Robert J. Church

***/***-****

acsbct@r.postjobfree.com

SUMMARY

Innovative Human Resources professional with extensive exposure to both domestic and international businesses. Diverse experience in manufacturing and service organizations. Proven record of accomplishment in union and non-union environments. Participative leadership style with highly effective communication, motivation and management skills.

Major competencies include:

Benefits Administration Policy/Procedures Risk Management

Process Improvement Employee Relations Staffing

Training Compensation Acquisitions

PROFESSIONAL EXPERIENCE

CONTINENTAL ALLOYS & SERVICES 2011-Present

Subsidiary Human Resources Manager

Provide strategic direction and support to a $400,000,000 international manufacturing/distribution subsidiary to the energy sector. Charged with transitioning the organization from a privately held entity to a progressive member of the parent company. Direct a staff of 3 providing a full range of HR services.

Revised exempt/non-exempt classifications to conform to F.L.S.A. regulations.

Developed and implemented salary and hourly compensation programs to improve recruitment and retention.

Purchased and administered a LMS database to increase the quality and accessibility of training initiatives for new hires and current employees.

Led the implementation of Ceridian software for HR, payroll and self-service increasing efficiency and employee access.

Directed benefits administration, open enrollment and wellness programs resulting in significant increases in participation rates.

ENGLOBAL CORP. 2005-2011

Corporate Human Resources Manager

Managed a staff of 6 supporting a 2,500 employee engineering/construction firm. Provided a full range of HR services for multi-site/multi-state locations including strategic direction, benefits, regulatory compliance, employee relations and staffing.

Saved $600,000 in yearly medical cost and increased coverage by cost shifting and offering a Health Reimbursement Arrangement.

Facilitated work flow process improvements reducing operational cost, elimination of redundancies and enhanced inter-department cooperation.

Conducted HR due diligence, designed and implemented programs resulting in successful acquisitions.

Delivered multi-location management training to significantly increased retention and the quality of new hires.

STEINHAGEN OIL

Human Resources Manager 2002-2004

First Human Resources Manager for a convenience store chain. Developed all aspects of the Human Resources Department. Ensured compliance with all applicable local, state and federal regulations.

Reduced employee turnover and internal theft by developing background screening and implementing targeted selection instruments.

Company representative for EEOC and unemployment claims achieving 90% dismissal of claims.

Developed a market based hourly rate progression based on performance and seniority that improved the quality of applicants and reduced turnover.

FUTUREWEI TECHNOLOGIES

Human Resources Consultant 2001

Contract position to establish functioning office for a technology research company with headquarters in China.

KYSOR PANEL SYSTEMS

Human Resources Director 1999-2000

Developed and implemented HR policies for a manufacturing division of 4 plants and headquarters. Directed 2 employees focusing on hiring, benefits and employee relations.

Developed job descriptions for line supervisors to define roles and responsibilities resulting in increased productivity.

Created and implemented an hourly wage progression based on seniority and performance reducing turnover and improving applicant pool.

Conducted supervisor skill training to improve job performance and ensure facilities remained union free.

TYLER REFRIGERATION

Human Resources Manager 1993-1999

Led HR function for 2 manufacturing facilities with a unionized work force of 400. Daily involvement in plant labor activities including grievances, arbitrations and contract negotiations. Served as plant Health and Safety professional. Directed a staff of 3 employees.

Conducted a 2 year skills training program for line supervisors resulting in improved performance and reduction in grievances.

Developed a supervisor’s incentive compensation program that led to improved quality, safety and reduced over time.

Member of arbitration and contract negotiation team that achieved cost containment and work flexibility.

ADDITIONAL PROFESSIONAL EXPERIENCE

KERR GLASS – Personnel/Safety Manager

PENNWAL CORP. – Personnel/Safety Manager

EDUCATION

M.B.A. Lamar University

M.S. Industrial Psychology Lamar University

B.S. Psychology Lamar University

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