Human Resources Manager

BARBARA A. SHKLAR

314-***-**** / *******@*****.***

PROFESSIONAL SUMMARY

Senior Human Resources professional offering over 18 years of HR leadership experience, leading human

resources departments in diverse environments with strengths in strategic business partnering, employee

relations and creating high performance work cultures.

HR EXPERTISE / EXECUTIVE SKILLS

Leadership Development Performance Management Internal Communications/Change

and Coaching Management

Organizational Effectiveness Employee Compensation and Benefits Best

Relations/Investigations Practices

Union Avoidance/Labor Policy/Procedure Mergers and Acquisitions

Relations Development/Deployment

PROFESSIONAL EXPERIENCE

GUARDIAN INDUSTRIES CORP., Kingsburg, California February 2011 to November 2012

North American Flat Glass Division, 4 Billion Dollars in Sales, 4,000 divisional employees; 19,000 worldwide

Senior Human Resources Business Partner : Partnered with operations leadership in the development

of HR strategy for the West Coast manufacturing division; 500 employees; staff included 1 Talent

Acquisition Manager, 2 Human Resources Generalists and 2 Human Resources Coordinators.

Accomplishments:

• Raised level of HR competency and conceptual awareness of HR business partnering through

restructuring and hiring of new HR team members.

• Incorporated Lean Manufacturing principles into HR structure, processes, goals and objectives.

• Developed and built talent acquisition function for West Coast Region, which was mirrored by other

Guardian divisions.

• Implemented West Coast Region’s first talent review and succession planning process.

• Reduced leaves of absence 25% by revising all leave policies and practices.

• Ensured all regulatory compliance by restructuring wage rates and meal periods, record retention

practices and immigration protocol.

• Conducted investigations and defended charges under Title VII resulting in a resolution of all claims

brought against the Company.

• Led site policy review team to revise and align all policies with current practices and to ensure

consistency with all regulatory changes and legal updates.

DR PEPPER SNAPPLE GROUP, St. Louis, Missouri August 2003 to January 2011

A 5 Billion Dollar Beverage company, 20,000 employees and over 200 sites in the United States

Regional Human Resources Business Partner : Partnered with operations leadership in the

development of HR strategies that aligned with key business goals and objectives. Provided HR

leadership for up to 9 locations, to include regional headquarters, the Midwest R&D hub, 4 manufacturing

sites, and 7 sales and distribution sites; direct HR staff included 2 HR generalists and 3 HR coordinators;

indirect staff included 7 site HR support roles; supported population of up to 1,200 employees.

Accomplishments:

Recognized for implementation of “Best Employment Practices” related to creating high

performance cultures.

Barbara A. Shklar Page 2

Introduced and implemented a performance management model which moved the St. Louis area

sites to a “high performance coaching” vs. discipline approach” to performance management.

Enhanced Performance Management Process for all managers and supervisors by incorporating

360 Degree feedback.

Appointed lead for the North American union avoidance team; conducted workplace assessment

audits and trained HR Managers.

Recognized by internal and external legal teams for impeccable research and investigatory skills

and ability to draft superior responses to government agencies.

Implemented comprehensive leadership development program emphasizing performance

management, behavioral coaching and consistency in workplace practices.

Flawlessly executed the upgrade of SAP integrated manufacturing system through an on-going

change management process.

Achieved year-over-year reduction in cost per unit and exceeded site goals around quality,

delivery, safety and morale after implementing a flattened organizational structure and comprehensive

team skills training program that leveraged the strengths of all employees.

Led organizational redesign of Field Technical Operations which merged into the St. Louis

manufacturing organization; managed the downsizing and severance program for 30 impacted

individuals.

Recognized with the 2007 HR Heart Award for successful management of site communicable

health issue.

Implemented new leadership development program and succession planning at St. Louis sales

and distribution center.

Facilitated the closing of Yoo-Hoo manufacturing in Opelousas, Louisiana without incident or

legal challenge to include internal and external communications, redeployment of key staff members,

outplacement services, severance and facility shut-down responsibilities.

Spearheaded the Georgia area consolidation of three sales and distribution sites, comprised of 200

employees, to include negotiations with union and company officials around key contractual impacts,

redeployment of staff members and handling of all internal and external communications.

RALCORP HOLDINGS, INC., St. Louis, Missouri December 1998 to May 2003

A 1.2 Billion Dollar private label food manufacturing company; 4 divisions; 22 operating facilities; 5,500 employees.

Human Resources Manager (Corporate Plant Human Resources Manager (Carriage

Headquarters) House Division, Streator, Illinois)

December 1998 to January 2002 January 2002 to May 2003

Accountable for Staffing, EEO/AAP, Accountable for all human resources functions

Compensation and HR Measurements for corporate including employee and labor relations, safety,

headquarters and 22 manufacturing facilities training and legal compliance.

Union and non-union manufacturing facilities Unionized manufacturing facility

5,500 employees 320 employees

Staff included one Human Resources Generalist Staff included two Human Resources Coordinators

and one Human Resources Coordinator

Accomplishments:

Implemented new recruitment and selection process; trained managers and supervisors across all

sites. Led cross-functional design team to implement selection process database and new career

opportunities link for company website.

Developed new affirmative action planning manual and implemented training for plant human

resources managers and AAP coordinators.

Achieved full compliance on Headquarters’ comprehensive AAP audit, two plant compliance checks

and eight equal opportunity surveys.

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As part of Company’s Acquisition Integration Team, audited 8 newly-acquired facilities ensuring full

legal compliance.

Reduced the number of grievances by 55% in first three months at Streator, Illinois manufacturing

facility through implementation of employee communication lunches, monthly meetings with union

stewards, supervisory training, revised employee scheduling process and improved vacation policies.

Managed 3 layoffs totaling 30 administrative and 220 hourly positions; executed job eliminations

without incident or legal challenge.

Played key role in two contract negotiations: one resulted in extension of existing collective

bargaining agreement and development of parameters for layoff of 80% of workforce (including

severance); the other negotiations resulted in 3-year agreement that included restructuring of work

practices to implement team-based work environment and significant revisions to wage structure,

benefit programs and work rules.

Attained a significant reduction in the number of job classifications under the collective

bargaining agreement through the implementation of a skill based pay structure.

METAL CONTAINER CORP., St. Louis, Missouri May 1998 to December 1998

A subsidiary of Anheuser-Busch Cos., Inc.; 11 operating facilities; 2,400 employees

Human Resources Consultant (Labor Relations) : Responsible for analysis of union contract proposals

and assessment of union and non-union hourly wages and benefits.

Accomplishments:

Played key role on Negotiation Team that achieved successful negotiation of the 1998

Steelworkers contract resulting in a $4 Million company savings.

Successfully developed and facilitated the 1998 non-union Wage and Benefit Review Conference.

SELF-EMPLOYED: PERSONAL TRAINING BUSINESS October 1996 to May 1998

SAINT LOUIS UNIVERSITY HEALTH SCIENCES CENTER May 1994 to October 1996

St. Louis, Missouri; Two divisions: The Hospital and the Medical School and Allied Health Schools; 5,000 employees.

Human Resources Generalist: Provided HR leadership in the areas of HR administration, FMLA, ADA

and Workers Compensation. Supervised 7 HR assistants.

Accomplishments:

Achieved department efficiencies and improved morale of HR administrative staff through

restructuring of job accountabilities and processes.

Developed and implemented training programs for 200 managers and supervisors in the areas of

FMLA/ADA and Workers’ Compensation.

Developed the first campus employee handbook in conjunction with the cross-functional policy

review team.

EDUCATION

Masters of Science in Employment Law (current student); anticipated graduation date - July 2014,

NOVA Southeastern University Law School, Fort Lauderdale, Florida

Bachelor of Business Administration (emphasis in Human Resources Management), Summa Cum

Laude – May 1993 – Pace University, Pleasantville, New York.

Awarded Top Academic Excellence Award and Top Research and Writing Award

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