2. Education
B.S Psychology minor Legal Studies
Central Michigan University, 2012
M.A. Employee and Labor Relations
Wayne State University, 2015
3. Prior Human Resources Experience
• HR Co-op at DTE Energy
• August 2013-May 2014
• Presented Job Analysis to eliminate 12
Customer Service positions to V.P. and
Executive Team
3
4. HR Competencies
4
Labor Relations
• Investigations
• Disciplines
• Attendance Counseling
• Ran A & C crew solo to cover Labor Rep
• Worked on all 3 shifts
Employment Office
• Removing EE from role & Reinstatement's
• Shift preference
• Leave of Absence
• Visited WCM Academy 4X to help on board
People Development
• Human Error Management
• Quality Gate
• Launch Team
• Manufacturing Training Area
• Radar Charts
5. Job Rotation Pamphlet
5
Rolled out job rotation with TL 1:6 transition
Pamphlet was created, approved by UAW Committee
and passed out to the floor by HR.
Job Rotation
What is it?
An initiative to consistently rotate team members through varied jobs on their team
Why is it important?
Reduces ergonomic impact caused by repetitive motions
Team’s individual job skills are refreshed daily
Supports Team Leader 1:6 initiative
Promotes company effort to build a quality product
Positive impact on employee engagement
Safeguards against line stoppage and late start up due to absenteeism
How will we do it?
Rotation requirements include a minimum of 1 rotation per day, per team
Teams can modify requirements to include more frequent rotations at their
discretion
*Job rotation initiative per National Agreement between UAW and Chrysler
6. Launch Team Video SOP
6
Goal is that every critical job in the plant will have a video SOP
attached to the TL workstation to assist with training.
Project Team: HR Intern, PD Specialist, Chassis
Launch Team Specialist , & Trim Launch Team
Specialist.
7. Launch Team Video SOP Photo Clips
7
Preventative Human Error Reduction & Increased Quality
8. HR Kaizen
8
Required to Operate Report Automation
Problem Description:
RTO Report sent by Labor Relations
Assists with manpower and throughput
RTO is not consistently sent out in a timely manner
Cross Functional Project team: HR Intern,
Labor Relations Supervisor, Systems Analyst, IT
Manager
9. RTO Kaizen Continued
• Human Error Reduction for
LOK/LOS
• TL Development
• WCM Training for A2/Axle
Loop
9
1
No. Description of Actions Required Responsibility Target
Date
Comments or Details Regarding
Progress Made
Closed
Date
1 Automate RTO report to be run
the first hour after every shift
starts and send out email to
floor and other members of
Management
Bill & Sarah April
14th
2015
Making PDCA on 4/2 April 14th
2015
2
3
Countermeasures
DO: Implement Solutions
Sketch
Time Spent After Countermeasure
Day / Week / Month
Time
STEP 5,6
Report
automated
0
0.5
1
Weekly Hours
A Crew
B Crew
C Crew
10. B/C Calculation
10
B/C=
20.08
Perimeter Hard BC = 0
Hard Perimeter Savings $ Hard NonPerimeter Savings $ Soft or Virtual Savings $ Perimeter Cost $ Non-Perimeter Cost $
Total Benefit -$ Total Benefit -$ Total Benefit 25,900$ Total Cost 1,290$ Total Cost -$
Benefit Summary Benefit Summary
Benefit Cost for RTO Automation
$-
$5,000
$10,000
$15,000
$20,000
$25,000
$30,000
Benefit Cost
$-
$1,290
$-
$25,900
$-
Soft / Virtual Savings
Hard Non Perimeter Savings
Hard Perimeter Savings
Currently in the “Do” phase of project. Will
be submitting for Best Practice once project
is implemented with a completion date of
05/01/2015.
11. Radar Chart
11
Sarah Fox
HR Intern
Total Tools 32 Averages 3.88 2.88 1.09
Required Current Original
Level 4 in 6
HR Skills
12. Career Plan
12
1-2 Years – Continue to work in the automotive industry
1-2 Years – Be involved in UAW Negotiations (national/local)
1-2 Years – Work outside of MI (state or country relocation)
3-5 Years – Become a Talent Manager, Labor Supervisor, or PD
Lead
5-10 Years – Move to an HR Manager position after rotating
through all areas of Human Resources
Other areas of interest include: University Relations, Training
and Development, Diversity, EEO Consulting
