Kenneth R. Stewart

acshuo@r.postjobfree.com

*** ******* ** ** *******, GA 30316 unit 1210 404-***-****

PROFESSIONAL OBJECTIVE

To serve as a lead expert in human resource for strategic business initiatives, workforce development human resource management and workplace best practices, Organizational enhancement, project management, performance measurement, government relations, communications and other organizational consulting functions. Extremely motivated and eager to contribute to a Management division that encourages personal growth.

EDUCATION

Capella University, Minneapolis Minnesota February 2009 - 2011

MBA: in Human Resource Management

Florida A&M University, Tallahassee Florida April 2005

B.S. Business Administration

Minor: Human Resource Management

PROFESSIONAL EXPERIENCE

Field HR Manager / Senior HR Business Partner, Essendant Inc Atlanta GA, November 2014 – Present

Deploy strategic HR initiatives, define goals, develop performance metrics and implement effective people processes and practices to drive business results with the regional sites. Champion the vision and provide regional leadership to the organization in addressing the most critical human resource issues for the company.

●Design and develop human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and labor relations

●Manage daily departmental operations, business planning and budget development of HR programs. Ensure policies, procedures and HR programs are consistently administered, aligned with organizational goals and are in compliance with professional standards, state and federal regulatory requirements.

●Function as the expert on people and organizational issues and serve as a trusted advisor and business partner to the regional leadership team, vice-presidents, general managers, and functional management teams.

●Act as a key team member driving the development and deployment of the organization’s compensation, benefit, performance management, recruiting, staffing, talent upgrading and succession planning activities.

●Optimize recruiting practices across all levels; work with the regional organizations to enhance the talent efforts across the regional sites and regional functions.

●Ensure that a strong employee relations program is in place – one that manages employee expectations (particularly with regard to career and compensation), allows employees to quickly and easily address concerns, and ensures compliance at all levels.

●Analyze HR data for client group/business area to identify opportunities for improvement and implements solutions to enhance service quality and cost effectiveness (i.e.: Labor Turnover trends, absence management, etc.) Identifies training needs within business area and work with talent solutions to ensure availability of associate development is aligned to functional and organizational objectives

●Partner with Talent Acquisition to source and attract top talent into business area through targeted recruitment activities (i.e.: Behavioral Interviewing) to ensure improved talent attraction in achieving business goals that model company values.

●Drive the deployment of a full range of HR services and culture work for internal customer base. Ensure business unit goals are cascaded across all departments, and are aligned with high performance strategies for assigned functional areas supported.

●Work closely with business leaders to provide strategic HR support in order to address core business needs. Provide HR expertise and counsel on staffing strategies and acquisition of key talent. Proactively identify and monitor top talent to ensure that the "right people" are in the "right positions" to support growth initiatives for the organization.

Human Resource Manager / HR Business Partner for North America, Barco Inc. Duluth GA, July 2012 – November 2014

As a strategic partner, I aligned business objectives with employees and management in designated business units. Serve as a consultant to management on human resource related issues. Act as an employee champion and change agent. Asses and anticipate HR-related needs. Communicating needs proactively with our HR department and business management, seek to develop integrated solutions. Formulate partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization. I worked on various international HR Projects. Maintain an effective level of business literacy about the business unit’s financial position, its mid-range plans, its culture and its competition.

●Establish and implement the HR agenda in support of the achievement of our business unit strategy and operating plan. Served as a key member of the group’s executive team aligning HR programs to support business success.

●Partner with management and employees as a coach and consultant with regard to talent acquisition, compensation, performance management and employee relations.

●Actively identify process improvements affecting my client groups based on business strategy

●Partner with the business unit executives and their teams to develop and implement talent plans to address organizational needs for today and in the future appropriately developing internal bench-strength while partnering with talent acquisition to ensure talent gaps are filled appropriately with internal or external talent

●Ensure compliance with company policy, procedures and employment laws; take appropriate action in dual role of associate advocate and management coach. Manage the administration of policies and procedures to ensure compliance with local, state and federal regulations and corporate objectives. Provide day to day performance management guidance to line management ( coaching, counseling, career development, disciplinary actions)

●Worked closely with management and employees to improve work relationships, build morale, increase productivity and retention. Provide HR policy guidance and interpretation

●Assist international employees with expatriate assignments and related HR matters.

Human Resource Manager, Zodiac Aerospace Atlanta GA, April 2008 – June 2012

●Provide value added HR consulting services and expertise to the business which includes approx 220+ employees. Translate knowledge of Zodiac Aerospace business issues into appropriate HR strategy, products and services including the development and execution of short and long term HR strategies in the following areas: strategic staffing,

●Workforce planning, employee retention and engagement, employee relations, performance management, diversity and culture of inclusion, compensation and total rewards, talent and succession management, and learning and development

●Create and execute on business unit and HR business plans and objectives; facilitate the development, communication, and implementation of change initiatives.

●Coach Managers on effective leadership, talent management, retention, and engagement strategies.

●Manage employee relations issues and anticipate potential areas of employee dissatisfaction.

●Ensure all employees are treated with fairness and integrity through sound employment practices, consistent policy administration, and compliance with regulatory authorities.

Human Resource Generalist II, Zodiac Aerospace Atlanta GA, February 2005 – April 2008

●Played a key role in ensuring the successful launch of structured and implemented programs and policies in the areas of training, compensation structures, benefits packages, incentives and new-employee orientation.

●Fostered a teamwork/open-door environment conducive to positive dialogue across the organization. Personal efforts were cited as the driving force behind branch's employee-retention rate of 89% within an industry where high turnover is the norm.

●Brought workers' compensation program into full compliance. Instituted preferred providers list and trained managers and associates on procedures to follow in case of injury.

●Wrote employee manual covering issues including disciplinary procedures, code of conduct, FMLA policy and benefits information.

Affiliations & Honors

●Society for Human Resource Management (SHRM)

●Staffing Management Association (SMA) of Atlanta GA,

●Urban League of Atlanta GA,

References Available Upon Request

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