Amy Cox: Disciple of Christ ~ HR professional in Manassas, Virginia

• Manages Human Resource (HR) and Organizational Development (OD) strategies and processes for a small business. Full HR services and day to day operation of HR. • Assesses HR needs regarding operating, business and functional units. • Leads the design, development and implementation of programs, policies and strategies tailored to meet HR needs and program goals. • Evaluates strategies and programs to measure the achievement of established goals. • Assists with the provision of expert facilitation and coaching to the owner, leads, supervisors and managers. • Provides consultative services to the business units regarding mentoring, leadership and problem solving. • Plans and leads short- and long-term planning of HR programs. • Prepares budgetary recommendations that meet departmental goals and provide for effective management of resources. • Handles full cycle recruiting and benefits administration to include working with brokers and surveying staff to get a full analysis as to if the benefit offering(s) needs to be updated. Key Achievements o Established a new handbook to include updated policies and procedures and includes multiple states.

• Responsible for maintaining the day-to-day HR operations of the plant. Serves as a business partner to the Sterling plant management team to ensure operations are running efficiently and on time. • Manage, direct, and coordinate the human resources policies and programs cover the following areas: employee relations, recruitment, development, and retention of employees. • Lead plant level HR activity with particular attention to integration, talent management, retention, recruitment and employee relations. • Implement and manage on-going policies, programs and procedures to foster understanding of and improvement of management supervisory and employee relations. • Act as an active member of plant leadership team to ensure all HR topics and initiatives are considered. • Manage situations involving policy interpretation. • Lead and mentor others to ensure consistent application of all rules and policies. • Manage and resolve complex employee relations issues. • Conduct effective, thorough and objective workplace investigations and recommend resolution. • Apply progressive discipline and coaching support to plant leadership and employees. • Work closely with management and employee to improve work relationships, build morale and increase productivity and retention. • Conduct regular meetings with respective management team to remain current of the facility needs and challenges. • Identify training needs for the plant positions and ensure bi-monthly training is completed as needed for fire drills, safety and GMP. • Support benefits administration for plant employees to include enrollment in benefits trouble shooting coverage issues and administering leave of absences. • Investigate injuries, maintain OSHA compliance and injury reports. • Facilitate administration of bonus payments, promotions, rate changes and step increases. • Oversee HR department to include supervising plant HR team.

Managing HR in a start-up environment. Creating and establishing all HR functions and procedures for the launch of a new site in Virginia.

• Partnered with leadership to understand the goals and initiatives and enable recommendations for innovative HR approaches to reach goals. • Developed an in depth understanding of CPLC’s mission, vision and values to align departments and provide exceptional HR services. • Utilized process mapping to create and implement processes throughout the organization, allowing leadership to focus on engagement, talent management and leadership development. • Conducts internal employee relations investigations for employee performance, behavior and policy/procedure violations for both Nevada and California. Facilitates and mediates interventions, assimilations and conflict resolution. • Uses analysis to assist with metrics tracking, decision making and problem solving. • Identifies areas of concern for training and development of employees, management and leaders. • Coaches and mentors employees, management and leadership on best practices, behaviors and policies. • Assist with career pathing, succession planning and department reorganization and structural decisions. • Provides ongoing career development assistance to employees through evaluations, counseling, mentoring and training. • Conducts job evaluations and creates and reviews job descriptions for effectiveness, consistency of practice and risk management. • Assists other departments as needed; to include benefits administration, onboarding and general employee welfare. • Supports hiring managers, recruiters and VP of HR on employee compensation matters, including annual compensation reviews. Including performing the annual compensation reviews for specific markets. • Oversees the implementation and execution of Human Resources policy and procedures for multiple departments and/or functional groups. • Travel between California and Nevada.

Performed several HR duties including Benefit Administrator while the company was in need of extra assistance.

• Partner with the HR Director to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention and succession planning. • Provide support and guidance to HR generalists, management, and other staff when complex, specialized and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing and terminations. Conduct regular meetings with respective business units. • Consult with line management, providing HR guidance when appropriate; provide day-to-day performance management support (e.g., coaching, counseling, career development, disciplinary actions). • Manage the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt and professional roles; collaborates with departmental managers to understand skills and competencies required for openings. • Assist hiring managers with recruiting functions to include ad writing and posting open positions, career fair attendance, identifying resources that will aid in hiring the more difficult positions, prescreening, interviewing and onboarding. • Analyze trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent. Including reconciling bills with both the HRIS and bills to guarantee accuracy for both; negotiated the best pricing for the year and monitored refunds and credits with carriers as needed. • Identify training needs, create learning and development programs and initiatives that provide internal development opportunities for employees and business units and individual executive coaching needs.

• Partner with the HR Director to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention and succession planning. • Provide guidance and input on business unit restructures, workforce planning and succession planning. • Provide support and guidance to HR generalists, management, and other staff when complex, specialized and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing and terminations. Conduct regular meetings with respective business units. • Consult with line management, providing HR guidance when appropriate; provide day-to-day performance management support (e.g., coaching, counseling, career development, disciplinary actions). • Manage the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt and professional roles; collaborates with departmental managers to understand skills and competencies required for openings. • Assist hiring managers with recruiting functions to include ad writing and posting open positions, career fair attendance, identifying resources that will aid in hiring the more difficult positions, prescreening, interviewing and onboarding. • Analyze trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent. Including reconciling bills with both the HRIS and bills to guarantee accuracy for both; negotiated the best pricing for the year and monitored refunds and credits with carriers as needed.

• Review, track and document compliance with mandatory and non-mandatory training, continuing education, and work assessments. Includes safety training, anti-harassment training, professional licensure, and aptitude exams and certifications. • Recruit, interview, and facilitate the hiring of qualified job applicants for open positions. • Conduct or acquire background checks and employee eligibility verifications. • Implement new hire orientation and employee recognition programs. • Perform routine tasks required to administer and execute human resource programs including but not limited to benefits, and leave; performance and talent management; and training and development. • Handle employment-related inquiries from applicants, employees and supervisors, referring complex and/or sensitive matters to the appropriate staff. • Attend and participates in employee disciplinary meetings, terminations, and investigations. • Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.

• Managed contact sales and technical staff, set sales and specific employee goals and managed customers. • Worked with general manager on coaching and employee engagement initiatives.