Human Resources & Labor Relations Leadership Candidate
Resume:
Susan Finnell
Wells, Maine *****
*************@*****.***
Areas of Expertise and Qualifications:
Ethics Investigations and Resolutions
Legal Compliance
Labor Relations Specialist
Contract Negotiations
Multi State/Muti Facility
Supply Chain/Logistics
Acquisitions, Mergers
Succession Planning
Strategic Staffing Assessments
Budget Planning
Employee Relations
Retailing/Merchandising
HRIS/Compensation
Employee Assessments
Change Management
Diversity
Strategic Business Partnering
Immigration
Multi-Level Talent Recruitment
Expertise with Culturally Diverse Workforces
Education:
Stephens College, Columbia, Missouri
Bachelor of Science
Cornell University, Ithaca, NY
Masters Hours Industrial/Labor Relations, MILR
Certifications:
State of Maine Certified – Personnel Investigator, Augusta, ME DOC
Society of Human Resources Professionals, SPHR
Institute for Applied Management and Law Certificate in HR and Law/Labor Relations IAML
International Association of Professional Investigative Interviewers
Certificate Association of Workplace Investigators
Managing in Maine State Corrections, Augusta, ME DOC
Maine Teaching Certification- K-6
Professional Experience:
State of Maine, Department of Corrections, Long Creek Youth Development Center, South Portland
Human Resources Manager
2019 –2025
AFSCME, MSEA, MSLEA: Manage relationships with labor unions, addressing grievances, negotiations, and collective bargaining.
Acknowledged as the “Most Valued Team Member 2022” by the Department of Corrections.
Foster positive interactions between management and employees, resolving conflicts effectively.
Develop recruitment strategies, conduct interviews, and hire qualified candidates.
Implement initiatives to retain top talent, including career development and employee engagement programs.
Investigate workplace incidents, misconduct, and policy violations.
Ensure adherence to labor laws, regulations, and company policies.
Design and deliver training programs for staff, covering topics such as diversity, safety, and leadership.
Support employee growth through workshops, seminars, and skill-building sessions.
Utilize investigative skills to address workplace issues, ensuring fairness and due process.
Conduct thorough inquiries into complaints or incidents.
Foster a positive work culture through awards and appreciation.
Work closely with department heads, executives, and legal counsel.
Communicate HR policies and updates effectively.
Demonstrated exceptional commitment and impact within the organization.
Wal-Mart Corporation
Regional Market Human Resources Director
2013 – 2018
Massachusetts, Vermont, New York, Maine, New Hampshire Responsible for 20 stores, 2 Complex. 3500 Associates supported, Approx 900 mil Total Market Sales.
Supported 20 Human Resources Managers and numerous Training and Recruiting Specialists
Rapidly assess and address emergency situations, providing immediate assistance.
Administer first aid, CPR, and other life-saving interventions.
Coordinate emergency scenes, ensuring safety and efficient response.
Effectively communicate with other responders and agencies.
Develop comprehensive training programs for various levels (new hires, ongoing development, leadership).
Conduct engaging training sessions, workshops, and e-learning modules.
Create training materials, manuals, and visual aids.
Evaluate learner progress and provide constructive feedback.
Engage in collective bargaining, addressing labor-related issues.
Investigate alleged ethical violations, ensuring fairness and due process.
Mediate disputes between employees or management.
Ensure adherence to labor laws, regulations, and company policies.
The Golub Corporation, DBA Price Chopper Stores, Brattleboro, VT
Human Resources Liaison to Operations and Field Locations
2010 – 2013
Supervises the Regional Talent Management Specialists. Union Avoidance Champion for VT, CT, MA, NY.
Ensures that priority training is delivered to teammates who have been hired or promoted to fill specific talent gaps identified by the company's annual Workforce Plan.
To ensure succession to key positions identified by the annual Operations Succession Plan.
Manages the bench for the region by ensuring proper utilization through process of Talent Assessments and Management Development Reviews.
Involvement with performance management situations with high-potential trainees.
Funnels information to corporate level to determine overall "health" and subsequent strategies to improve the talent pipeline.
Other Professional Experience:
C& S Wholesale Distributors, Brattleboro, VT, Director, Labor/Human Resources Comprehensive, Human Resource/Labor Relations Management, 2002 – 2010
Federated Department Stores, Regional Director HR, Labor Relations, 1992-2002
Zale Corporation, Dallas, TX, General Manager Flagship Store /Regional Manager of 16 Stores/Buyer, Human Resources, Coordinator, Merchandising, 1980-1992
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