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Susan M.

Oswald
6124 S. Mulligan Chicago, IL 60638

(312) 607-5893

susanmoswald@gmail.com

EXECUTIVE PROFILE
Confident, highly energized, effective and persuasive Executive Human Resources Professional possessing Regional and Shared Services scope of responsibility with substantial in-house responsibility for Training and Development, Talent Acquisition, Employee Relations, Total Rewards & Compensation, Risk/Safety Management, Labor Relations, Negotiation, and Mediation experience. I display the proven capability for problem solving and training skills necessary to achieve maximum success of corporate objectives in union and non-union, and multi-site/multi-state environments. Recognized for a successful track record of achieving both personal and group goals, with extensive industry knowledge and a sound training background. Driven by personal commitment to achieve goals and overcome obstacles, always leading from the front. Provides both tactical and strategic logic management solutions. Consistently earns the confidence of professionals and peers through the delivery of consistent superior service and support. Accustomed to adversity, resistant to rejection, and practiced in the patient and consistent attainment of professional goals. Influences and facilitates change in strategic workforce planning environments of mergers and acquisitions, restructuring, and right sizing while working with operations to achieve development and maximum return on human capital. Contributes to bottom line revenue while enhancing employee engagement. CORE STRENGTHS Total Rewards/Compensation/Payroll Administration/Benefits Training Development/Facilitation Employee Relations/Engagement Labor Relations/Negotiations Policy & Procedure Development/Revision Workplace Grievance/Arbitration Process Risk Management/Purchasing Compliance Best Practices Review and Implementation Union Avoidance/Strike Plan Readiness Organizational Development/Strategic Logics Talent Acquisition/Labor Planning Dispute Resolution and Mediation Six Sigma HRIS Implementation/HR Metrics/Compliance Gaming Industry Hospitality Retail Food Service Airport Operations Manufacturing/Distribution Insurance Industry PROFESSIONAL EXPERIENCE: AMERISTAR GAMING, EAST CHICAGO, IN VICE PRESIDENT OF HUMAN RESOURCES-MARCH 2012-MARCH 2013 Daily directs the Human Resource Operation areas including labor relations and employee relations function overseeing 10 person human resource staff which consisted of 8 direct reports at managerial level (1 HR Generalist Manager, 1 Labor/Team Relations Manager, 1 Training Manager, 1 Risk Manager, 1 Benefit Manager, 3 Assistant HR Payroll Specialists (paylocity & oracle) and 2 HRIS Compensation Specialists). Gatekeeper of the company compensation plan as it relates to new hires, transfers and promotions. Development of compensation strategies and reward and recognition programs. Partner with Business Leaders within departments to manage department specific compensation initiatives.

Competitive analysis and market survey of compensation structure with recommendations on implementation of changes to current total reward structures. Execute job architecture and interact with HRIS/Compliance teams to ensure jobs are created to align with compliance processes. Maintenance of job inventory of all current roles and related characteristics, including exemption status, costing categorization, and EEO classification. Leads efforts to educate HR Managers and Business Partners on use of compensation data and launch of new compensation programs, utilizing webinars and presentations. Provide guidance to HR Managers on salary recommendations for new hires, promotions, and job changes. Negotiate and Administer the Collective Bargaining Agreements. Provide analysis relating business metrics with compensation and assists in the design of bonus, sales compensation, and corporate bonus programs. Assess business and client needs; adapts HR policies, compensation program, processes, procedures, products and services to respond to the business situation and client needs. Design develop and implement 12-18 month HR operating plans for the Business Group. Lead the introduction of new/enhanced HR processes, products or services. Ensure standardized HR processes are adhered to and institutionalized within the Business Group. Provide thought partnership and guidance to managers in support business plan. Collaborate with senior management team to lead an integrated performance management process, including aligned job descriptions, goal setting, evaluation and assessment procedures, personal development planning and compensation review. Provide leadership and expertise for the full scope of HR functions including staffing, diversity, organizational change and development, leadership and labor/employee development, compensation and benefits, performance management, safety, communications and community relations. Lead recruitment, retention, and development to ensure the necessary capabilities are acquired, developed and deployed. As the HR leader for a global business, drive HR compliance with policies and procedures across all business regions. Initiate innovative HR programs to promote the Company culture. A strong employee advocate while playing a coaching and mentoring role to managers and key employees. MIDWEST HR RECRUITING & TRAINING GROUP, CHICAGO, IL VICE PRESIDENT & OWNER-OCTOBER 2008-MARCH 2012 Consultative long-term projects with clients such as; Wyndham Hotel Group, Intercontinental Hotel & Resorts, and GSBS Basketball Schools. Provide HR Consultant services in the functional areas of Talent Acquisition, Training and Development, Labor Relations, Brand Conversions and Project Management. Provided feedback focused on shaping inventory and metrics information so that it helped to explain workplace problems, described benefits and liabilities of personal characteristics, and illustrated strategies for using personal preferences as starting places for career and professional development. PENN GAMING-EMPRESS CASINO AND HOTEL, JOLIET, IL VICE PRESIDENT OF HUMAN RESOURCES JULY 2002-SEPTEMBER 2008 Daily directs the Human Resource labor relations and employee relations function overseeing 15 person human resource staff which consisted of 8 direct reports at managerial level (2 Employee Relations Managers, 1 Labor Relations Manager, 1 Training Manager, 1 Benefit Manager, 2 Assistant HR Generalist Managers and 1 Assistant HR Compensation Analyst ). Chief spokesman for union contract negotiations and administer labor agreements (UNITE/HERE, IBEW, SEATU, Operating Engineers).

Development of compensation strategies and reward and recognition programs. Create and execute strategies, tactics, activities, and materials for the purpose of conveying compensation messages to HR team and to all Business Partners Mergers and Acquisitions support: direct efforts to integrate newly acquired employees into the company's compensation structure, including enterprise-wide job evaluation for an acquired firm, impact analysis of changes and preparing proposals to remediate issues. Conduct analysis of jobs, hourly wages, salaries, and bonuses in order to evaluate internal equity, external competitiveness, and legal compliance of the organization's pay practices. Participate in the planning, design, implementation, and administration of compensation and reward programs. Participate in the coordination and completion of the annual merit and bonus planning process. Participate in the planning, design, implementation, and administration of compensation and reward programs. Participate on the Compensation Committee in the coordination and completion of the annual merit and bonus planning process. Nominated and awarded 2008 Diversity Employer of the Year by the Illinois Dept. of Human Rights for our ongoing work in the human resources department in the areas of employment and training Campaign Director for union avoidance action for company. Played integral role in an employer campaign which led to a recent withdrawal in the late Summer of 2008 of Operating Engineer petition to unionize by the employee base. Over a period of 12 months removed company from probation under the EEOC by designing and implementing training and best practices with respect to the collective bargaining agreements, employee relations, progressive disciplinary process, and review of recommendations for termination. Over a period of 12 months reduced outside legal fees from $625,000 annually to $3,000 annually through development and training of the Human Resources staff on labor relations and employee relations process and procedure. Reduced unemployment claims by $250K year over year through training/development of management staff on labor relations and employee relations process and procedure. Reduced turnover from 68% to 26% over two year span by working with operational departments to establish consistent practice in labor relations and employee relations practices. Standardized departmental training for new hires, and identify certified trainers for each department. Designed "Pay for Skill" program to address staffing and retention in union environment. Corporate resource for Employee Handbook design of policy and procedure, Internal Controls Policy and Development, Training and Development for all employee levels, and identifying best practices for standard operating procedures at Empress Casino and Host Marriott Services. Designed and facilitated "You Make A Difference" 12 competency based Leadership Development workshop for mid-level to senior level management to achieve culture change in management style at Empress Casino and Hotel. Designed and implemented a management intern program for minority that consisted of 30 work hours and 10 paid hours of formal higher education to align with our diversity and succession planning goals. Collaborated with two higher education institutions to create a supervisory skills curriculum that was accredited in conjunction with our succession planning and organizational development goals. Designed and implemented an internal internet site that improved communication, housed succession planning tool kit and provided on-line training and development. Revamped the employment process by designing a recruiting tool-kit for recruiters, automation and implementation of HRIS system, realistic job previews, and behavioral interviewing which positively impacted turnover. Implemented part-time employee paid medical/dental insurance to create a competitive edge in our marketplace with our recruitment strategy.

STARWOOD HOTELS & RESORTS, WESTIN MICHIGAN AVE. HOTEL, CHICAGO, IL DIRECTOR OF HUMAN RESOURCES-JANUARY 2000 - JULY 2002 Daily directs the Human Resource labor relations and employee relations function overseeing 4 direct reports ( 2 Employee Relations Managers, 1 Training Manager, and 1 Benefit Manager). Advises and participates on Executive Committee. Work with Executive Team to develop strategic business plan for the company. Establish and implement short and long range company and departmental goals, objectives, policies and operating procedures to achieve the business plan. Midwest regional resource for recruitment of all levels of employees, both union and non-union. Partner with Corporate Human Resources and Property Senior Management to develop and implement human resource policies, guidelines and procedures that support the company's goals and objectives. Provided counsel, guidance and influence to senior management and operations to include organizational restructuring, work re-designs, conflict resolution, compensation philosophy, investigations, performance management, and recruitment and retention strategies. Member of the Hotel Association Collective Bargaining Team for Midwest area hotels. Develop collective bargaining positions, contract clarification, proposals, counter-proposals, rebuttals, strategies and tactics. Represent management in a variety of administrative hearings under the negotiated contract. Investigate, research, and represent management at grievance arbitration hearings and unfair labor practice hearings. Pro-actively work with Operations to develop and implement union avoidance strategy and training. Receive, respond and resolve employee relation issues from employees, supervisors and managers. Provide the full range of advisory services to supervisors, managers, and administrators regarding regulatory requirements affecting employee relations and satisfaction. Prepare property Affirmative Action Plan and served as diversity consultant in the development, communication and implementation of EEOC matters. Partner with senior leaders to identify high potential employees for succession planning and potential developmental opportunities. Identify, administer and evaluate management and leadership development programs including classroom training, online training and executive coaching. Represent company in workers compensation and unemployment hearings. HOST MARRIOTT SERVICES, CHICAGO O'HARE INT'L AIRPORT, CHICAGO, IL REGIONAL TEAM HUMAN RESOURCES DIRECTOR-SEPTEMBER 1997-DECEMBER 1999 Daily directs the Human Resource labor relations and employee relations function overseeing 5 person human resource staff in addition to regional responsibility in labor relations and employee relations for 6 human resource director and 2 manager level human resources personnel. Midwest regional human resource responsibility, providing support to 9500 (union/non-union) associates in a multi-state/multi-site territory, consisting of 7 airports and 2 toll plazas. Campaign manager for union avoidance and training adhering to guidelines under National Labor Relations Act. Provide labor relations assistance to all employees ensuring adherence to contract administration, interpretation and compliance. (UNITE/HERE, IBEW, SEATU, Operating Engineers) Develop collective bargaining positions, contract clarification, proposals, counter-proposals, rebuttals, strategies and tactics. Pro-actively work with Operations to develop and implement union avoidance strategy and training. Participate as labor relations and employee relations resource on human resources teams, partnering with business groups on strategic restructuring such as reductions in force, unit closings, outsourcing, acquisitions, and employee separations.

Resolve the labor relations and employee relations case management activity of designated practice groups or Lines of Business within defined quality and timeliness productivity measures. Provide advice to management and human resources colleagues supporting compliance with all applicable employment law and regulations (e.g., AAP, EEOC, ERISA, ADA, OSHA, FMLA, workers and unemployment compensation programs, and non-discrimination in hiring and promotion.

PREVIOUS PROFESSIONAL EXPERIENCE Handschy Industries Bellwood, IL - Area Human Resources Director - April 1996 to September 1997 A. W. Mendenhall, Elk Grove Village, IL - Employee Relations Administrator -July 1993 to Nov. 1995 Fireman's Fund Insurance, Chicago, IL - Operations Supervisor - August 1990 to September 1992 Maryland Casualty Insurance, Lombard, IL - Branch Office Supervisor - Dec. 1987 to March 1990

EDUCATION Bachelor of Science in Commerce De Paul University, Chicago, IL

PROFESSIONAL CONFERENCES & TRAINING 2010 Portfolio Hotels Area Risk Management Training-JMB Insurance. 2010 Franklin Covey Training on Leadership and Trust. 2009 Intercontinental Brand Training/Customer Focus. 2007/2008 HR in Hospitality-Cornell University Sponsored Conference on Labor Relations and Employment Law in Las Vegas. 2004-2006 Hotel Labor Relations Association and Conference. 2007/2008 Seyfarth Shaw Employment Law and Legislative Conference. 2002/2003 Seyfarth Shaw Employment Law and Legislative Conference. 2000-2002 Hotel Labor Relations Association and Conference. Annual SHRM Employment and Legislative Conferences. 2001 Six Sigma Training-Starwood Hotels and Resorts. 2000 Global Hospitality Conference on Labor Relations Sponsored by Starwood Hotels and Resorts.