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Work Background
Southern Glazer's Wine & SpiritsVice President, Talent Development
Sep. 2022Miami-Fort Lauderdale Area
Southern Glazer's Wine and SpiritsVice President, Human Resources -- East Region
Jul. 2016 - Aug. 2022Miami/Fort Lauderdale AreaResponsible for leading a team of 35 human resources professionals in supporting the East region of the company. This encompasses approximately 6,000 employees across 9 divisions. Accomplishments:
•Transformation of HR team to a more consultative organization by upgrading talent, moving tactical work to a shared services model, and building capabilities around strategy and a true business partner model. •Executive sponsor of CHEERS to Diversity, a business resources group created to explore inclusive growth and development opportunities for all employees. •Successfully launched VolunCheers Online, a web-based platform to support our employees’ charitable giving, tracking hours volunteered, as well as financial donations.
•Coach business leaders on leadership behaviors and practices, employee communication, development and performance management strategies to promote engagement and a culture of continuous growth and development.
•Successfully built partnerships with divisions across the organization through effective relationship building and gaining a solid understanding of each division’s operation, ensuring maximum utilization of people resources.
•Composed and delivered “Effective Leadership” training across the region, which included coaching and development of managers, as well as how to properly document employees with continued performance deficiencies, build capabilities, grow talent, and create a solid succession plan. •Created human resources practices and processes which were implemented across the organization to ensure consistency throughout the company.
•Successfully outsourced management of FMLA resulting in reduction in hours used and significant cost savings to the organization. •Effectively and efficiently addressed and resolved employee relations matters resulting in a decrease in outside agency charges, while increasing employee morale, and reducing legal expense.
Southern Wine & SpiritsCorporate Director of Human Resources - East Region
Oct. 2011 - Jun. 2016
US AirwaysDirector of Human Resources
Mar. 2008 - Oct. 2011Responsible for the Human Resources function for the Philadelphia station, Northeast and Central regions, and European stations supporting over 10,000 employees. Significant Accomplishments
•Planned, developed, and executed a training program to assist managers in effective leadership skills. The training includes effective documentation, coaching in the moment, managing in a labor environment, avoiding legal landmines, and understanding collective bargaining agreements. •Partnered with the senior operations leadership team to reorganize the leadership team, which lead to significant performance improvements in the overall operation.
•Created a successful workforce and succession planning strategy, resulting in several internal promotions within 6 months of inception.
NRG EnergyRegional Manager, Human Resources
Mar. 2006 - Mar. 2008Responsible for the overall Human Resources function for 7 plants in 4 states, supporting approximately 600 employees ($45 million dollar labor budget). Significant Accomplishments
•Implemented a recruitment program and reduced open positions from 75 to 10; created better avenues for recruiting, resulting in cost savings of over $200,000 to the organization.
•Implemented best practices relating to employee and labor relations, encouraging 2-way communication. This included the implementation of Individual Development Plans as a part of the annual review process.
•Organized round table meetings with a cross-section of employees to discuss the results of the employee opinion survey and; developed action items for the management team from the feedback provided at this meeting. This resulted in improved ratings on the next employee opinion survey administered.
•Created an attendance policy to address attendance issues and reward excellent attendance.
•Coached managers at all levels on effective management skills/style to ensure maximum performance and high employee morale.
•Lead the development of a company wide recognition program which is used as a guideline for safety recognition programs at each plant.
•Created a successful workforce and succession planning strategy to ensure knowledge transfer of retiring workforce. •Act as a strategic business partner, ensuring human resources is aligned with operations in order to maximize productivity and increase revenues for the organization. This has been accomplished by understanding business drivers, and partnering with operations to ensure optimal organizational design, etc.
Atlantic Southeast Airlines, Inc.Manager, Inflight Employee Relations and Operations
Jan. 2003 - Dec. 2006Managed the day to day human resources function and operation of the Inflight Department (Flight Attendant work group). Oversaw team of approximately 1,000 employees with 11 direct reports. Responsible for a recruitment team who hired over 600 employees per year. Managed the labor union grievance process, hearing approximately 40 grievances per month. Participated as a member of the negotiating committee for the Company during contract negotiations. Significant Accomplishments:
•Promoted teamwork between Supervisor group and flight attendant group, increasing employee morale. •Successfully resolve approximately 85% of the grievances filed during the 1st step in the grievance process. This resulted in saving the Company thousands of dollars, as legal representation was unnecessary in the resolution of these cases.
•Strengthened relationships with other Company divisions by using effective communication skills.
•Improved working relationship with Union by holding monthly meetings to discuss issues of concern and promoting honest and open communication.
•Created human resources programs, such as recruitment and workforce planning strategies that were previously non-existent in the department.
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