To obtain a senior Human Resource/ Labor Relations position and provide expertise to the operating units, consistent with the company’s overall strategic plan and strategy.
Anthony V. Fabbie
235 Haines Road cell: 646 -483 -0300
Bedford Hills, New York 10507
Job Objective
To obtain a senior Human Resource/ Labor Relations position and provide expertise to the operating units, consistent with the company’s overall strategic plan and strategy.
Organizational Value Added
• Brings over 15 years of focused and passionate HR, Labor Relations and business experience, helping companies maximize employee potential with innovative and dynamic initiatives that help drive the bottom line.
• Offers strong collaborative and leadership skills that allows for the development and execution of HR programs throughout the organization.
• Provides support and advice to the Executive Team on all HR matters.
• Works closely with Company Managers to identify the skill sets of key operating and staff positions to fit the Company culture and drive the long-term success of the organization.
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Human Resources Accomplishments
Human Resources Administration/Operations
• Ensured that all HR programs and policies were preventively focused and in compliance with all federal and state regulations.
• Developed and upgraded organizational competencies of both HR staff and organizational employees to ensure the highest caliber of human capital to meet business objectives.
• Provided meaningful management metrics/reports that informed executive staff of critical “barometers†such as turnover rates, promotion rates, diversity statistics, benefits and compensation costs, etc. as a necessary dashboard for monitoring the business.
• Minimized administrative requirements, focusing on those that are sound business processes including development of Self Service for benefit enrollment.
• Demonstrated experience with regulatory laws that affect employment, including understanding of ADA, FMLA, and Title VII/Civil Rights Act including conducting investigations based on employee escalations with responsibility to bring issues to resolution.
Business Partnership
• Developed a strong understanding of the business dynamics in order to contribute effectively.
• Built relationships within the management team and with employees throughout the organization.
• Developed programs, strategies and policies that foster teamwork, commitment and team and individual professional growth.
Human Resources Strategic Planning, Analysis and Implementation
• In collaboration with senior management colleagues, developed short-term tactical and longer-term strategic plans to meet company objectives.
• Assess the needs of the business in terms of future requirements for workforce planning and employee development.
• Ensured new human resources information system was utilized effectively and provided reports and measures that met senior management’s information needs.
• Provided direction and guidance to management in employee relations.
Organizational Development
• Provided insightful, confidential and business-focused guidance to senior operating executives on all matters related to employee and organization development.
• Ensured that the organization evolved to meet changing business needs.
• Led Human Resources due diligence for all potential acquisitions (or divestitures) and directed the workforce-related integration of newly acquired/merged entities such as the
acquisition and integration of numerous customer accounts including Bank One with over 400 employees.
• Ensured a career development plan existed and was used for high potential employees.
Recruitment and Retention
• Experience with working with the leadership team and providing the recruitment function with advice & counsel in assessing staffing requirements, determining recruitment strategy and participating in the interview and selection process ensuring that high quality, diverse talent is brought into the company.
• Developed competencies for major functions and roll out for recruitment and performance management.
• Provided training and coaching to senior executives in recruiting “high caliber†employees.
• Conducted/Analyzed employee engagement survey and developed recommendations for implementation.
• Conducted employee focus groups.
Performance Management
• Provided leadership in the development and implementation of Company’s revised performance management process aimed at developing a high performance culture and in which poor performance is proactively addressed.
• Guided managers in managing the performance management process and gave guidance on handling discipline issues.
• Worked with human resources and line staff to prevent or resolve employment-related claims against the company wherever possible.
Training and Development
• Implemented succession planning and employee development plans for all managerial and supervisory levels and other key positions.
• Developed and implemented training courses in conjunction with senior leadership/operation both HR and Operation Courses and both on line and instructor lead (Team Building, Performance and Career Development Counseling and Employee Selection).
Compensation and Benefits
• Ensured competitive compensation levels are maintained for all staff.
• Directed the payroll function and resolved outstanding payroll and benefit issues resulting in significant savings.
• Demonstrated understanding in the development and administration of proactive and market competitive benefits programs.
• Implemented a 401-K Top Hat Program and implementation of self service relative to benefit enrollment.
• Re-bid and re-designed benefit plans resulting in savings of approximately $300k.
• Ensured compliance with all benefit laws including filing of 5500 forms.
• Managed vendor in self insurance medical program.
• Developed incentive compensation programs tied to individual, business unit and company performance.
• Managed the annual salary review process.
Executive Leadership
• Led up to 18 HR managerial and professional employees in geographically dispersed areas covering all aspects of employee and labor relations.
• Proven ability to partner with the senior leadership team in the preparation of the organization’s strategic plan and in the development and implementation of the annual Operating Plan, especially in regards to workforce planning.
• Aggressive and forward thinking in introducing company-wide development initiatives such a new performance management programs that improved productivity and competitiveness and worked in conjunction with other HR programs
• Represented the needs of the employee population to the senior staff.
• Collaborated with senior management to ensure that all programs and initiatives are consistent with broader business strategies and objectives.
Highlights of Union Free and Collective Bargaining Negotiations
• Educated company leaders about the National Labor Relations Act (NLRA) and now the Employee Free Choice Act (EFCA) and its implications including the punitive penalties for company violations.
• Trained supervisors to recognize and respond – quickly and effectively - to the earliest warnings of union card signing activity.
• Successfully strategized to resolve issues internal to the company, keeping employees from seeking the need to use the grievance procedure or external solutions such as litigation and third party representation
• Demonstrated understanding of the collective bargaining process, including understanding of union organization process, contract negotiations, grievance handling, and labor & management relationships.
• Developed the collective bargaining strategy in collaboration with operating management to support overall business objectives
• Directed the labor relations program for EMCOR with approximately 1,000 union employees in 49 collective bargaining agreements across the US.
• Negotiated/participated numerous collective bargaining agreements (or participated in negotiations) for Mobil Oil/Insignia/ EMCOR with the following unions:-Operating Engineers),-Service Employees International Union,-International Brotherhood of Electrical Workers, United Carpenter Workers, Oil Chemical and Atomic Workers
Union, Teamsters and Independent Unions.
• Prepared modeling of “what if†propositions relative to costs of union demands to fully understand impact to company and developed negotiations strategy.
• Prepared company position for any level grievances from the first to the final step of the process prior to arbitration.
• Represented the company in matters involving State and Federal agencies
Work History
2007 – 2009 Hunter Roberts Construction Group (General Construction- $1B Revenue)
Union Free - 270 employees
Union (Master Union Agreements) - 200 Union employees
New York, NY
Director, Human Resources
2005 – 2007 American Infrastructure (Heavy Civil Engineering- $550M Revenue)
Union Free – 2,200 employees
Philadelphia, PA
Vice President, Human Resources
2002 – 2005 EMCOR Facilities Services (HVAC/Call Center Services/Sales)
Union and Union Free – 3,700 employees, 49 collective
bargaining agreements across the US.
California and Arizona
Vice President, Human Resources
1997 – 2002 Insignia/ESG (Sales and Property Management)
Union and Union Free - 1,000 employees
Phoenix, AZ
Regional Director, Human Resources/Labor Relations
1973 – 1997 Mobil Oil Corporation (Marketing and Refining)
Union and Union Free - Paulsboro Refinery and Northeast Region
New York, New Jersey, California, Arizona
HR Generalist to VP Human Resources and VP Marketing and Sales
Education
MA Industrial Relations University of Illinois
BBA Business Administration University of Miami
Professional Associations/Certifications
Safety Programs -OSHA 10 and OSHA Construction 30 CERTIFIED
Corporate Executive Board
Society for Human Resource Management (SHRM)
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