Human Resources Manager

BARBARA McHENRY

*** ******** *****, ******, ** **203

318-***-****(h) *********@*****.*** 318-***-**** (alt.) office 337-***-****

Professional Career

Northrop Grumman Corporation-Technical Services

Human Resources Manager- 07/2010 – 01/2012

• Performing Staffing and Employee Relations responsibilities. Staff Planning, Recruiting and Retention.

• Counseling/consulting on employee performance and other employee relations issues.

• Providing guidance to managers and interpretation and administration of Company policies and procedures.

• Assisting employees with general questions relating to HR policies/procedures.

• Addresses Facility needs for Training and organizational development (T &OD).

CMC/Commercial Metals Company-Manufacturer and marketer of steel products. In multi sites, responsible for deploying CMC Americas HR management practices and policies that support the strategies and HR requirements of the business while being the initial business partner contact for employee relations issues.

Human Resources Manager-Plant 2009 - 2010

• Developing and executing Facility Human Resources Strategic Plan. Developed achievable HR metrics

• Conducted an in-depth analysis of the problem by performing a Needs Assessment using Organizational/Task/Person Analysis. Responsible for T&D of the GM’s Staff.

• Developed and conducted training session on the Performance Management Systems (Hourly/Salaried)

• To date, wrote positions papers for three EEOC discrimination cases.

• Participated in three RIF’s/Reduction in Force of over 300 employees-over $700,000.

• Provided recommendations to the organization by the use of a designed training program.

• KRONOS, SAP HRIS Knowledgeable.

Wal-Mart Stores- Responsible for strategic HR and people planning, building management employee capabilities, progressive discipline, facility change agent, engagement and building effective relationships with associates/customers to increase the division’s revenue by 30%. Supported multi sites in Louisiana and Mississippi, indirectly supervised a staff of 16 with a population of 5,000.

Division Human Resources Manager 2006 - 2008

• Improved the union avoidance program resulting in deflection of 2 organization attempts within first 6 months of completing training, also trained all management on the EFCA/Employee Free Choice Act.

• Led and facilitated change through the Market-wide Culture and Diversity initiatives including survey and employee engagement programs aligned with business objectives. Worked to improve facility’s Associate Engagement results.

• Managed the MTD/Management Training and Development Program of 20 employees per 12 weeks. Increased management succession capability and contributed to the Diversity initiative by 25% each session.

• Expanded internal training initiative to contain supervisor/leadership programs including conflict management and performance evaluations.

• Developed a Mentor/Mentee and an IDP Program, coached and counseled management team.

Time Warner Cable- one of the largest cable operations under one management team in the United States. Initiated people planning, conducted interview and management trainings to ensure compliance with government regulations. Supervised a staff of 3 and managed all aspects HR, including policy administration, employee relations and training. Supported multi-site change aligned to a strategic business partnership.

Senior Human Resource Manager 2005 - 2005

• Advised multi-site locations, management on organizational and business issues, including needs assessment, diagnosis, transition planning, and problem solving.

• Researched assets information and prepared the TWC presentation in the due diligence for Comcast, the potential acquirer.

• Developed in-house technician training program resulting in $200,000 cost savings in the Mississippi/Louisiana Region and achieved voluntary 0% turnover rate.

• Attained 98% win rate in UE claims.

• Appointed to parent company's Leadership Council; devised strategic and tactical business improvement initiatives.

SHAW INDUSTRIES, INC Textiles/Rugs Division, subsidiary of Berkshire Hathaway. A strategic business partner developed and implemented policies and procedures and ensured compliance with Regional/Global Human Resources strategies. Advised and partnered with the plant leadership team, both on the leadership/employee and the business sides. Proactive in each part of the HR process to include, but not limited to, hiring, training, compensation and benefits, and promotions and safety/health.

Plant- Human Resource Manager 2001 – 2005

• Instituted Six Sigma /LEAN methodologies and CIP in project assignment and added $400, 000 to the annual bottom line and reduced turnover from 12-6%. A result was also a new employee orientation process and individualized training, resulting in 95% management satisfaction record. Resulted in enhanced HR Metrics and Processes.

• Coaching/counseling and follow -up feedback to the leadership team on 360 degree tool.

• Created a recruiting/orientation process that reduced vacancy turnaround time from an average of 45 days to 20 days.

• Insured annual compensations assessments performed, for first-time and for hourly employees. Developed hourly performance management tool. ( Program that is still being utilized)

• Interacted with employees, site union representatives and management; develop recommendations; designed agreements; Prepared documentation for evidence and mediated in various hearings.

• Reduced previous years Worker’s Compensation cost by 30%.

• Led operations for division and managed existing Personnel Department into a streamlined Human Resource department with bottom-line accountability.

RAYTHEON AEROSPACE/ Raytheon Led People Planning, ER, and Training functions and managed Department’s budgets. Population of 600, exempt/non-exempt employees.

Manager, Training/Organizational Development 1991 - 2000

• Spearheaded succession planning initiative, resulting in projected reduction in hiring expenses by 30% over 3 years.

• Collaborated with Senior Management in 6 month process of evaluating over 500 job classifications in order to determine workforce reductions/facility closing process.

• Designed and developed T&D plans which increased employee flexibility and productivity, allowing for the operation to function with 10% fewer employees. Employees were securing new skills, both internally and at local university for future contracts.

• Developed basic training materials and coordinated efforts of outside consultants and vendors. Trained 100 facilitators and 300+ employee teams in quality and problem-solving processes and in Assessing Performance Management.

• Consulted with product groups and other clients to determine training needs, ROI’s. Performed needs analysis and established program objectives. Recommended training solutions.

Manager, Staffing/Employee Relations and EEO

• Reduced professional staffing costs by 10%, saving $400,000 through local/state university recruiting.

• Recruited for and staffed difficult to fill positions in an extremely competitive recruiting environment. Reduced turnover by 15%; managed cost per hire to below 30% for exempt hires.

• Communicated Affirmative Action/EEO policies and procedures to include: profile, climate, goal-setting, problem identification and staff planning.

• Oversaw OFCCP compliance audits and built rapport and proactive responses, obtained higher ratings and prevented fines and rework. Investigated/mediated disciplinary actions taken by supervisors against employees. Conducted grievance hearings and reduced EEO charges and employee grievances by 50% over prior year. Addressed and reduced harassment and other complaints. (Company coming back after a class action suit.)

Education and Certifications

• M.S., Education Administration, University of Dayton, Dayton, Ohio

• M.S., Public Administration/Human Resources Management–Texas Southern University, Houston, TX

• B.A., English Education, Grambling State University, Grambling, Louisiana

• Certified, Six Sigma USA, Six Sigma Green Belt /Shaw Industries, Inc.

• Knowledgeable of LEAN Manufacturing Processes.

• Certified- Professional in Learning and Performance Management, University of Houston, Texas

• 360 Profiler/Consultant-The Center for Creative Leadership, Greensboro, NC

Barbara McHenry

I have worked with union during my employment with Houston Light and Power, Shaw Industries, Raytheon Aerospace and most recently with Commercial Metals.

I have:

• Presented management's position in contract negotiations, grievance arbitrations, and unfair labor practice hearings.

• Drafted/edited contract handbooks and proposals.

• Participated in meetings between labor and management to discuss and attempt to resolve issues of mutual concern.

• Maintained records, prepared reports and composed correspondence relative to the work issues/investigations.

• Prepared wage and salary surveys.

• Compiled information and statistics on the economic proposals of both labor and management.

• Conducted training programs in Labor Relations/Employee Free Choice Training and served as a resource for management.

• Participated in NLRB inception/election

• The ability to maintain effective relationships with labor organizations, employees, and the public.

• The ability to communicate effectively, both verbally and in writing.

Professional Excellence Summary

• Have been working in the labor relations field as well human resources field for more than 15 years.

• Have stellar communication skills.

• Have the capacity to acquire instant as well as long term goals and equipped deadlines during the working periods.

Additional Professional Background

• Provide proper investigation for corrective measures to be taken by the supervisor adjacent to the employees.

• Provide recommendations to the administrative staffs regarding collective bargaining contracts, supplemental contracts and personal policies with grievance policies.

• Provide necessary documents and reports including the proper analysis. Take necessary actions to gather and assemble the data with proper evaluation measures.

• Provide essential research works for determining the adequate adherence regarding labor contracts terms and conditions.

• Initiated several accusation hearings.

• Ability to make and maintain effective relationships with labor organizations, union representatives, employees, the public, supportive staffs, and administrators.

• Ability to analyze contract proposals.

• Ability to interpret laws, rules, regulations, and contractual provisions.

Knowledgeable of:

the laws, regulations, and procedures of collective bargaining, the procedures of dispute resolution, personnel rules and practices, the techniques of contract negotiation the design and utilization of salary surveys and techniques of data collection and interpretation.

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