Linda Glenn-Burroughs has over 10 years of experience in human resources at United Airlines, the world's largest airline. She has held various HR roles including Associate HR Partner, HR Project Leader for the Family Medical Leave Service Center, and Senior HR Generalist. In her current role as Associate HR Partner, she provides strategic HR guidance and counsel to multiple divisions and supports organizational transformation.

1. Linda Glenn-Burroughs16815 S. Clyde Ave.South Holland, Illinois 60473Home: (708) 418-0054Cell: (708) 707-3623E-mail: lindaglennburroughs@yahoo.com<br />Career Summary<br />A well-rounded respected Human Resource Partner with 10 years of extensive HR experience, recognized as a strategic HR leader with sound judgment who understands the Business Partner goals and can translate those goals into actionable HR goals in support of the business strategy. Self-motivated, results driven, strong collaborator with excellent communication and influencing abilities.<br />Professional Experience<br />UNITED AIRLINES, Chicago, Illinois 1984 to Present<br />The world’s largest air line with 80,000 employees, $28 billion in revenue and flights to 59 countries.<br />Associate HR Partner October 2007 – Present<br />Provide forward-looking, human resource counsel to multiple divisions including Finance, Human Resources, IT, Legal, Onboard and Labor. <br />Advised Business Partners on strategies and solutions to address current and future talent management needs for their division. Partnered with division leadership team and other HR Centers of Expertise to ensure sustained sponsorship for the organizational transformation work.<br />Consulted with divisional leadership in developing reduction-in-force strategies impacting workforces across corporate divisions including Finance, Human Resources, and IT. Played a critical role in the development of customized comprehensive reviews for jobs impacted. Supported leaders by ensuring the comprehensive reviews content was complete and accurate. <br />Collaborated with Business Partners to drive organization redesign. Transformation support included redesign of organizational structures, change management strategy, career management frameworks, and incentive compensation and performance management.<br />Co-authored Performance Improvement Plan (PIP) document for exempt and non-exempt employees. Guided and consulted with Division leaders when an employee was placed in a PIP resulting in the successful completion of PIP plans for several employees. <br />Assisted Business Leaders in the resolution of employee relations issues including overall job performance resulting in improved overall department performance and improvement in department morale. Identified options to redeploy non-union staff displaced by a reduction in force resulting in the placement of the most competitive co-workers in leadership positions. <br />Trained numerous managers and leadership teams in the use of performance management and workforce reductions processes and tools. <br />Supported HR Policy Re-Write Team and co-authored sections of Companies Policies including but not limited to, Emergency Time-Off, Leave of Absences, and Issues Review policies.HR Project Leader – FML Service Center August 2005 – October 2007<br />Oversaw and implemented centralization of Family Medical Leave and long term illness leave of absence for over 20,000 employees resulting in the implementation of the enterprise wide Employee Service Center. <br /> Managed all aspects of the FML Center, including project planning, execution, timing, functionality, quality and cost.<br />Provided strategic direction to Business Partners ensuring absence management programs and the Center are developed to support over 55,000 employees across.<br />Led a team of six supervisors and 4 clerical positions, oversaw performance management, operational support and counsel to the FML Center staff.<br />Assigned individual responsibilities, identified appropriate resources needed, developed schedules and resolved issues to ensure project goals and requirements are met on time and within budget.<br />Establish and maintain robust performance metrics, tracking and reporting systems. Ensure appropriate analyses of data are conducted.<br />Ensure United’s Service Center remains in compliance with federal, state, and local laws and regulations.<br />Currently working with a team to set up a proof of concept for the centralization of Extended Illness Leave.<br />Planned, and developed Skynet web page for the Employee Service Center. Wrote all letters and documents on the Skynet web page.<br />Senior HR Generalist: November 2000 – August 2005<br />Provide leadership guidance on Human Resources issues such as: policy interpretation, selection, retention, compensation, RIF and employee performance and compliance. <br />Strategize with clients to define management staffing needs, position competencies and requirements to meet corporate business objectives. Managed vendor relationships.<br />Develop and implement solutions to people-related issues such as employee retention, absent management, and performance management. Resulting in employee retention, reduction in absences, and higher performing employees. <br />Represented Corporate Human Resources on the FMLA and Reasonable Accommodation teams, focused on improving Absence Management company-wide. Designed, developed and implemented FMLA process letters and forms. Resulting in the reduction of processing time for FMLA and an improvement in overall absenteeism. <br />Designed, developed and implemented human resources training on discipline procedures, personnel policies, skills and techniques for interviewers, career development, and anti-harassment program.<br />Conducted leadership training program for Directors, Managers and Supervisors on performance management and communication effectiveness. <br />Reduced litigation exposure by conducting workshops that increased management's understanding of HR Polices.<br />Served as change agent by developing and implementing organizational development and retention strategies, such as, consultation with Senior Leadership on open communication, open door policy, and leadership team's lunch with groups of employees. <br />Provided HR consultation on performance management, Career Development, Performance Improvement Plans and Developmental Plans. <br />Participated in EEO, Harassment and Discrimination cases, Business Conduct and other investigations. <br />HR Support Lead for the transition of United Credit Union to Alliant Credit Union. Played an overall key HR role throughout the transition process by working closely with Senior Leaders in the overall organization strategy, the talent selection process, lay-off packet, offer letters, and the overall transition process.<br />Communicated and supported the rollout of companywide HR initiatives.<br />Served as HR/LR Rep. For Computer Techs and Ground Communication Techs. <br />Supported the following Corporate Client groups: ISD Division, United Credit Union (currently known as Alliant), Corporate Affairs, HR Division, and Onboard Services Division.<br />Staff Representative - Recognition: August 2000 - November 2000<br />Actively supported Corporate HR Recognition initiatives across all divisions to ensure recognition was an integral part of United's business and people goals for employees worldwide. <br />Communicated and educated management employees in the concepts, philosophies and importance of the Employee Recognition program.<br />Supervisor - Personnel AdministrationFebruary 1995 - August 2000<br />Responsible for providing employee relation’s support to 1,200 exempt and non-exempt employees working in United's Chicago Reservations office. Facilitated discussions and handled complex employee relation issues including Family Medical Leave, Workers Compensation, and Leaves of Absence, Reasonable accommodation, EEO investigations, Union grievances, OSHA complaints and absence management.<br />Assessed Human Resources trends, Union relations, employee engagement and personnel practices. Provided feedback and recommendations to leadership team to improve productivity and the work culture.<br />Partnered with Corporate Human Resources, Legal, Corporate Medical, and Union Representatives to improve the work environment and foster employee engagement.<br />Education <br />Bachelor of Science, Northern Illinois University<br />Professional and CIVIC AFFILIATIONS<br />Member, Society for Human Resource Management (SHRM)<br />Volunteer, Habitat for Humanity; Chicago, IL <br />Volunteer, Junior Achievement; Chicago, IL<br />Member, Delta Sigma Theta Sorority (Joliet Area South Suburban Alumni Chapter)<br />