Edith Lozano

• Lead all HR functions across a region composed of 20 freight transportation facilities, 6 direct reports who partner with site management and employees with day-to-day HR activities, compliance, engagement, and overall deliverables to achieve business goals.
• Enhance a performance-driven culture through the development and implementation of consistent performance management coaching and counseling techniques. Adversely, successfully manage performance improvement plans through consistent administration, training, and mediation to correct issues.
• Implemented retention surveys, sustain monthly roundtables, improved company information communications through re-training frontline management in delivering daily employee meetings, and held people managers accountable for the fist 90-days performance reviews to drive an engaged workforce. Turnover decreased by 7% in 2022 compared to 2021 for dockworkers and commercial motor vehicle drivers and maintained in 2023 the prior year's improvement.
• Collaborate with operations VP, legal, compensation, talent acquisition, safety, in the creation of an operations lead position that resulted in annual cost savings in labor expenses of $50,000 per operational facility per year. Volunteered two of my locations - Dallas and Phoenix - as pilot locations for XPO launch of Road Flex Operations to employ over the road drivers as a new division to eliminate costly highway sub-service third party logistics costly expenses.

• Provide prompt leadership and strategic guidance to Operations and HR business partners on all labor relations programs, policies, and procedures to twelve perishable distribution centers and private fleet teams at each of the twelve sites.
• Evaluate, respond, and resolve emerging labor relations issues promptly following the company’s labor relations strategy while ensuring compliance with federal, state, and local employment laws.
• Assist with implementation of strategies regarding positive labor relations and union awareness including appropriate company responses to union campaigns, monitoring site vulnerability, response strategies, legal position, and policy review.
• Research, compile and prepare labor strategy reports on labor/employee relations activities, with thorough analysis and summary of date and trends. Key contributor in two union campaigns in which the operating facilities lawfully prevailed and maintained union-free status.
• Proactive management of operational issues with labor implications by providing thorough training to business partners on the company’s labor relations strategy.

• Develop and implement plans and programs to ensure the most effective transition and standardization post-acquisition of three manufacturing facilities and one distribution center.
• Provide strategic and tactical direction to field Human Resources and Operations personnel, and serve as the liaison between field operations and corporate Human Resources. Immediate responsibility and leadership of three human resources managers and two human resources generalists, and three talent acquisition specialists who staff hourly and exempt roles.
• Ensure Affirmative Action, EEO, Immigration, and all employment compliance policies and practices are effectively in place by identifying and correcting risk generating patterns through the use of available resources.
• Additional responsibilities include assisting the Director of Human Resources in the training and development of Complex HR Managers in the following areas: Training & Development, Union Avoidance, turnover and retention improvement, HR audit, talent acquisition, community relations, safety and investigations, business unit realignment strategies.

• Provide strategic and tactical direction to plant Human Resources and Operations personnel and serve as the liaison between operations and corporate Human Resources. Immediate responsibility and leadership of 2 senior human resources generalists and two human resources coordinators at the plant.
• Responsible for overseeing the day-to-day activities in the processing plant’s HR office. Duties include interpreting and administering policies fairly and consistently while managing retention, bid movement & union grievance procedures and overall labor contract administration.
• Provide group and one-on-one coaching with managers and employees to support leadership development, business decision-making, human resources management, problem-solving and performance management; support the implementation of appropriate HR solutions aligned with business strategy.

• As senior manager of human resources in distribution, I had responsibility over all the HR support functions for Tyson's distribution centers, warehouses, and freezers (28 total.)
• Provided strategic and tactical direction to a team of human resources professional composed of three human resources manager, three human resources generalists.
• As senior manager of human resources in the private fleet, I had responsibility over all the HR support functions for Tyson's private fleet composed of 1,300 over the road drivers reporting up to three strategically located site terminals in Arkansas, Mississippi, and Pennsylvania.
• Ensure Affirmative Action, EEO, Immigration, and all employment compliance policies and practices are effectively in place by identifying and correcting risk generating patterns.
• Participate in labor negotiations and grievance resolution; fill the role of Plant HR manager temporarily if needed; gather data and develop reports as it relates to competitive analysis in HR related indicators.

• Responsible for all matters pertaining to Affirmative Action including overseeing preparation of the annual Affirmative Action Plans, facilitating OFCCP compliance evaluations at scheduled locations, and conducting analyses of selection processes using statistical methodology.
• Advise and oversee good faith efforts to recruit, hire, train, and retain qualified minorities, women, covered veterans and individuals with disabilities.
• Other responsibilities include preparing and reviewing Affirmative Action reports to assure compliance with all federal contractor obligations, providing training support in Affirmative Action policies, systems, and best practices to Tyson HR staff, and providing AA counsel and advice as needed.

• Responsibilities include performing interim human resources manager and employment manager functions in various pork and beef processing plants; to administer and manage all plant personnel functions, including but not limited to interpreting policies and managing human resources procedures in union and non-union manufacturing facilities.
• Provide strategic and tactical solutions and support including, but not limited to, talent acquisition, learning and development of new front line supervisors, employee relations, leadership resource planning, diversity initiatives.
• Responsible for all aspects of regional recruiting and direct hiring team members outside production locations, anywhere in the United States.
• Additional human resources responsibilities include training and retention as well as assisting HR Operations Directors and VP with projects, to include bargaining contract negotiations, Affirmative Action, Equal Employment Opportunity Programs and HR audits.

• Lead a team of 2 salaried members and 3 hourly associates to drive continuous improvements in safety, worker’s compensation costs, and benefits administration, supporting a non-union appliance manufacturing plant of up to 1,200 employees.
• Responsible for administering and managing plant personnel functions, policies and procedures, peer review process and employee relations.
• Responsible for managing temp labor relations, on-boarding, orientation and training.

Responsible for administering and managing plant personnel functions including compensation, recruitment selection, worker’s compensation, EEO & employment/labor laws.

Responsible for overseeing the day-to-day activities in the processing plant’s HR office. Duties include interpreting and administering policies fairly and consistently while managing retention, bid movement & union grievance procedures and goals.

Responsible for managing a 6-person staff: 4 management support clerical members and 2 janitorial staff members. Plant workforce of up to 3,300 employees.

To achieve this position, I served as human resources trainee in the field from October 2006 to December 2007. During this training plan for my career advancement I was assigned to work in three beef manufacturing facilities: Dakota City, NE; Garden City, KS; and Amarillo, TX. This is where I learned the inner-workings and obligations to operate in union-represented work environments.