Abbigail K. Cece has over 15 years of experience in human resources and labor relations at Northrop Grumman, where she currently serves as an HR Business Partner and Labor Relations Leader. She provides subject matter expertise to 500 employees, supports talent management, employee engagement, and change initiatives. Cece has successfully negotiated multiple union contracts resulting in cost savings and operational flexibility. She holds an MBA and multiple certifications in areas such as labor relations, contract administration, and mediation.

1. Abbigail K. Cece, PHR Cell: 831-246-0860
email:abbigail.cece@ngc.com
TALENT MANAGEMENT HCM SUBJECT MATTER EXPERT LEADERSHIP DEVELOPMENT
EMPLOYEE ENGAGEMENT
TALENT ACQUISITION
STRATEGIC PLANNING
MATRIXED ORGANIZATIONS
EMPLOYEE RELATIONS
CHANGE MANAGEMENT
HR DESIGN AND IMPLEMENTATION
TEAM EFFECTIVENESS
PERFORMANCE MANAGEMENT
LABOR RELATIONS
UNION SHOP STEWARD
CONTRACT NEGOTIATIONS
CONTINUOUSIMPROVEMENT
CHANGE MANAGEMENT
PROJECT MANAGEMENT
TRAINING& DEVELOPMENT
COMPLIANCE
Demonstrated success partnering with leadership to ensure people resource decisions align with business
requirements. Actively partner with client groups and legal counselto support complex employee and labor
relations challenges in a highly matrixed organization. Effectively utilize interest based union relations strategies to
maintain positive labor relationships with key labor stakeholders.
Professional Experience
Northrop Grumman Mission Systems, Sunnyvale, CA - HR Business Partner/Labor Relations Leader (2009 -
Present)
Provide HR and Labor Relations Subject MatterExpertise to a geographically dispersed client group of 500:
 Supported the implementation of a talent management process for non-represented Sunnyvale Campus
employees resulting in quarterly talent reviews with rotations and promotions of bench candidates and the
creation of a talent pipeline with early and mid-career talent.
 Facilitated strategic planning sessions,teaminterventions and individual performance coaching resulting
in improved alignment with strategic initiatives and improved individual performance.
 Provided talent upgrades to manufacturing management resulting in improved management and
engagement.
 Partnered with campus operations organization to develop strategic talent pipeline for manufacturing
positions to include local underserved high schools,community colleges and trade schools,manufacturing
societies, and the continuing development of an apprenticeship program.
 Supported change effort with Marine Systems campus leaders to address year-over-year low engagement
scores,incongruent business processes and talent gaps,and the demand to meet talent requirements for
new Navy contracts. Aligned expectations among all levels of leadership, implemented actions to support
behavior change among managers, provided management skills training and development opportunities
for management pipeline. Provided technical development opportunities to increase flexibility and bench
strength. Resulted in significant improvement in immediate manager effectiveness in the 2015
engagement survey.
 Contributed to the successfulnegotiations of a four-year labor contract resulting in $6 million in savings
and a President’s Leadership Award (2012).
 Participated in the successfulnegotiations of a four-year labor contract resulting in increased flexibility in
the represented workforce among locations.
 Enabled quarterly meetings between union and campus leadership to increase collaboration and
proactively address manufacturing business needs resulting in a 30 percent decline in grievances in 2013.
 Delivered targeted training, facilitate new leader assimilations, and facilitate communication changes to
leaders as part of the change management initiatives.
 Analyzed and assessed results fromannual employee engagement surveys. Conducted bottomquartile
consulting discussions/focus groups to coach leaders in engagement improvement initiatives
 Developed and implemented an electronic performance management systemto increase visibility and
accessibility of performance documentation for 1300+ employees.
 Leadership Development Cohort Participant 2014. This included a rigorous selection process from
executives. Key deliverable included a knowledge sharing program proposalto the executive leadership
team.
Northrop Grumman, Sunnyvale, CA - HRIS Administrator (2005- 2008)

2. Abbigail K. Cece, PHR Cell: 831-246-0860
email:abbigail.cece@ngc.com
 Recruiting and staffing partner: Coordinated interviews, ensured compliance, managed pre-employment and
on-boarding processes,conducted newhire orientations and facilitated first day activities for new hires. Key
accomplishments included hiring 60 highly skilled niche heavy manufacturing positions in a 2-year period to
increase product line production by 50%.
 Knowledge & employee retention: implementing a strategic mentoring tool focusing on engineering and
manufacturing high potentials and senior technologists within the company improving engagement, as well as
employee and knowledge retention by initiating a 100 pair launch of mentors and mentees. Increasing
participation in the program by 30% in the second year.
 Liaison between HR Service Center and Sunnyvale campus: Team member assigned to process review and
certification of service center workflows. Business unit “local expert” for training and problem resolution
during the transition from a campus model to a centralized service model.
 HRIS Compliance: Responsible for maintaining all employee information including personal, financial and
historical record retentions and data entry.
 Affirmative Action Plan- Responsible for plan execution and related communication to management team.
Education
Masters of Business Administration, University of Phoenix, 2013
Bachelors of Science- Business Management, University of Phoenix, 2008
Associates ofArts- Liberal Studies, De Anza College, 2005
Certificates
Federal Mediation and Conciliation Services, Mediation Skills for the Workplace, 2015
Cornell University, Contract Administration Certificate, 2013
Michigan State University Labor Relations Certificate, 2012
Current PHR Certification, 2009
Public Speaking, Human Relations, Cultural Communications, De Anza College
Organizational/ Community Outreach at Northrop Grumman
Chair- Sprout Employee Resource Group for Parents (2010-2014)
 Direct membership towards meeting vision & Mission objectives.
 Facilitate and lead monthly meetings and events.
Treasurer- MsW (Women’s networking society), 2009
 Maintained and coordinated financial budgets for ERG.
 Continual participation on committees and events.
 Lead 2 successfulnetworking events in 2008.
Health and Safety Committee Member (2004-2009)
 Developed and initiate safety awareness strategies.
 Communicated objectives and goals to employees.
 Implemented appropriate training programs.
 Oversaw adherence to current safety policies and procedures.