- Lead all aspects of HR management for a workforce of 380 employees, including 80 salaried professionals and 300 hourly workers, ensuring compliance with company policies and labor laws.
- Develop and implement recruitment strategies, reducing time-to-fill for critical salaried and hourly roles by 20%, ensuring the plant operates at optimal staffing levels.
- Administer collective bargaining agreements (CBA), resolving employee grievances and ensuring a harmonious relationship with union representatives.
- Drive employee engagement initiatives, reducing turnover among hourly employees by 15% through enhanced onboarding, retention, and career development programs.
- Collaborate with plant leadership on workforce planning, ensuring alignment with production goals and operational demands.
- Manage full-cycle talent management processes, including succession planning, performance management, and employee development, for salaried and hourly employees.
- Oversee compliance with federal, state, and local employment laws (FMLA, ADA, FLSA), reducing audit findings by 30%.
- Partner with plant leadership on employee relations strategies, facilitating conflict resolution and maintaining a positive work environment.
- Analyze HR metrics and trends, providing strategic insights to improve workforce productivity, employee satisfaction, and retention rates.

- Responsible for direct and indirect labor management for 1,000+ employee workforce across two sites (JIT assembly & Frames sub-assembly).
- Implementation of lean manufacturing system (FES X.0) regarding Employee Empowerment principles, ensuring sustainable and efficient operations from an HR perspective.
- Managed and executed onboarding and orientation processes for new hires, facilitating seamless integration into the automotive environment and fostering a positive employee experience.
- Partnered with respective departments to implement training programs for employees, addressing topics such as compliance, safety, and performance management, contributing to enhanced workforce knowledge and skills.
- Played a pivotal role in fostering a collaborative union environment by actively engaging with union representatives and effectively resolving labor-related issues through constructive dialogue and adherence to labor laws and regulations, company policies and the collective bargaining agreement.
- Championed initiatives focused on elevating employee engagement and boosting morale, creating a more positive and motivated work environment.
- Utilized HR analytics and data-driven insights to identify trends and opportunities for continuous improvement within the HR function, contributing to informed decision-making and strategic planning.

Labor Relations Representative – Sterling Heights Assembly Plant & MOPAR (09/2019 – 05/2022)

Advised on all aspects of labor and employment law.
Taught frontline leadership how to improve labor and management interactions thereby reducing grievance and arbitration needs.
Researched disciplinary and grievance issues and recommended optimal courses of action.
Trained management on how to interpret and administer labor contracts.
Negotiated collective bargaining agreements on behalf of Stellantis at the local level.
Managed internal investigations and interpretation of labor relation policies and agreements to enhance company position.

Human Resources Generalist – Sterling Heights Assembly Plant (01/2018 – 09/2019)

Support the transition from a 2000-employee plant to an 8000-employee plant during the launch of a new product.
Enhanced the onboarding process by improving New Hire Orientation packets. Conducted audits on I-9 forms for accuracy and completed auto-hire for roughly 1,000 supplemental employees.
Reintroduce HR processes to support efficiency such as LOA process, 5-day letters at the reinstatement window and PQX placement process.
Enter transactions for the entire hourly employee life cycle for approximately 8,000 hourly employees such as terminations, transfers, leave of absences, reinstatement etc.
Extensive use of HRIS (Peoplesoft and CATS) to oversee manpower.
Manage supplemental employees’ and probationary employees’ attendance and performance to support operational needs.
Train and coach new employees regarding company standards.
Monitor operations on the floor and reallocate supplemental employees to maximize coverage based off of absenteeism of seniority employees.

Human Resources Coordinator – HR Assessment Center (10/2017 – 12/2017)

Responsible for day-to-day operations impacting the Detroit Hiring Process for hourly production positions for all Metro Detroit Locations.
Direct and lead 100+ candidates through the hiring process daily.
Administer behavioral-based interviews to production operator candidates.
Input sensitive data into excel sheet regarding candidate’s overall interview scores.
Assist with the onboarding process for 300+ new employees on a weekly basis.