Human Resources Manager

JAY C. CAVENDISH, MBA

** ********* ***** **********, **** 45066

http://www.linkedin.com/in/jaycavendish

**********@***.**.***

Cellular: 937-***-**** Facsimile: 937-***-****

HUMAN CAPITAL LEADER

Seasoned Human Resources/Human Capital Professional who drives culture

change and team development. Partner with senior leaders in strategic

planning, recruiting and succession planning. Proven ability to propel

processes that reduce costs, increase productivity, and boost employee

retention. Specialized expertise in:

Employee Relations Employee Development Change Management

HR Communications Strategic Planning Culture Change

Dispute Resolution Compensation Staff Planning

Recruiting Benefits Budgeting

Employee Training Safety Performance Top Secret-ESI Clearance

PROFESSIONAL EXPERIENCE

DRS ENVIRONMENTAL SYSTEMS, INC. (Florence, Kentucky/Cincinnati, Ohio)

2008 - 2012

Union-free manufacturer of decontamination systems and specialized

equipment for military applications.

Human Resources Manager

Oversaw Human Resources functions in a union-free, single shift environment

of 210 hourly, 65 salaried in Florence, Kentucky facility and 100 hourly,

40 salaried in Cincinnati, Ohio facility. Provided HR-related guidance to

managers, supervisors, and employees. Recruited and selected hourly and

exempt employees; and completed training, communications, performance

assessments and merit increases. Administered company policies, and

provided significant change leadership to continuously improve plant

culture. Key member of plant leadership team.

. Recruited 75% of Senior Leaders in 24 months.

. Drove the average recruiting time from 90+ days to less than 30 days.

. After a merger of two DRS companies, drove culture change in new

facility, reducing a 65% voluntary salaried turnover rate to 0% for six

months ending in September 2012.

. Improved employee opinion survey results in newly-acquired facility by

40% over previous survey.

. Pioneered a one-on-one communications program with all hourly and

salaried employees, identifying issues for improvement.

. Implemented skip level meetings, enabling direct feedback to site

leader/VPGM from all plant teams.

. Overhauled the selection process for hourly assemblers, resulting in

program completion by the committed deadline.

. Maintained a union free environment with a focus on open communication

and training/development opportunities to allow internal growth and

succession.

. Integrated new job classification system with updated pay levels (part of

a corporate wide project).

. Fashioned and installed a succession planning process using a mentorship

program which facilitated growth opportunities for higher potential

employees.

EMERSON CLIMATE TECHNOLOGIES (Copeland Corporation) (Sidney, Ohio) 1995 -

2008

Manufacturer of Scroll compressors, reciprocating compressors, and

condensing units. Three shift operation.

Human Resources Manager - Sidney Consolidated Operations (2003 - 2008)

Oversaw Human resources functions in a large IUE-CWA manufacturing

environment with a headcount of up to 1150 hourly and 225 salaried.

Provided HR leadership and conducted assessments/reviews to ensure employee

development, retention, and succession planning. Drove recruitment,

training, safety, and communications initiatives to continuously improve

plant culture and employee relations.

. Merged three union plants into one, successfully combining three plant

cultures into a unified culture.

. Reorganized operations by increasing flexibility while fueling quality

performance-resulting in a 15% productivity increase.

. Energized more transparent employee relations environment-reduced

grievances and passed the contract ratification on first ballot.

. Active member on contract negotiating team.

. Through proactive and supportive processes, enabled the plant to work

more than two consecutive years without a lost time work accident.

. Achieved the two highest employee opinion survey scores in plant history.

. Reduced annual grievance totals to the lowest in plant history.

Human Resources Manager - Sidney Scroll Operations (1999 - 2003)

Oversaw HR functions and developed a collaborative culture in an IUE-CWA

manufacturing facility with a headcount of up to 750 hourly and 155

salaried employees.

. Built strong bonds between work force and leadership team, a successful

influence when relocating manufacturing operations from a non-union

Copeland plant in another state.

. Generated a 10% improvement in employee opinion survey by addressing

employee concerns over work schedules and communication issues with

supervisory staff.

. Training process for initial ISO certification model praised as

"exemplary" during ISO audit.

. Successfully addressed second step grievances; achieved fewest third step

grievances in plant history.

Human Resources Manager - Rushville Remanufacturing, Rushville, Indiana

(1995 - 1999)

Managed HR functions in a two-shift union-free operation with a headcount

of up to 250 hourly and 55 salaried.

. Strengthened collaborative culture while developing HR processes and

programs that support an on-going presence in Indiana despite the startup

of a remanufacturing operation in Reynosa, Mexico.

. Maintained union free operations even while two union organizing

campaigns occurred nearby.

. Principal participant in ensuring success of relocating logistics center

to a shipping hub in Indianapolis, reducing transit time of finished

product by 10%.

. With Plant Operations Manager, designed and drove Plant Steering

Committee, resulting in 10 months without a plant Manager and achieving

best results in 20 year plant history.

. Established Plant Safety Team, requiring post-accident drug screens and

accident investigations resulting in a 20% reduction in OSHA recordable

rates.

CROSS POINTE PAPER CORPORATIONS - Dayton, Mill (Dayton, Ohio) 1994 - 1995

Human Resources Manager

Managed HR operations of a specialty paper mill with an output of 150 tons

a day in a three shift, 365 day union-free operation with up to 115 hourly

and 25 salaried employees.

. Created and implemented innovative Safety Team/Program, which achieved

six months into startup operation without a recordable accident.

. Designed and implemented creative cross training/paper maker training

saved $10K in two years.

EDUCATION

University of Montana (Missoula, Montana)

MBA

Miami University (Oxford, Ohio)

BS - Business Administration

MILITARY EXPERIENCE

United States Air Force veteran - Captain, Regular Commission - Honorable

Discharge

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