Experience

Universal Steel America

• United States
• Mining
• 1 - 100 Employee

• Human Resources Manager

  • May 2022 - Jun 2023

  Houston, Texas, United States As the Human Resources Manager, I oversaw the human resources department for the US division and multiple sites from the parent company in Germany. My role was pivotal in creating and directing HR initiatives, handling HR operations and generalist tasks, and redesigning the human resources department for the US division. • Reduced annual employee turnover rate from 60% to below 7% which resulted in reducing overhead costs and increased production rates and increased company profits. •… Show more As the Human Resources Manager, I oversaw the human resources department for the US division and multiple sites from the parent company in Germany. My role was pivotal in creating and directing HR initiatives, handling HR operations and generalist tasks, and redesigning the human resources department for the US division. • Reduced annual employee turnover rate from 60% to below 7% which resulted in reducing overhead costs and increased production rates and increased company profits. • Analyzed and designed employee development and succession programs, job specific training programs, and enhanced health and safety programs; first 100% completion of annual training, 38% increase on production rate, and cut workplace injuries by 80% from 74 to 11. • Led HR department in handling pending Equal Employment Opportunity Council (EEOC) charges, Department of Labor (DOL) audits, and Immigration and Customs audits to avoid $10 million in federal fines from previous HR team. • Created and implemented new HR and training Standard Operating Procedures (SOP) with structured guidelines for all US locations. Due to SOP success, parent company adopted SOP's to help 50 underperforming international sites. • Improved employee relations with employees through training over policies and procedures, product training, and use company data to identify workforce trends that could impact employee morale and low production rates. • Pioneered employee programs for better employee benefits and incentives, positive employee experiences, better safety protocols, job specific training, and employee/leadership development. • Structured compensation and benefits according to market conditions, budget demands, and competition. Show less



Appleton Greene & Co

• Cayman Islands
• E-Learning Providers
• 1 - 100 Employee

• Human Resources Consultant, HR Business Partner

  • Nov 2013 - May 2022

  Houston, TX • Created change management approaches for individuals, teams, and organizations to improve communication, marketing, and understanding leadership dynamics for audiences. • Introduced HR growth plans and HR operations strategies to identify current and future HR needs for organization success. Plan included creating an employer brand, retention strategy, absence management strategy, flexibility strategy, talent management, recruitment, and candidate selection strategies. • Developed… Show more • Created change management approaches for individuals, teams, and organizations to improve communication, marketing, and understanding leadership dynamics for audiences. • Introduced HR growth plans and HR operations strategies to identify current and future HR needs for organization success. Plan included creating an employer brand, retention strategy, absence management strategy, flexibility strategy, talent management, recruitment, and candidate selection strategies. • Developed induction management programs to welcome new employees and prepare them for their role with health and safety training, understanding the working environment, setting-up the employee within the organization, covering and understanding any legal and compliance requirements, and introducing the into their work sections through step by step job specific training with a mentor. • Observe and offer guidance on training and development program buildups, adopting learning management system platforms, how to facilitate training effectively to teams, explaining where and why to document items for employee files, and using employee data for employee succession during employee reviews and promotions. • Identify and understand employee turnover and risk-generating patterns from researching and logging employee data from employee characteristics, Equal Employment Opportunity (EEO) and Affirmative Action (AA) information, reasons for termination, and other skewed data. • Enhanced employee relations by developing motivational and engagement programs. • Partnered with leaders on HR and business functions using a consultative approach to proactively identify and address issues and concerns, develop innovative employee engagement programs for retention, develop performance management plans to manage behaviors and results, and discuss improvements to policies and procedures to consistently remain in compliance with federal and state regulations. Show less



i.e.Smart Systems, LLC

• United States
• Telecommunications
• 1 - 100 Employee

• Human Resources Director

  • Nov 2018 - Oct 2021

  Houston, Texas, United States As the Human Resources Director, I oversaw all HR initiatives and HR operations for the company and its subcontractors. I was the department decision maker for developing the HR department and all HR programs designed, creating operational strategies, developing corporate plans and strategies for compensation and benefits, and devising and implementing policies and programs that fostered a positive work environment. • Cut down employee annual turnover rate from 40% (48-60 employees) to… Show more As the Human Resources Director, I oversaw all HR initiatives and HR operations for the company and its subcontractors. I was the department decision maker for developing the HR department and all HR programs designed, creating operational strategies, developing corporate plans and strategies for compensation and benefits, and devising and implementing policies and programs that fostered a positive work environment. • Cut down employee annual turnover rate from 40% (48-60 employees) to 1-2% through employee programs, incentives, pay restructure, and better benefits structure. • Identified training needs and developed training initiatives that brought the company up from only having 2 industry certified field employees to 100% of field employees (106) certified to bring company into compliance with vendors and federal agencies. • Reduced over-hiring of employees per project, excessive overtime of 15-20 hours per employee, and increased employee performance from 73% to 94%. • Company had most successful years from 2019 thru mid 2021 with help from HR department by revitalizing and rebuilding old operating procedures and policies, developing recruiting strategies to find better qualified candidates, creating department specific training programs to focus on industry standards and product knowledge, and developing various employee programs for employee retention and attract potential candidates. • Collaborate with C-Level leadership to design department budgets and design a Authorization Matrix for costs that would be over department budget. • Conducted investigations (health and safety/workers comp, discrimination, harassment, retaliation, and ethics) and researching employee complaints to avoid Affirmative Action and EEOC actions promote an equitable workplace. • From beginning and during COVID pandemic, implemented contingency plans to move monies and resources around to avoid layoffs which could take away skilled labor positions and have them go to competitors. Show less



TopHAT Logistical Solutions

• United States
• Freight and Package Transportation
• 1 - 100 Employee

• Human Resources Manager

  • May 2017 - Nov 2018

  Houston, Texas, United States • Supervised the Human Resources department and HR operations for 9 multi-state facilities of 35 office personnel and 250 field employees and facilitating approvals in the decision-making process, developing teams and establishing leadership, creating job specific training on products and services, developing Key Performance Indicators (KPI) for employee pay structures and for employee succession, and managing and negotiating partner contracts. • Developed specialized employee training… Show more • Supervised the Human Resources department and HR operations for 9 multi-state facilities of 35 office personnel and 250 field employees and facilitating approvals in the decision-making process, developing teams and establishing leadership, creating job specific training on products and services, developing Key Performance Indicators (KPI) for employee pay structures and for employee succession, and managing and negotiating partner contracts. • Developed specialized employee training programs, facility specific procedures and policies, and other HR processes that were adopted and used companywide after all 9 facilities ranked top 9 within the company. • Identifying employee and training trends for planning and developing site workflows to provide specific protocols and chain of command for staff reporting and issues. • Planned and led all employee processes to include onboarding, performance management, career advancement, disciplinary actions, succession planning, career development, employee turnover, and various other employee relations items. Show less



SeatonCorp

• Human Resources Operations Manager

  • Jun 2013 - Nov 2013

  Houston, TX • Direct supervisor for 22 direct reports and over 2000+ essential operations employees across 5 different facilities across US. • Improved facility revenue from 30% to 85% which went beyond 70% revenue projections and expectations. Attributed to bringing back former clients, selling warehouse space, cutting wasteful spending, and restructuring departments and staff. • Dropped monthly attrition rate from 30-35% (550-730 employees) to less than 3%. • Budgeted facility costs by 40% by… Show more • Direct supervisor for 22 direct reports and over 2000+ essential operations employees across 5 different facilities across US. • Improved facility revenue from 30% to 85% which went beyond 70% revenue projections and expectations. Attributed to bringing back former clients, selling warehouse space, cutting wasteful spending, and restructuring departments and staff. • Dropped monthly attrition rate from 30-35% (550-730 employees) to less than 3%. • Budgeted facility costs by 40% by reducing staff positions that were over-hired for, unneeded overtime pay, proper training of programs and tools, replacing old and broken equipment with new equipment that was more efficient and cut down on production downtime, and consolidated benefits while removing unused benefits. • Developed facility Human Resource Standard Operating procedures and a hierarchy structure to streamline communication and workplace efficiency within facilities and when preparing for workforce growth. • Formulated and produced high level training programs to provide cross-training to all employees which helped avoid over-hiring, paying unnecessary overtime due to improper schedule planning, and taught leadership and department personnel how to extend work coverage during busy periods. Show less



United States Postal Service

• United States
• Government Administration
• 700 & Above Employee

• Regional Office HR Generalist

  • Feb 2010 - May 2013

  Houston, Texas, United States • Managed HR administration and processes for assigned regional USPS office (1 of 67 regions). • Assisted with recruiting, contract renewals, federal document maintenance, workplace and union investigations, training documentation maintenance, annual employee reviews, and advising on policy and procedures to offices within each district. • Developed partnership with National Association of Letter Carriers labor union leadership to design their new Collective Bargaining Agreement(s) (CBA)… Show more • Managed HR administration and processes for assigned regional USPS office (1 of 67 regions). • Assisted with recruiting, contract renewals, federal document maintenance, workplace and union investigations, training documentation maintenance, annual employee reviews, and advising on policy and procedures to offices within each district. • Developed partnership with National Association of Letter Carriers labor union leadership to design their new Collective Bargaining Agreement(s) (CBA) and resolve union grievances coming from local offices. • Planned, managed, and coordinated with other HR and union leaders to continue developing structured negotiation processes, creating Memorandum of Understandings (MOUs) for easy understanding, and put together step-by-step mediation/arbitration rules and standards which also follow federal and state laws and regulations. • Maintained past and current employee information, auditing federal forms for employees, retaining payroll history, and categorizing union dispute documents into proper locations. • Collaborated with union leaders on pay changes to seasonal, contract, and full-time employees while following federal and state guidelines and those provided under the CBA. Show less



Marine Corps Recruiting

• Armed Forces
• 700 & Above Employee

• Human Resources Rep, Training Coordinator

  • Nov 2002 - Jul 2010

  Camp Pendleton, CA • Supported civilian and military personnel by providing technical advice, information, guidance, assistance, and other management services such as recruitment, placement, position management, classification advisement, employee benefits, employee relations, employee development, labor relations, performance management, awards, civilian employee assistance, work/life programs, and other as needed it. Additional duties also included providing initial job offers, completing pre-employment checks,… Show more • Supported civilian and military personnel by providing technical advice, information, guidance, assistance, and other management services such as recruitment, placement, position management, classification advisement, employee benefits, employee relations, employee development, labor relations, performance management, awards, civilian employee assistance, work/life programs, and other as needed it. Additional duties also included providing initial job offers, completing pre-employment checks, organizing HR-related training, assist supervisors with conduct- and performance-related issues, and interacted with the Department of Navy’s Office of Civilian Human Resources. Show less