BARBARA A. REISER, SPHR

**** **** *** ****** ****: 502-***-****

New Albany, IN 47150 acfkuz@r.postjobfree.com

CAREER SUMMARY

"Hands on" strategic Human Resources Professional with 15+ years of HR

generalist/management experience in Fortune 500 manufacturing

organizations. Successful in union, nonunion, and continuous improvement

environments. Recognized for problem solving, conflict resolution,

relationship building, coaching, consulting skills and the ability to

communicate well on all levels. SPHR and Master's degree in Human

Resources Management. Specific strengths in Human Resources include:

. Continuous Improvement

. Workforce Planning

. Performance Management

. Talent Acquisition & Onboarding

. Organization Effectiveness

. Employee Development

. Safety Compliance

. Compensation and Benefits

. FMLA/ADA/EEO/FSLA

. Employee/Labor Relations

Technical skills: Microsoft Word, Excel, PowerPoint, Outlook, PeopleSoft,

Ultimate, Total HR HRIS, Kenexa Performance Management Tracker (PMT),

Compensation Management Tool (CMT), eRecruit and Authoria Applicant

Tracking Systems, Genesis Timekeeping System

PROFESSIONAL EXPERIENCE

CLARCOR AIR FILTRATION PRODUCTS, Jeffersonville, IN

2011-Present

Manufacturer of air filtration products for the commercial, industrial and

institutional markets.

Corporate Human Resources Manager

Serve as an HR Manager/Strategic Business Partner for operations for three

manufacturing facilities. Provide direction and assistance to the plant

human resources administrators. Assist management staff and HR staff in

the development of solutions to human resource issues. Responsible for

leadership of all manufacturing HR functions involving: recruiting and

staffing, legal compliance, performance management, coaching, development

and implementation of policies and procedures and company-wide initiatives,

compensation planning, timekeeping (payroll), and organizational

communications.

PAPA JOHN'S INTERNATIONAL, Louisville, KY

2010 -2011

World's third largest take-out and delivery pizza restaurant chain

employing over 19,000 employees

Contract recruiter position - September 2010 through December 2010

Contract Corporate Recruiter

Supported HR business partners and hiring managers with recruiting,

screening, interviewing and selecting the most qualified candidates for

corporate positions. Worked within guidelines of company policies, budget,

practices and federal, state and local laws.

. Hired talent for entry, mid and executive level positions by

determining hiring requirements and utilizing most applicable,

efficient and cost-effective methods.

. Reviewed resumes and conducted phone interviews with qualified

internal and external candidates to determine job-applicable skills;

recommended final candidates to hiring manager and HR business

partners.

. Maintained applicant tracking system (Authoria) by entering recruiting

and hiring data; produced weekly open positions reports for the

executive leadership team.

. Partnered with Recruiting Coordinator regarding Affirmative Action

requirements, documentation and reporting.

. Averaged 25 open positions on a monthly basis.

BARBARA A. REISER Page 2

AEGON USA, Louisville, KY 2006-2009

Leading life insurance and financial products company employing 12,000

professionals nationwide.

AEGON consolidated multiple business units to Cedar Rapids, IA (position

eliminated).

Human Resources Consultant

Provided HR support for AEGON Financial Partners (AFP) and Transamerica

Capital Management (TCM). In partnership with management, developed and

executed recruiting, retention, employee relations, employee development

and organizational effectiveness strategies. Trained managers in behavioral

interviewing, conducting performance reviews, conflict resolution, market

pricing, salary planning process and affirmative action program.

. Effectively managed employee relations issues for two business

divisions. Proactively coached business unit managers. Avoided all

EEO claims and employee litigation.

. Strategized with managers identifying best hiring and retention

practices. Achieved 98% retention rate and a 20% improvement in "time

to fill" for open positions.

. Successfully led the annual salary planning process yearly including

market pricing analysis.

. Partnered with facilitators, developed and executed a needs based

training program.

. Managed the performance management system. Trained managers and

employees on Performance Management Tracker program and philosophy.

Ensured Annual Program Performance Plans were in alignment with

organizational goals and annual reviews were conducted in a timely

manner.

. Instrumental in organizational restructurings. Collaborated with key

managers ensuring change initiatives were in alignment with business

strategies and goals.

AIRTOMIC / A DOVER COMPANY, Jeffersonville, IN 2002-2006

Manufacturer of airline engine piston rings and joint technologies.

Employed over 200 employees.

(Product moved to Mexico - manufacturing facility closed.)

Human Resources Manager

Partnered with senior management and HR leadership in strategic planning

efforts. Managed all Human Resources functions, including safety,

employee/labor relations, contract administration, recruitment, on-

boarding, employee development and organization effectiveness. Partnered

with management, union, sales, engineering and finance leadership to meet

business objectives. Supported Lean Manufacturing programs and managed HR

administrative staff.

. Participated as a contributing partner in strategic planning of

company goals and objectives.

. Developed and aligned Human Capital Plan to support strategic business

goals.

. Assisted HR Director in the redesign and implementation of a merit-

based performance review program.

. Promoted positive labor relations and partnership between management

and bargaining unit personnel to resolve labor relations issues prior

to grievances being filed. Resulted in a favorable change in union

leadership, 50% reduction in grievances, and an 80% increase in

employee morale.

. Advised leadership team in the administration of policies and

employment practices increasing employee accountability and employee

morale with no successful complaints or charges.

. Conducted training sessions with management personnel on behavioral

interviewing, affirmative action, delivering a successful performance

review, performance management and conflict resolution.

. Developed policies and procedures to support corporate governance

initiatives.

. Designed and implemented a service award recognition program.

. As project lead, collaborated with machinists, engineers, supervision

and local technical school to implement a DOL approved apprenticeship

program for machinists and quality control technicians (workforce

planning initiative). Resulted in a 25% increase in organizational

effectiveness.

. Researched, designed and implemented a random drug and alcohol testing

program to meet FAA Repair Station requirements. All program

objectives and deadlines were met.

. Recruited stable workforce meeting business objectives and EEO/AAP

requirements (retention rate 95%).

. Monitored compensation system which included wage analysis, surveys

and performance appraisals.

. Reviewed medical, dental, and life insurance plans to optimize premium

dollars and claim services.

. Successfully managed downsizings, WARN Notice, terminations and

layoffs.

BARBARA A. REISER Page 3

INTERLAKE MATERIAL HANDLING, INC., Shepherdsville, KY 1999-2001

Manufacturer of package handling equipment and engineering controls.

Employed 200-250 employees.

(Facility closed).

Human Resources Manager

Led HR functions for 3 facilities. Managed employee/labor relations,

payroll administration, labor contract negotiations, contract

interpretation and administration, recruitment and staffing, training and

development, on-boarding, benefits administration and EEO/legal compliance.

Participated in union negotiations and represented company in grievance

process, arbitrations and unemployment hearings. Supervised HR

administrative staff.

. Created and implemented a comprehensive new hire on-boarding program

ensuring successful new employee assimilation. Implemented classroom

training addressing employee's identified skill gaps.

. Facilitated implementation of new Lawson HRIS and payroll systems for

local plant.

. Designed and implemented an Employee Recognition Program boosting

talent retention.

. Conducted employee focus groups identifying issues and concerns.

Developed and managed a Survey Action Plan for solution

implementation.

SWIFT & COMPANY, Louisville, KY 1997-1999

Pork processing facility with over 1,300 employees.

Employment Manager

Partnered with operations management to maintain appropriate headcounts,

filling approximately 200+ production and maintenance positions per month.

Addressed and resolved employee relations issues.

LEESTOWN COMPANY, Frankfort, KY 1992-1997

Bourbon distillery and bottling facility; employed over 250 employees.

Human Resources Manager

Directed HR and Tour Operations departments of up to 10 employees. Managed

employee/labor relations, recruitment, worker's compensation, plant safety,

employee benefits, EEO/legal compliance, 401K and Pension Plans, management

development, team building, and contract administration.

. Participated in 2 Union Contract Negotiations for the Distillery Wine

Worker's Union (DWU), the International Association of Machinists

(IAM), Firemen and Oilers (F&O), and Leestown Company.

. Introduced behavioral safety concepts and led a cross functional

safety team which enhanced safety awareness and resulted in a 46%

reduction in recordable accidents.

. Reduced Worker's Compensation costs by 45% in one year via training

and cost control measures.

EDUCATION

Master of Arts, Human Resources Management, Webster University, Louisville,

KY

Bachelor of Science, Industrial Supervision Technology, Purdue University,

West Lafayette, IN

PROFESSIONAL ASSOCIATIONS

Member: National Society for Human Resources Management, Southern Indiana

Society for Human Resources Management. Member of SI-SHRM membership

committee and mentoring program.

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