Jeffrey M. Linden

316-***-**** acuym1@r.postjobfree.com

Senior Human Resources Executive

Employee Relations Staffing Staff Development & Training Compensation/Benefits Administration

Strategic Planning Community Relations Client/Staff Relationship Management Organizational Development Cost Reduction Process Improvement Staff Morale & Performance Incentives

Proactive and decisive HR executive with over 15 years as an HR-Business-Partner/Leader in employee relations, staffing/recruitment, HR Analytics, Human Factors, compensation/benefits administration, Union Negotiations, and training/organizational development within aerospace manufacturing, transportation, and airline industry sectors. Excel at forging business operations partnerships and blending workplace cultures in the aftermath of corporate acquisitions and change management initiatives. Bottom-line and results-driven with long-standing HR tenure, creative problem-solving strengths, and a natural ability to maximize available resources. Certified Master Trainer in employee/labor relations AS9100 Auditor, and Taproot Incident Investigation with a compliance, operations, training, and finance background and a successful record of union avoidance.

“Jeff is trusted and respected by members of the executive team. His customers appreciate his professional demeanor, positive attitude, and sense of humor. He has been instrumental in defining and evolving his role and that of HR.”

[VP of HR, Raytheon Companies]

Professional Experience

UTC AEROSPACE SYSTEMS (Acquired by Cessna) 2012-July 2015

MANAGER OF HUMAN RESOURCES – Interiors, Wichita, KS

Responsible for oversight of all HR functions at 550 non-union first tier Aerospace Manufacturing Facility. 3 direct reports (2 Generalist, 1 Payroll Specialist). Oversight of transition from Goodrich Aerospace Systems to UTAS consisting of Recruiting systems, Compliance, Compensation, Performance Management, ER and Continuous Improvement (ACE).

Recruitment Maximization: Oversaw recruiting and on-boarding of approximately 200 direct and contract workers during four-month period.

Project Management: Managed co-location of entire workforce as part of “Kaikaku” plant transformation project converting production system to “Linkage and Flow”.

Staff Retention: Implemented and oversaw implementation of retention Agreement Program resulting in 25% reduction in Engineering turnover. .

Compensation Equity: Managed HR project focusing on design and implementation of hourly/direct wage structures for 400 direct employees in 10 different job classes.

Training and Organizational Development: Project management focusing on design and implementation of first-level Management Development training.

Quality Improvement: Supported site AS9100 certification process by conducting thorough internal quality audits utilizing AS9100 Certification.

Safety/EHS: Trained and certified in conducting, reporting and presenting all “Tap Root” incident/accident investigations and managing the “JHA” (Job Hazard Analysis) process for site. Workers Compensation case management and shared responsibility for oversight of contracted EHS agency (ISI Environmental).

WATCO COMPANIES (Transportation & Logistics) 2004-2012

REGIONAL MANAGER OF HUMAN RESOURCES

JEFFREY M. LINDEN PAGE TWO

Streamlined HR operations by directing HR for the central region of this national railroad/transportation/logistics company with 650 regional employees, 3 direct reports, and up to 75% travel to isolated, rural corporate locations. Reported to VP of HR. Accountable for employee/labor relations, exempt/non-exempt recruiting, federal/state/local compliance; leave administration/documentation, performance management, and development/delivery of all training/organizational development region-wide. Oversight for all random, pre-employment, and probable cause testing in compliance with federal guidelines as Drug/Alcohol Program Manager.

Recruitment Maximization: Streamlined recruiting/hiring at all levels of the company by training and tapping select outside vendors and government agencies.

Expense Reduction: Lowered overhead expenses up to 28% by devising and rolling out process management initiatives and holding key staff accountable for cost-saving goals.

Staff Retention: Lowered staff turnover 32% by strengthening targeted communications to improved employee relations and leveraging external compensation/benefits research to enhance incentive plans and ensure market competitiveness.

Compensation Equity: Boosted staff morale and resolved salary inconsistencies by crafting and executing a regional compensation scale for all operations departments. Saved managerial administration time by providing a structured decision making supported by legitimate, research-based local/census data.

Payroll Administration: Ensured the accuracy and timeliness of payroll data entry for 650 regional personnel by developing and implementing a payroll/timekeeping system to provide a verifiable check/balance process.

Performance Improvement: Fortified the development of management/supervisory staff by envisioning, designing, and rolling out the company’s first-ever such training program. Bolstered managerial morale and lowered employee turnover by including critical content on employee relations and union avoidance.

Labor Relations: Improved Mgmt./Labor relationships through successful partnering with site leadership at four unionized railcar repair/maintenance facilities. Managed grievance process and supported three contract negotiations with favorable business results. Successfully initiated union decertification process at one facility.

Union Relations: As the result of an acquisition, became the sole HR Partner to the Plant Managers in the railcar division. I supported the sites in responses to all grievances brought about by the different unions which included UAW and United Steel Workers. This tenure also included sitting as “second chair” behind our head negotiator.

Professional Experience

[Continued]

RAYTHEON AIRCRAFT COMPANY 1996-2004

MANAGER – STAFFING (RECRUITING) & EMPLOYEE RELATIONS, COMPLIANCE & HR GENERALIST [1998-2004]

Led corporate and subsidiary recruiting & employee relations for manufacturing facility of 5000 – 8000 full-time employees while serving as primary contact for internal and external regulatory entities on all aspects of diversity awareness, including Affirmative Action, EEO, and safety/compliance including working with IAM (International Association of Machinist Union). Conducted Investigation and dealt with grievances that were EEO related, such as Harassment, Discrimination, or Wage inequities. Served as HR Generalist for Finance, IT, QA, and Customer Service Divisions and managed a rotating staff of six team members. Recognized EEO/legal Subject Matter Expert with direct report to VP of HR. Sole non-director appointed to the leadership team. Partnered on hiring, recruiting, and retention.

Employee Relations/Labor Relations: Optimized the proactivity of employee relations for all employee groups in a six-sigma focused work environment by serving as Corporate Spokesperson with government entities on EEO, Affirmative Action, and OSHA issues for 3 assembly plants and 14 service centers. Managed and administered all Labor Relations issues with EEO aspect through all grievance steps including contract mediation and grievance arbitration. Dealt with the IAM (International Association of Machinist Union) as part of the contract negotiation team during two negotiations.

Staffing Expense Reduction: Produced $6 million in first- year savings by spearheading the conversion of RAC IT employees to outsourcing/contractor status. Steered HR aspects of the converstion while liaising with contractor HR team and managing employee communications/benefits conversion.

Diversity Awareness: Expanded employer-of-choice initiatives, reduced ethics/employee relations complaints, and fortified employee/manager accountability by designing, implementing, and training over 7,500 individuals in a diversity awareness program. Improved community visibility by presenting at local community and welfare-to-work programs.

JEFFREY M. LINDEN PAGE THREE

New Leader Assimilation: Optimized the on-boarding of new executive staff and enhanced staffing, compensation/benefits, safety, and performance development operations by providing generalist support and assistance to the IT, Finance, Customer Service, and Supply Chain Management Divisions.

Ethics Advocacy: Won all EEOC and KHRC ethics litigation claims during tenure through astute leadership of investigations and ethics inquiries. Attained full compliance on multiple OFCCP audits during final AAP year.

Additional experience with Raytheon includes tenure as a Training Consultant and a Production Planner. Trained 2,000+ personnel and developed, steered needs assessment, scheduled, and facilitated company-wide programs on diversity, EEO, management development, first-line supervision, and technical training. Early career experience includes tenure as a Substitute Teacher with Unified School District 461, an Investment Representative with Bank Four Corporation, and a Management Systems Analyst with Boeing Aircraft Company.

Education, Certifications, Professional Development, & Affiliations

Bachelor of Science in business/Marketing, EMPORIA STATE UNIVERSITY

Achieve Global Certified Master Trainer: Employee Relations Labor Relations California Law

Institute of Applied Management & Law Coursework

Federal Railroad Administration: Accident/Incident Reporting training Drug/Alcohol Program Manager

Society for Human Resource Management Wichita Chapter of Society for Human Resource Management

American Society of Training & Development

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