B E R N A R D J . R U E S G E N P A G E

*

BERNARD J RUESGEN

*** *. **** ****** *******, CO 80634 970-***-**** acapsh@r.postjobfree.com

ENGAGEMENT SUMMARY

COMMITMENT LEADERSHIP INTEGRITY

A proven strategic human resources leader with extensive “hands on” experience in supporting operations. Use

a defined sense of urgency to translate link human resource processes to business strategies to maximize

profitability and performance. Expert at effective union avoidance strategies in non unionized groups, and at

building positive relationships where collective bargaining agreements exist. Maintains a reputation built on

quality, service, and predictable ethics.

AREAS OF EXPERTISE

Employee Relations Union Avoidance Business Process Reengineering

Operations Partnerships Employment Law Collective Bargaining & Contract

Regulatory Compliance Rewards & Recognition Administration

EEOC Responses Internal Investigations Community Involvement

PROFESSIONAL EXPERIENCE

SPORTS AUTHORITY – ENGLEWOOD, CO 2006 – Present

IRECTOR OF HUMAN RESOURCES

D

Direct multi site/multi state HR functions to provide coordinated support for all Logistics Operations (e.g.

distribution centers, traffic and transportation, industrial engineering, and imports groups) in a $3 billion plus

privately held corporation operating 470 plus big box retail centers in 44 states. Responsibility for employee

relations, staffing, rewards & recognition, strategic planning.

SWIFT & COMPANY – GREELEY, CO 2000 – 2005

IRECTOR OF HUMAN RESOURCES

D

Directed the human resources function for 3,100 employees in four operating divisions in Colorado for a $2

billion privately held corporation. Administered and negotiated collective bargaining agreements for 3 labor

organizations. Responsibilities include union relations, employee relations, managing and staffing exempt and

non exempt positions, community relations, training, and safety.

DEL MONTE FOODS – MENDOTA, IL 1998 – 2000

REA HUMAN RESOURCES MANAGER

A

Human resource responsibility and oversight for 1200+ unionized and non union employees in multi state

operations. Managed exempt and non exempt staff and had responsibility for employee relations, seasonal staff

up, employee relations and exempt and non exempt staffing.

BPI TECHNOLOGY, INC. – S. SIOUX CITY, NE 1996 – 1998

B E R N A R D J . R U E S G E N P A G E

2

UMAN RESOURCES / SAFETY MANAGER

H

Full human resources and safety responsibilities for facilities in Kansas, Iowa, Texas, and Illinois; including

safety oversight for the construction of a $50 Mil facility in Nebraska. Managed exempt and non exempt staff

associated with human resources and safety. Administers safety program in areas including, but not limited to

lockout/tagout, fall protection, hazard communication, powered industrial lifts, and compliance with the

general duty clause requirements.

PERDUE FARMS, FOODS DIVISION – WASHINGTON, IN 1993 – 1996

R. COMPLEX HUMAN RESOURCES REPRESENTATIVE

S

Full human resource generalist responsibility in a labor intensive food processing facility employing 1200 plus

non union employees at 4 locations throughout Indiana.

SIGNIFICANT ACHIEVEMENTS & MILESTONES

• Extensive knowledge and experience in managing business issues pursuant to the Occupational Safety

and Health Act (OSHA), the Uniformed Services Employment and Reemployment Rights Act (USERRA),

the Family and Medical Leave Act (FMLA), the Fair Labor Standards Act (FLSA), the Worker Adjustment

and Retraining Notification Act (WARN), the Americans with Disabilities Act (ADA), the Age

Discrimination in Employment Act (ADEA), and the Civil Rights Act of 1964 (Title VII).

• Directed the reorganization or closures of numerous facilities due to business restructuring, sale, or

catastrophic events. Developed strategic plans and cost models for facility closures, drafted and directed the

issuance of severance packages, outplacement, and reassignment of employees, structured the initial

announcements and on going employee communications.

• Developed multiple leadership skills training options for frontline supervisors to assist them in

increasing associate productivity, retention, and flexibility within a cost conscious structure. Strengthened

their management and leadership skills by identifying gaps in their abilities and creating development

strategies to address them.

• Extensive experience creating company wide model for union avoidance programs. Administer,

negotiate and manage numerous collective bargaining agreements and substantially reduced grievance

activity while preserving traditional management rights.

• Ability to interpret and advise on the application of EEO/AA laws. Investigated, drafted response, and

resolved numerous complaints under the jurisdiction of the Equal Employment Opportunity Commission or

its state based equivalent civil rights agency.

• Experience in strategic planning and execution. Knowledge of contracting, negotiating, and change

management. Experience in examining and re engineering operations and procedures, formulating policy,

and developing and implementing new strategies and procedures.

• Ability to analyze and assess training and development needs. Knowledge of organizational

development theory and practices.

PROFESSIONAL ORGANIZATIONS AND CERTIFICATIONS

Senior Professional Human Resources (SPHR) – Human Resources Certification Institute

B E R N A R D J . R U E S G E N P A G E

2

Society for Human Resource Management

EDUCATION

MASTER OF SCIENCE ~ MANAGEMENT DEGREE

Regis University – Denver, CO

BACHELOR OF SCIENCE ~ POLITICAL SCIENCE DEGREE

University of Wisconsin – LaCrosse, WI

ASSOCIATE OF APPLIED SCIENCE ~ SUPERVISORY MANAGEMENT DEGREE

Western Wisconsin Technical College – LaCrosse, WI

Contact this candidate