Human Resources Manager

Shannon M Ulrich, SPHR

**** **** ****** ****: 630-***-****

Sugar Grove, IL 60554 Cell: 865-***-****

QUALIFICATIONS

Senior Human Resources professional with 18 years of experience and offering a proven background in Process development and stabilization, LEAN Office and implementing Working Cells (self-direct workforce). I have spent the last 6 years of my career developing and implementing HR Processes that support the organizations strategic plan and promote an environment of empowered employees and operational excellence.

EMPLOYMENT HISTORY

August 2011 to Present, AGCO Corporation, Batavia, IL Manager, HR Operations, North America

Utilized LEAN Office principles and methodology to define, standardize and implement HR Processes for the North America Region insuring alignment with all regions globally, the Company model for HR and the Strategic Map for the organization.

• Visited all locations within the region to develop a baseline of their current processes. Identified areas of opportunity for standardization and centralization.

• Mapped the processes in the current state, future state and ideal state. Identifying waste in the process, manual transactions, opportunities for cost reduction and under-utilization of people. Developed RACI’s for identified opportunities to drive accountability for the completion of the actions identified.

• Metrics and reporting guidelines were established from the baseline assessments to drive continuous improvement.

• Launched Audit procedures to establish standardization and the ability to identify gaps for future improvements.

• Formed a team of 3 to conduct the tasks that were identified in the site visits that were repetitive, value-added and could be centralized, this allowed the HR Departments in the locations to work on more Strategic objectives.

• Followed the HR Business model for – HR Business Partner, Centers of Expertise and HR Operations.

• Key driver of Change Management through the transition of the new model.

• Managed relationships with outsourced vendors.

February 2008 to July 2011, Gerdau Ameristeel, Knoxville, TN Human Resources Manager

Rebar manufacturing facility, part of a network of 43,000 employees in 15 countries, direct responsibility for over 300 non-union employees and 44 full-time on-site contractors.

• Direct responsibility for 9 HR processes: Employee and Labor Relations, Employee Communications, Performance Management, Recruitment and Selection, Career and Succession, Training and Development, Personnel Planning, Compensation and Benefits and Organizational Culture. Utilized Gerdau Business System methodology to ensure process stabilization and consistency.

• Part of the core implementation team made up of Human Resources and Management Systems to develop and implement Working Cells (self-directed workforce). The Knoxville Mill was the pilot for all of Gerdau locations. Assisted in writing a “play book” so the implementation can be duplicated throughout all Gerdau locations. Act as the subject matter expert to other Gerdau locations throughout the different stages of their implementation.

• Successful SAP implementation in HR

• Responsible for HR and Mill level KPI’s i.e. Personnel Cost, Production, Turnover

• Expense Matrix Management (EMM) Account Specialist for overtime

• Annual Action Planning and departmental budgeting.

• Verse in Kaizen, 5S and Six Sigma methodology

September 2006 to February 2008, Gerdau Ameristeel, Beaumont,TX HR Representative

Wire rod manufacturing facility. Assisted in the responsibility for over 350 union employees and 80 on-site, full-time contractors.

• Recruit, screen, interview and reference check prospective employees

• Administer employee benefit programs

• Counsel supervisory personnel in EEO matters, employee discipline, and resolution of employee grievances

• Coordinate fundraising campaigns and other community activities

• Chair the JDCC Committee and the Communications Committee

• Participate in the development and execution of the department and the Mills Annual Action Plan

• Salary Forecasting and Budgeting

• Beaumont quarterly newsletter

• Ethics investigations

• Maintain Job Bid postings and awards

• Ensure uniform interpretation of the Collective Bargaining Agreement, Gerdau Ameristeel Policy and Procedures, Federal, State and Local employment laws

Shannon M. Ulrich, SPHR Page 2 Cell: 865-***-****

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November 2004 to August 2006, Leonhardt Plating Company Human Resource Manager (contract position)

Contracted to bring “in house” all out-sourced Human Resource functions including Payroll, Benefit Administration, Staffing, Worker’s Compensation and Safety to create the company’s first Human Resource Department. Achieved success by:

• Gaining a thorough knowledge of the companies plans and goals for growth

• Cost analysis – what services made sense logistically to remain outsourced and what offered significant savings to bring in house.

• Wrote and implemented policies and procedures for hiring, continued employment and the Safety program.

• Trained successor in all aspects of the department including but not limited to, Affirmative Action, proper documentation, state and federal labor laws, Employee Relations, OSHA, Payroll, Benefit Administration, new hire and annual training Worker’s Compensation and Safety.

January 1993 to November 2004, Turnbull Concrete, Inc.

1997 – 2004 Director of Human Resources

• Handled grievances, arbitrations, contract negotiations and discipline hearings with the Union

• Wrote several OSHA compliant safety procedures for the Company’s Safety Program

• Liaison between injured worker, MCO, TPA and BWC

• Employee Relations

• Implemented the Company’s first Transitional Work Program

• Accountable for a department of 4 employees

• Reported directly to the President and counseled him on key employment issues

• Responsible for the forecasting of all department budgets and salaries

1994 – 1997 Personnel Manager

• Kept current and compliant with State and Federal law all Driver Safety files, Driver Qualification files, and Personnel files

• OSHA 200, 300, and 301 Logs

• Tracked Affirmative Action

• Initiated and tracked FMLA

• Wrote the Company’s Employee Handbook

• OSHA monthly plant inspection reports

• SERC for Ohio plants and Emergency “Right to Know” for Kentucky plants

• Maintained plant EPA files

• Represented the Company at Unemployment hearings

• Tracked attendance and applied appropriate discipline

• Pre-employment, DOT, Random, Post Accident and Reasonable Suspicion drug screens

1993 – 1994 Recruiter

• Used innovative recruiting tactics to hire qualified candidates for 10 plant locations and the Corporate Office

• Responsible for New Hire orientation and paperwork process

• Initiated employee annual reviews

• Wrote the Company’s monthly newsletter

EDUCATION

Bachelor of Arts, English, Miami University, Oxford, Ohio 1993

SHPR through HR Certification Institute (HRCI) valid through 10/12

ADDITIONAL SKILLS

LEAN Office Principles and Methodology, 30-Hour OSHA certified, CPR and AED certified, Proficient with all Microsoft applications, SAP, Ceridian HR and Ceridian Recruiting and SuccessFactors

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