§         Flexibility and ability to work in an unstructured environment and able achieve organizational goals.

§         History of building positive relationships internally and externally.

§         Ability to influence others and manage change at all levels of the organization regardless of reporting structure.

§         Demonstrated ability to manage multiple projects, priorities and deliverables to various interna/externall clients.

§         Outstanding safety management skills with proven record of improvement.

§         Proven track record of building successful organizations by hiring exceptional talent.

§         Well-rounded business background and experience with the ability to be an effective partner and collaborator.

§         Knowledge of HR practices, theories and employment law.

§         Personal commitment, integrity and highest-quality standards.

§         Exceptional Microsoft Office skills.

§         Ability and desire to travel as needed.

§         Fluent in Spanish

 

Maria Rhymes 2

 

EXPERIENCE:

4/12- Present - HR Business Partner US- Clean Harbors- Clean Harbors is the leading provider of environmental, energy and industrial services throughout North America. The company offers Industrial Services and Oil & Gas Field Services.  Oil & Gas Field Services provide exploration, surface rentals, solids control, and environmental services to the energy sector serving oil and gas exploration, production, and power generation

·          Responsible several Lines of Business across the US- Transportation services- Oil and Gas, Surface Rentals- Oil and Gas, Exploration Services-Oil and Gas. Areas responsible for:  CO, TX, PA, MT, ND, WY, UT.

·          Contributed to the development of a Human Resources business plan with measurable and reportable results.

·          Worked with the HR leaders and assigned business unit(s) leaders to develop and deploy all aspects of effective workforce planning, talent pipeline requirements, employee development and talent acquisition to meet business unit talent needs.

·          Collaborated on and deploy programs to understand and improve employee engagement, employee retention and turnover reduction.

·          Consulted with business unit leaders to identify gaps in existing HR policies and procedures; contribute to the development of new/amended HR policies and procedures, and facilitate delivery into the business unit

·          Communicated the needs of the business unit related to the HR centers of excellence (Comp, Benefits, Recruiting, Development); works with HR leaders and COE to implement and deploy solutions

·          In coordination with business unit leaders, facilitated annual performance management, employee development and compensation review processes;

·          Trained managers/employees on company policies/procedures and other organizational development training programs;     

·          Provided day to day performance management support and guidance to Business Leaders on management, coaching, career development, employee relations;

·          Conducted and maintained a continuing study of all Human Resources policies, programs and practices to keep the organization informed of new developments and key trends;

·          Maintained current in-depth knowledge of standards and legislations related to day to day management of employees, reducing employment legal risks and ensuring regulatory compliance;

·          Identified and drove the communication and sharing of best practices across functions to facilitate continuous improvement;

·         Administered union agreements for assigned unions and organizations Ooversaw and managed the work of 8 Human Resources Generalists; coach, mentor, develop and lead direct reports

·         Supported Expat program for Canadian employees- Oversaw all visa programs.

1//07- 4/12 Human Resources Manager-Johnson Controls- Toyota Business Unit- Johnson Controls Automotive Experience is a global leader in automotive seating, overhead systems, door and instrument panels, and interior electronics. JCI supports all major automakers in the differentiation of their vehicles via the products, technologies and advanced manufacturing capabilities they provide. With more than 200 plants worldwide, JCI has the global capability to supply more than 30 million cars per year.

 

·         Managed the HR Dept for JCI’s largest and most complex manufacturing facility in North America. Consisting of two joined facilities with a total of 750 employees. Facility was part of Toyota’s largest plant in North America consisting of all suppliers on site supporting Toyota on a Just In Time capacity as their automotive assembly line produces an average of 750-850- Tacomas and Tundras trucks per shift. Also, manage a facility in Baja Mexico consisting of 80 employees in total.

·         Responsible for supporting 3 facilities with all HR support- One internationally.

·         Managed Organizational Reviews and Total Associate Involvement for all 3 locations.

·         Strategic involvement with Toyota/JCI lean manufacturing and inventory strategies at all locations.

·         Direct responsibility for benefits administration for 800+ salaried and hourly associates

·         Led outsourcing of flexible labor with on-site temporary work force totaling over $3.5M in annual payroll decreasing labor overhead and manufacturing lead time.

·         Successfully reduced OSHA incidence rate over 43% with over $145,000 savings in workers’ compensation.

·         Lead Johnson Controls Corporation in recruiting high potential, key contributors and diversified Team Members..

·         Recruited JCIs initial Tacoma Launch team facilitating over $1 million savings first year.

·         Championed team based management culture and driving to lower levels of organization.

·         Implementation of Kenexa Global Survey with 98% participation rate resulting on high scores in employee engagement scores.

·         Implemented effective training programs (supervisory training, coaching, accident reporting, etc) for all employees.

·         Developed and led Organizational Development and Successor Plan in concert with Strategic Plan

·         Maintained non-union status

·         Managed self-administered group insurance plan with Toyota’s point of service network, reducing costs by 40%.

·         Maintained less than 20% turnover rate during the first two years startup involving over 400 hires.

·         Implemented training and philosophy standards bridging best of Japanese and American cultures

·         Provided leadership and understanding in Japan’s Kaizen philosophy.  Established the early stages of JCI Kaizen improvement and high performance work teams.

·         Lead development and implementation of high performance work teams in the hourly workforce via standardized work process.

·         Lead company to achieve 100% Executive Leadership lean training for executive staff

·         Implemented Key Performance Indicators as a part of policy deployment for HR reports.

·         Lead the process 3-5 HB1/L1 visas yearly for JCI.  Managed the renewal process/permanent process for current employees with visas.

·         Responsible for safety program in facilty- training, audits, accident investigations, reporting. Managed two EHS Coordinators.

 

6/04- 1/07-GAF Materials Corporation-Human Resources Manager-GAF is North America's largest roofing manufacturer. Its flagship brand is the Timberline architectural shingle. Annual sales for are nearly $3 billion. In addition to roofing, the company offers other building materials, such as composite decking and railing, fiber-cement siding, specialty fabrics, and metal ductwork

·         Provided superior execution of human resources best practices for two different facilities: One of 250 employees non-union and the other 120 employees union facility.
 

·         Employee Relations:  Maintained and enhanced a productive work environment by consulting leaders on employee relations strategies and/or by resolving conflicts between employees. Investigated, consulted and recommended actions regarding employee issues such as: disciplinary actions, employee complaints, discrimination and offensive behavior. Maintained best practices and innovation with HR programs, policies and activities.

·         Corporate Culture/Employee Development: Promoted culture philosophy throughout the facility to support a positive corporate culture. Coordinated team development efforts and participated in employee activities to further develop employee/company relationships. Supported or lead employee committees designed to further corporate culture.

·         Organization Planning: Determined talent implications for functional areas, based on strategic plans. Managed headcount planning per business customer requirements. Assisted with improving organizational effectiveness by analyzing department structure and evaluating options that best meet business needs. Actively partnered with the talent review and succession planning team to improve processes.

·         Performance Management: Consulted with managers on performance feedback management systems and processes. Ensure timeliness, fairness and observance of company policies in according with performance management reviews. Consulted and coach managers/supervisors on handling employee performance issues. Assessed training needs for company. Implement effective training programs (supervisory training, coaching, accident reporting, etc) for all employees.

·         Continuous Improvement: Used lean manufacturing tools and other continuous improvement methods in daily job performance. Supported and coached managers, supervisors and employees on process improvement principles.

·         Health and Safety: Ensured plant safety programs complied with local, state, and federal regulations. Administered worker's compensation programs and provide employee assistance program support. Acted as liaison with Corporate Risk, Safety and Health and Environmental management. Provided accurate data concerning, accident trends and rates, regulatory requirements, workers compensation cost, and other data as needed to members of management. No safety manager on site worked hand in hand with Safety Regional to insure compliance in safety. Considered as the safety Manager for facility.

·         Staffing:  Managed the recruitment process consistent with Company’s philosophy and established practices. Facilitated talent management activities such as transfers, promotions and workforce planning. Responsible for overseeing the processing of all new hires, terminations, and changes in compensation and benefits to ensure proper documentation is maintained in personnel records. Managed data collected from interviews and introduced corrective measures based on this data.

·         Compensation and benefits:  Salary and benefit administration for union and non-union employees. Maintained equity in the administration and interpretation of company pay policies. Insured appropriate communications coincide with salary actions. Responsible for the payroll system to ensure proper payroll deductions, and pay issues were resolved promptly, and that all overtime was reviewed/approved before processing.  Benefits - Responsible for proper administration of employee benefits program (health care, 401(k) etc). Insure yearly open enrollments were successes.

·         For union facility I was responsible for the same items mentioned above as well as grievances, negotiations and maintain a good relationship with union officials.

·         Translated meetings, investigations, trainings, documents to insure clear understanding on issues and mitigated company risk.

 

 

References Available upon request