave KPIs tied to organizational goals; instituted governance with Retail Ops and Mission Services leaders to reduce disputes and repeat issues.

● Talent Systems: Established baseline metrics for annual dispute reduction; framed manager capability model and training roadmap with DEI integrated. Operational & Tactical Accomplishments:

● Led complex, high-stakes investigations (including harassment, discrimination, and other employee relations grievances) with impartial findings and defensible case files.

● Standardized coaching/discipline templates; trained managers in inclusive leadership, de-escalation, active listening, and documentation quality.

● Implemented attendance reliability tools, manager check-in cadences, and Day-1 onboarding fixes for timekeeping adoption; partnered with Payroll on exception handling to ensure equitable outcomes.

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Onduline North America Interim HR Director (ER Consultant) 2023 Strategic Impact: Steered employee relations during mass layoffs, embedding inclusive communication strategies to preserve morale, prevent legal claims, and achieve a 90% reemployment rate for displaced staff within three months.

● Crisis Leadership: Directed ER during mass layoffs, ensuring equitable treatment of staff and proactive coordination with labor partners.

● Change Stabilization: Realigned roles and communication channels, retaining critical talent and restoring morale through transparent, DEI-aligned communications.

Operational & Tactical Accomplishments:

● Delivered outplacement to 55+ employees with 90% landing in roles within 3 months; established knowledge transfer for retained teams.

● Standardized investigation protocols and documentation to withstand legal review, while ensuring fairness and inclusivity.

Iron Triangle Defense Primary HR Advisor (ER Lead) 2015 – 2023 Strategic Impact: Administered recruitment, onboarding, performance, training, and offboarding end-to-end, embedding DEI values into all workforce practices.

● Growth Enabler: Built HR from the ground up to support 60% workforce growth in 3 years; implemented lifecycle processes and governance with fairness in employee relations.

● Manager Capability: Introduced structured ER and DEI training, improving case quality and resolution time; embedded proactive ER framework to reduce repeat issues and strengthen grievance handling.

● Data Driven ER: Implemented AI-assisted dashboarding to forecast workforce trends, attrition risks, and employee relations challenges, enabling proactive retention strategies.

Operational & Tactical Accomplishments:

● Standardized case handling and documentation; reduced cycle times and recurrence by analyzing grievance trends by manager/department/region. 4

● Administered full employee lifecycle with an emphasis on inclusivity and equitable outcomes.

Universal Dynamics (UNA-DYN – Piovan Group) Director of HR – North America 2007 – 2015

Strategic Impact: Administered recruitment, onboarding, performance, training, compensation/benefits, and offboarding across the U.S., Mexico, and Canada, embedding DEI principles into HR operations.

● Cross Border Compliance & ER Strategy: Led employee compliance across U.S./MX/CA, ensuring 100% compliance with labor laws and collective bargaining agreements. Proactively integrated labor relations frameworks that cut reactive cases and improved resolution speed by 50%.

● Change Leadership: Navigated mass-layoff scenarios while retaining 95% of critical talent; sustained morale through equitable, transparent communication and structured redeployment.

Operational & Tactical Accomplishments:

● Trained managers in conflict resolution, de-escalation, and inclusive leadership skills; improved first-line resolution.

● Built a performance framework emphasizing continuous coaching, fairness, and equity; reduced disputes through early intervention and strengthened union-management relations.

Key Accomplishment Highlights:

● Culture, Engagement & Union Partnerships: Eliminated unfair labor practice complaints by embedding proactive engagement programs and strengthening union-management collaboration.

● Training & Leadership Development & Inclusive Practices: Designed and delivered DEI and labor relations training for managers and union stewards, improving grievance resolution times and fostering equitable leadership practices.

● Technology Integration for Equity & Efficiency: Implemented HR systems to track grievances, arbitration outcomes, and DEI progress, reducing administrative time 5

and increasing transparency.

● Benefits Administration: Overhauled benefits programs with a focus on fairness and accessibility, ensuring equitable coverage across a diverse, multi-country workforce.

● Performance Management: Built and administered performance frameworks that emphasized accountability, continuous coaching, and inclusivity, reducing disputes and improving employee retention.

● Data-Driven Analytics & Equity Reporting: Developed dashboards and reporting systems to track grievance trends, arbitration success rates, and DEI outcomes, enabling data-driven labor relations strategies and risk mitigation. TECHNOLOGY

Insperity HRIS & Time/Attendance • ADP Workforce Now • Google Workspace • Microsoft 365 • Paylocity • UKG Unified Platform • Workday

EDUCATION & CREDENTIALS - COMPLETED

Psychology & Public Relations Howard University

Generative AI for Human Resources (HR) Coursera

Graduate Certificate in Human Capital and HR Management George Mason University EDUCATION & CREDENTIALS - IN PROGRESS

Federal EEO Investigator Certification Preempt

Conflict Analysis and Resolution Graduate Certificate George Mason University 6

DIRECTLY-RELATED TRAINING

SHRM Certification Training - LinkedIn Learning

Introduction to Employee Relations

Cultivating Cultural Competence and Inclusion

Inclusion and Equity for Workers with Disabilities The Data Analytics of Diversity, Inclusion, and Well-being Foundations of Diversity, Equity, Inclusion, and Belonging Rolling Out a Diversity and Inclusion Training Program in Your Company Developing Emotional Intelligence to Further Diversity, Equity, and Inclusion Driving Organizational Accountability for Diversity, Equity, Inclusion and Belonging Human Capital and HR Management - George Mason University Total rewards

Protected classes

Talent development

Workforce planning

Employee engagement

Coaching and feedback

Exempt and nonexempt

Strategic planning process

Performance management

Orientation & Onboarding

Different forms of diversity

Gaining engagement feedback

Methods for managing conflict

Unlawful employment practices

Thinking strategically within HR

People analytics project framework

Workplace Culture-building Process

Strong conflict management cultures

Discrimination avoidance & practices

History - U.S. federal employment laws

Americans with Disabilities Act (1990)

Culture, Diversity, Equity, and Inclusion

REFERENCES

Bill Goldfarb President Universal Dynamics, Inc. 703-***-**** ****.********@******.***

Bill Collis Aftersales & Technical Services Manager Universal Dynamics, Inc. 703-***-**** ****.******@******.***

Stephen Perry President-Owner Iron Triangle Defense 301-***-**** *******.*****@****-***.***

John Fleischer Former Vice President Of Sales Universal Dynamics, Inc. Current Agency Owner at Q2S Machinery & Systems - 540-***-**** ***********@*******.*** 7

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