- Implements Human Resources programs by providing human resources services, including talent acquisition, staffing, employment processing, compensation, health benefits, training and development, records management, safety and health, succession planning, employee relations, retention, and AA/EEO compliance- Administers the various human resources procedures for all plant personnel- Leads employee relations efforts, resolving conflicts and promoting a positive workplace culture- Participates in developing department goals, objectives and systems with the HR Director- Plays a key role in the development and implementation of the compensation structure, ensuring internal equity and market competitiveness- Collaborates with senior leadership to conduct succession planning and identify high-potential employees for key roles- Improves manager and employee performance by identifying and clarifying problems; evaluating potential solutions, implementing selected solutions, coaching and counseling managers and employees- Successfully leads a team of HR professionals, including the Talent Acquisition Manager, providing leadership and guidance- Active member of the Operational Excellence Management Steering Committee, overseeing strategic initiatives aimed at optimizing operational efficiency and performance across the organization- Drive a culture of continuous improvement by promoting best practices, fostering innovation, and empowering employees to contribute to operational excellence initiatives- Provide ideas and challenges to the leadership team, acting as a catalyst for change.- Provides strategic HR support to the Plant Director, contributing to the achievement of organizational goals.- Prepare reports for management, identifying trends and areas for improvement- Develop, update, and communicate HR policies and procedures- Ensure compliance with local, state, and federal employment laws and regulations

Texas, Oklahoma, Louisiana, Utah, North Dakota and Colorado regions. Business partner to refinery operations management, regional Vice-Presidents and Project Managers. Responsible for providing complete human resources support in assigned regions. Administer policies relating to all phases of human resources activity by performing the following activities within their assigned groups:• Coach supervision on effective discipline and on investigations leading to termination decisions• Coach supervision on Legal compliance including but not limited to: ADA, FMLA, Title VII and State Laws as they apply to geographical areas of responsibility. • Receives and investigates, EEOC Claims, employee complaints, and payroll issues• Provide counseling, support and advice to employees and supervisors in appropriate resolution of employee relation issues, performance management, and facilitation of formal/informal complaints to resolution, and disciplinary actions.• Prepare for and represent Brock Group at multi-state unemployment hearings. Provide burden of proof for discharged employee. Coordinate with witnesses to attend hearing.• Support HR Director on Corporate HR initiatives and projects on policies, unemployment, compliance and other critical areas.• Assist with selection, hiring and onboarding of salaried and overhead hires

Texas, Louisiana, Mississippi and Alabama region [800 employees]. Business partner to field operations management. Supervisor of 3 Human Resource Coordinators. • Strengthened relationships with senior and line managers by making HR a strategic partner in process development, staffing and employee relations. • Promote knowledge, understanding, and compliance with regard to company policy and relevant employment laws through coaching, presentations, and training.• Engage with employees and leadership across the organization to conduct ER related assessments, investigations, and discuss continuous improvement opportunities• Coordinate and monitor the performance appraisal process, including review of performance appraisals, performance improvement plans (PIPs) and record keeping.• Provide a broad range of HR support actions for achieving business objectives to include talent management, employee development and employee engagement.• Respond to inquiries from employees and supervisors regarding matters involving employment practices, policies, employment laws and compliance guidelines.• Prepares employee separation notices and related documentation, and conducts exit interviews for voluntary exits to determine reasons behind separation.• Manage recruiting, candidate screening and selection processes to proactively meet organizational customers hiring requirements• Conducts new hire employee orientation to effectively integrate the new employee into the organization. • Created recruiting strategy for regions where typical recruiting efforts were futile. Developed relationships with trade schools and added curriculum to a trade school, which produced entry-level field mechanics. Developed career path with operations management for graduating classes.

Engineering and sciences contractor at NASA – Johnson Space Center with 147 exempt and non-exempt employees over 4 jobsites and annual revenues of $10 million. Transformed HR from administrative role to strategic business partner, including working with senior management to drive key business and implement performance initiatives. Conduct human resource functions, including recruiting, hiring practices, benefits coordination and employee performance evaluations. • Created Employee Handbook, including revising outdated policies to ensure compliance and adding new policies to improve morale.• Conducted replacement of outdated paper timekeeping process to an electronic timekeeping system, which saves time, money and also maintains Defense Contract Audit Agency (DCAA) compliance and increases reporting accuracy.• Developed on-boarding orientation program and materials for a smooth transition and successful incorporation of employee within organization. The success of this program increased employee retention and productivity of new hires.• Developed progressive disciplinary process to improve and prevent a recurrence of employee behavior and performance issues.

Engineering and sciences contractor at NASA – Johnson Space Center with approximately 45,000 employees and $10.1 billion in annual revenues • Streamlined board panel support process, which resulted in more efficient use of engineers’ time and increased customer satisfaction.• Increased communication between human resources and employees by providing excellent support and guidance. Reduced errors on employee benefit documentation by reviewing each document prior to submittal to human resources. • Suggested and coordinated training

Engineering and sciences contractor at NASA – Johnson Space Center with approximately 400 employees and $21.6 million in annual revenues. Provided administrative support to the Government Furnished Equipment (GFE) Safety and Reliability (S&R) manager and employees with a demonstrated ability to improvise, improve procedures, and meet demanding deadlines. • Responsibilities included screening calls, travel and meeting arrangements, preparing reports and financial data, training and supervising other support staff, and customer relations. • Conducted and facilitated board meetings, including writing and obtaining authorization for the board minutes.

Worked at the organizational level to administer such processes as configuration management, engineering data control, program planning, test, certification, and product delivery. Assisted in obtaining the technical classification of incoming changes, and facilitated change reviews to the Engineering Review Board (ERB). Prepared minutes and actions for the ERB, entered information into database, generated minutes based on data entry, and distributed minutes. Interacted with engineers and engineering management on daily basis to facilitate schedule and changes to the ERB. Edited change requests as required to board recommendations. Developed solutions to problems of moderate scope and complexity. Reviewed, maintained and presented schedule performance data, and recommended improvements to processes. Responsible for systems containing technical data such as product and customer records, configurations, standards, test, and certification records. Frequently interacted internal and external to the organization to communicate and clarify data and process issues (e.g.; Consulted with NASA and Boeing personnel in coordinating/facilitating the authorization of technical funding.