Hands-on HR professional with more than 10 years progressively responsible human resource generalist and management experience in both union and non-union shops.Well rounded HR Generalist, with special emphasis on employee safety and employee benefits.Proven track record of successful support to professional, call center, manufacturing, printing / publishing, transportation and sales environments.Experience and expertise include:

HR Management/Generalist

  • Employee Relations
  • Performance management
  • Policy development and implementation
  • Front line supervisor coaching
  • Labor relations and CBA interpretation and administration
  • Employment law and regulatory compliance
  • Harassment investigations
  • Reductions in force
  • Recruiting
  • Training
  • Project Management
  • HRIS / Payroll

Employee Benefits

  • Health and welfare benefits
  • Retirement benefits
  • Time-off programs
  • Wellness Programs

Employee Health and Safety

  • Workers’ compensation
  • Safety training
  • Safety committees
  • OSHA and DOT audits
  • Security Management

Work History

Work History
2006 - 2008

Human Resources Manager

Eniva Corporation

Key Responsibilities:Recruitment and Selection; Coaching, Counseling, Discipline and Termination; Employee Communications; Training, Development and Performance Management; Benefits, Compensation and Payroll; Employee Safety and Health; Employee Relations, Policy Development and Implementation, Performance Evaluation Management, Work-Comp, COBRA, FMLA, Job Analysis, Job Descriptions, Standard Operating Procedures

·Designed, implemented and administered an employee handbook in first year on assignment.Implementation included policy enforcement training for supervisors, resulting in fair and equitable treatment throughout the organization.

·Organization was overstaffed and inappropriately staffed.Performed three formal reductions in force (RIFs), numerous progressive discipline situations, reassignment of duties and improved recruiting techniques, resulting in a strong core employee group.

·Employee base had grown, exceeding the limitation of 100 eligible employees for a S.I.M.P.L.E. IRA.Performed the RFP process, selected 401(k) Plan vendor, chose diverse investment options, developed plan document, initiated training and conducted open enrollment, including voluntary rollovers from previous retirement plan.

·Implemented Employee Right-to-Know program, First Aid / CPR training sessions, cGMP training, forklift training and driver’s safety programs, allowing for compliance with OSHA, DOT and FDA requirements.

·Received OSHA random audit.Accompanied investigator through site visit and participated in closing conference.Received six citations, which were appealed, resulting in reduction of fines from $5,200 to $1,800.

·Developed, implemented, trained and managed new annual performance evaluation program in first three months on assignment.

·Implemented processes to manage FMLA, COBRA and workers’ compensation claims.

·Developed formal protocol for job description documentation, completed documentation in the distribution division, and provided employer with tools necessary to complete the project throughout the company.

·Completed documentation of Standard Operating Procedures (SOPs) in the Distribution Division as requested by the Quality Control Director for the company.

2005 - 2006

HR Consultant / Owner

RLM & Associates

Key Responsibilities:Policy and Procedure Development, Vendor Management, Project Management

Client: Major Management

·Designed a Human Resources Procedures Manual that included hiring procedures, recognition, discipline and termination.

Client: Knight Ridder

·Disability vendor was not meeting service expectations. Established prioritized issues log, developed escalation procedures and communication protocol and developed contact lists.Closed 80% of unresolved issues in the first six weeks and reduced issues escalated to corporate HR by 75% during the 9-month assignment.

·Tasked to assist sister company following Katrina.In a 9-day stay, completed 250 employee needs assessments and acquired short and long-term housing for employees, reducing on-site campers from 22 units to 4 units.Brought in on-site, no cost counselors and insurance professionals to assist employees with their needs.

2004 - 2005

Senior Human Resources Generalist

St. Paul Pioneer Press

Key Responsibilities:Employee Relations, Contract Interpretation, Investigations, Training, Employee Health and Safety, Benefits, Payroll, Policy Development, Project Management

·Researched, developed and implemented Drug and Alcohol policy following ratification of language in five collective bargaining agreements. Utilized abuse statistics, impact on the workplace, recognition training and procedures for managers and employees over a three-month period. Executed procedures three times in two months following implementation.

·Threat of strike by a union with an expired contract exposed an outdated HR Business Continuation Plan.Conducted complete audit and revision of plan.Initiated the plan with vendors and managers on call until the contract was accepted 2 hours before the strike deadline.

2000 - 2004

Manager of Employee Welfare / Environmental, Health and Safety Manager

St. Paul Pioneer Press

Key Responsibilities:Management of Environmental, Health and Safety Programs; Workers’ Compensation, Security; Supervision of Benefits and Payroll Staff

·Identified trends in increased musculoskeletal injuries following installation of new equipment.Researched and selected a customized behavior-based safety training program.Presented to management, employees and union officials to gain buy-in.Implemented the program (in three languages), which resulted in a 40 percent reduction in work injuries and related costs over a 3-year period.

·Following 9/11, needed to increase building security while reducing security costs due to slowing economy.Conducted review of best practices and employee feedback, installed new security doors and access card system, and eliminated the need for a security guard during the day.The project had a 6-month ROI and future annual savings of over $50,000.

·Received one week notice of DOT CDL driver audit, following citation of an employee for DWI.Reviewed DOT driver files, obtained missing information and passed the audit with no citations.

1995 - 2000

Benefits / HR Systems Manager; Benefits Coordinator

St. Paul Pioneer Press

Key Responsibilities:Management of Employee Health and Welfare and Retirement Benefits; HRIS Management

·Managers were asking too many questions about standardized HR related information.Over six months, designed an Intranet site for managers that included all HR policies, procedures, and forms.The site allowed managers to easily access up-to-date information necessary to do their job from an HR standpoint.




Century Community and Technical College

Associate in Arts

Century Community College

Bachelor of Science

In Process

In process.  Expected completion December 2010.


Jun 2009

SPHR - Senior Professional Human Resources