Summary
Overview
Work History
Education
Skills
Professional Development
Timeline
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Jennifer L. Gowen

Jennifer L. Gowen

Summary

Accomplished Human Resources Executive with extensive experience, highest levels of integrity and consummate achievements building first-rate organizations. A savvy team leader with superb business acumen and proven ability to forge indelible team synergy. Pivotal operating and executive leadership contributor, providing Human Resources direction for multiple facilities, from due diligence to conversion. Innovative problem solver, strategic decision maker, strong communicator and highly skilled negotiator. Able to provide a service that delivers unmatched best practices, focus and compliant Human Resource solutions.

Overview

20
20
years of professional experience

Work History

Regional Director of Field Team Human Resources, Northeast

Brady Plus
08.2015 - Current
  • Company Overview: acquired Envoy Solutions / Penn Jersey Paper
  • Lead, manage and coach the in-field HR team, consisting of 12 regional HR Partners.
  • This team supports the site leaders, including the General Managers, Sales Leaders, departmental managers and employees, working to ensure all policies, programs and procedures are streamlined, executed, and enable Envoy’s strategic initiatives, values and culture.
  • Provides strategic HR and talent consulting/advising to regional leadership and in partnership with the HRLT team and HR Centers of Excellence.
  • Partner with regional leadership team(s) to analyze and prioritize the critical business challenges faced by the organization and deploy appropriate HR interventions in collaboration with appropriate COEs, in 30 locations/1800 employees.
  • Ensure operational excellence by measuring the effectiveness and efficiency of the HR field teams.
  • Provide ongoing feedback and support to the Centers of Excellence to help proactively shape HR policies, programs and practices for maximum business effectiveness.
  • Work with the HRLT/ELT and COEs to ensure HR initiatives meet the needs of the region.
  • Operate as a trusted advisor to regional leadership of assigned business unit(s), serving as the expert on people and organizational issues.
  • Provide strategic HR business partnership for assigned region and business unit(s).
  • Lead legacy business leaders in translating the business strategy into a talent strategy that embeds and reinforces a culture where associates are seen, heard, valued and have an equitable opportunity to succeed.
  • Assessing Human Capital risks for the business and developing remediation strategies as appropriate.
  • Leveraging key trends and/or gaps to incorporate within strategic decisions and talent plan.
  • Managing employment practice risks weighing short- and long-term impacts, including Associate Relation mitigation strategies, staffing/co-employment strategies, etc.
  • Influencing the prioritization of the work that will drive the highest value.
  • Partnering with Talent Management, Compensation, Learning & Development; and other COEs to manage equity and equitable outcomes of programs and talent solutions.
  • Serve on the Regional HR Leadership team and collaborate with peers across the organization to drive business objectives, share HR best practices and provide support.
  • Support with the prioritization and delivery of HR solutions to assigned region, including people strategy, culture and belonging, organizational efficiency, workforce planning, and succession management.
  • Consult with regional/national leadership to drive business success by providing thought leadership, and direction, accountable for delivering a HR strategy that is aligned with the needs of the organization.
  • Support business outcomes with HR programs, initiatives and strategies leading to a market competitive advantage.
  • Responsible for leading HR initiatives related to company consolidations, mergers, integrations and external acquisitions.
  • Serve as a member of the Merger and Acquisition Team, consulting as a COE representative of the Human Resources Leadership Team.
  • Manage all branch HR team members in assigned region by providing support, vision, prioritization, coaching and development.
  • Partner with the HR Regional Leadership Team and COEs on planning and delivering HR solutions to the business.
  • Make recommendations for innovative and creative solutions with a willingness to push and challenge for transformative work.
  • Participate in enterprise-wide HR project work, partnering with peers across the organization to create and share systemic solutions to HR challenges.
  • Collaborate with Talent Management and Compensation COEs to develop solutions to attract, retain, and motivate world class talent.
  • Facilitate acquisitions of new companies on East Coast, implementing policies and procedures.
  • Liaison for all union activity and correspondence for 3 unionized distribution centers on East Coast.
  • Ensure union avoidance training is facilitated across country.
  • Participate in Union CBA negotiations, consult in high risk grievance hearings; attending panel hearings representing the best interest of BradyPLUS.
  • Lead Employee Engagement Committee activities, advise on coordination of activities for company-wide deployment.
  • Acquired Envoy Solutions / Penn Jersey Paper

Director of Human Resources

Penn Jersey Paper Company
Philadelphia
12.2011 - 08.2015
  • Plan, direct, and coordinate human resource management activities of a 500+ employees, union and non-union organization.
  • Maximize the strategic use of human resources and maintain functions such as employee development, compensation, recruitment, personnel policies, and regulatory compliance.
  • Administer compensation, performance management systems, benefits, safety, and engagement programs.
  • Identify staff vacancies and manage the recruitment/interview/selection of candidates.
  • Manage On-boarding process, improved process by moving to electronic systems.
  • Manage staff including coach and counsel of managers/supervisors, overcome recruiting challenges, refereeing disputes, employee terminations and administering disciplinary procedures.
  • Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment and recommend needed changes.
  • Analyze and lead compensation studies/benefits policies to establish competitive programs and ensure compliance with legal requirements.
  • Plan and oversee new employee orientation to foster positive attitude toward organizational objectives.
  • Coordinate/manage succession planning activities, ensuring high potential recognition and continued development.
  • Maintain/analyze/develop KPI’s for benchmarking HR initiatives including personnel-related data, turnover reporting, internal promotions, transfers, performance appraisals, and absenteeism rates.
  • Member of the Executive Team. Leading strategic planning and process improvement sessions.
  • Manage all labor relations issues/questions/concerns for Local Union 107.
  • Development of PJP University, an internal education platform for all associates.
  • Investigate and manage workers compensation claims including directing decisions to carrier.
  • Represent organization at personnel-related hearings and investigations and manage all legal issues.
  • Negotiate collective bargaining agreements and help interpret labor contracts.
  • Prepare personnel forecast to project employment needs.
  • Prepare and follow budgets for personnel operations.
  • Assist with wellness program and health initiatives.
  • Oversee the evaluation, classification and rating of occupations and job positions.
  • Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.

Director of Human Resources

CORA Services, Inc.
Philadelphia
12.2011 - 08.2015
  • Company Overview: Non-Profit Educational (K-12) & Social Service Agency
  • Responsible for the total function of the Human Resources department including the management of Compensation and Benefits, Training, Recruitment, FMLA, Employee Orientation, Policy and Procedure administration for 350+ employees.
  • Partner with Executive Staff, Directors and Supervisors to strategize, recruit and hire for all levels of the organization.
  • Develop and deploy benefits strategies to attract, retain and motivate employees; utilizes diversity training to attract and retain diverse group of employees.
  • Direct the design, development, negotiation, implementation, cost management, administration and evaluation of the company’s health, welfare and 403(B) retirement plans.
  • Build strong partnerships with CEO, Executive Management and Directors to achieve strategic organizational and business goals.
  • Responsible for the supervision of (5) HR staff members. Responsible for maintaining all applicable laws, policies and procedures.
  • Manage the Records Department, authorizing the release of client records and responding to subpoena requests.
  • Manage Information Technology Department.
  • Manage the reception department, ensuring that the receptionists maintain the highest level of professionalism.
  • Conduct, consult with and facilitate employee coach/council meetings to resolve employee/management conflicts.
  • Maintain responsibility for plan compliance with ERISA, HIPAA, COBRA, FMLA, IRS and DOL regulations, as well as applicable federal and state laws.
  • Provide for all staff, a strong leadership presence while encouraging an open-door policy.
  • Administer and monitor 403(b) Retirement Plan; manage annual 5500 and compliance testing for successful completion annually.
  • Negotiate yearly medical plans with broker and insurance representatives.
  • Coordinate and manage annual audits of health and welfare plans.
  • Review staffing contract and other agency contracts as they pertain to personnel.
  • Participate in annual review of agency-wide contracts.
  • Provide daily consultative support to upper management on critical organizational issues.
  • Point of contact for any/all legal issues.
  • Coordinate internship programs, volunteer programs and professional development programs.
  • Coordinates/works with internal committees designated to support staff members (ie. retirement committee, Heritage Day/Holiday all staff events).
  • Worked on committee to implement fee for service billing for EI department.
  • Designs and conducts new employee orientations.
  • Assists in the development and interpretation of company policy and procedures.
  • Acts as liaison for the Agency with Health Care Insurance representatives.
  • Oversee payroll function for entire agency with use of ADP.
  • Non-Profit Educational (K-12) & Social Service Agency

Director of Human Resources

MRI Flexible Packaging
Bensalem
08.2005 - 12.2011
  • Responsible for the total function of the Human Resources department including the management of Compensation and Benefits, Training, Recruitment, FMLA, Employee Orientation, Policy and Procedure administration for 250+ employees.
  • Responsible for the successful outcome of 3 HR audits per year.
  • Responsible for the HR management of 2 separate manufacturing locations, running three different shifts daily.
  • Assist management in creating programs and policies that will directly increase the efficiency, productivity, motivation and well-being of the organization.
  • Establish a contemporary performance appraisal and improvement process that assist in skill building and promotability.
  • Perform payroll functions using ADP for 250 exempt/non-exempt employees.
  • Ensured legal compliance under FMLA, ADA, Workers’ Compensation, Benefits, EEO, ERISA and other applicable laws.
  • Responsible for writing/updating all company policies.
  • Maintain company employee handbook.
  • Work with WedNET PA government program to ensure reimbursement of training classes for all PA employees.
  • Handle all issues related unemployment compensation, including representation in unemployment meetings.
  • Integral Part of a successful succession planning team.
  • Work with Operations Management to ensure that company is within AIB and ISO 9001 guidelines for yearly audits.
  • Strong knowledge of HR related federal, state & local laws (COBRA, EEO, ERISA, Immigration, FLSA, FMLA, HIPAA, etc.).
  • Be available to all levels and functions of the organization as a consultative resource to address employee issues, concerns, and suggestions for improved productivity and company well-being.
  • Maintain current job descriptions and routinely update salary trends for all positions.
  • Participate with Senior Management in all matters related to employee performance, operations of agency and customer satisfaction.
  • Assure adequate staffing is available.
  • Manage the recruiting process and work with temporary staffing company if needed.
  • Work with Operations Manager to assure proper training was implemented.
  • Facilitated operations training for entire company, including but not limited to, Sexual Harassment Awareness, Fire Safety, Blood Bourne Pathogens, Lock Out/Tag Out and OSHA training for plant management and all employees.
  • Assure proper administration of benefits.
  • Assure timely communication of Human Resource issues; be a positive influence for the organization.
  • Establish performance expectation and track/improve performance.
  • Develop and implement plans to accommodate future growth.
  • Reduced Workers’ Compensation cost for four (4) consecutive years.
  • Executive Safety Committee Co-Chair resulting in improved internal processes, communications and significant reduction in experience for five (5) years.; successfully developed and implemented new rigorous Safety Program.
  • Reduced number of employee accidents and days out of work through improved training and incentive programs.

Education

Masters of Science - Organizational Leadership with concentration in Human Resource Management

Northeastern University
Boston, MA

Bachelor Degree - Social Science

TESU
New Jersey

Skills

  • Employee/Executive Coaching
  • Safety & Workers’ Compensation
  • Succession Planning
  • Compliance Awareness
  • Talent Acquisition & Training
  • Organizational Development
  • Strong Leadership Presence
  • HR Compliance/Change Management
  • Conflict Resolution
  • Compensation & Benefits
  • Performance Management
  • Training & Development
  • Talent Development
  • ADP for Payroll Systems
  • Engagement
  • Culture
  • Leadership
  • Employee relations
  • Talent management
  • Union negotiations
  • Performance management
  • Change management
  • Coaching and mentoring
  • Strategic planning
  • Compensation analysis
  • Staff training and development

Professional Development

  • Cornell University- Total Rewards Compensation Certification
  • PA State Safety Chairman certification- State of PA
  • Accident Investigation Training - JKJ
  • Proficient use of ADP, HRB, recruiting, timekeeping and performance modules
  • Excel Level 3 Master User
  • Multiple versions of HRIS/ATS

Timeline

Regional Director of Field Team Human Resources, Northeast

Brady Plus
08.2015 - Current

Director of Human Resources

Penn Jersey Paper Company
12.2011 - 08.2015

Director of Human Resources

CORA Services, Inc.
12.2011 - 08.2015

Director of Human Resources

MRI Flexible Packaging
08.2005 - 12.2011

Masters of Science - Organizational Leadership with concentration in Human Resource Management

Northeastern University

Bachelor Degree - Social Science

TESU

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Jennifer L. Gowen