Manager Human Resources
Resume:
John A. Farmer
Florence, SC ****1
Home: 843-***-****
E-mail: ***************@***.***
Career Summary
Seasoned professional who can plan and execute complex human resource,
organizational development, and training programs with emphasis on building
business partnerships and aligning employee competence and performance
capabilities with strategic direction and needs. Global experience in
improving employee performance and in fostering engagement. Demonstrated
results in:
Employee Relations Organizational Management
Recruitment/Employment Development Development/Training
Safety Management Sales Training
Work Experience
Roche Carolina, Inc. - Florence, South Carolina May
2005 - Present
$500 million integrated manufacturing division of a $48 billion global
pharmaceutical/bio-tech/diagnostics company.
Manager, Human Resources and Employee Relations (May 2005 - Present)
Responsible for employee relations, staffing, benefits administration,
compensation, organizational development, training and food services for
over 300 non-union employees, scientists, and other professionals. Manage
4 direct reports.
o Partner with line management to create and maintain a high performing,
team-based culture for non-exempt workforce. Initiative led to handling
double the previous commercial capacity and volumes without increasing
manning and annual cost reductions of at least $1.2 million each year.
o Coach and train managers to enable their ability to lead and manager
their work units. Climate survey results have achieved consistently high
marks.
o Advocate for all employees in balance with the needs of the business thus
maintaining a union-free work environment.
o Direct recruiting efforts to attract and hire top talent. Built
affirmative action plans and OFCCP compliance strategies that have
enabled us to achieve planned goals and pass a desk audit.
o Manage performance management process and reward systems leading to
retention of top talent and achieving expected business results. KPIs
have been met or exceeded each year and turnover is consistently below
the target of 5%.
o Direct all management development and training efforts to enable a highly
competent workforce. Our site has consistently performed as the top site
in the chemical manufacturing network for safety, quality and on-time
delivery.
Shiloh Industries, Inc. - Brunswick, Ohio January
2003 - May 2005
$600 million manufacturer of automotive parts and materials.
Group Human Resource Manager (January 2003 - May 2005)
Responsible for planning and managing all human resource and safety
processes and programs for over 600 non-union employees in 3 of the
corporation's 11 plants. Manage 6 direct reports.
o Led the HR start up of division model in which all division plants were
jointly managed by core management team.
o Created a pay for skill system for non-exempt workforce that provided
incentive to increase job knowledge and rewarded demonstrated abilities
and successful job performance. Welded blank division was the top
performing business unit for quality, on-time delivery and customer
satisfaction.
o Redesigned training process and content to align with pay system
requirements and expectations for demonstrated ability to perform. Each
plant's operators were cross-trained on all equipment.
o Designed and implemented all division policies as well as designed and
created related employee handbooks that aligned the plants under the same
set of policies and procedures.
o Created and implemented processes that enabled direct, timely and
effective communication to and from management and employees.
o Managed all HR and safety programs as well as employee relations
activities to ensure a safe, healthy and a high performing work
environment for the Company. Two of the three plants had the lowest
injury rates in the company.
Automated Packaging Systems, Inc. - Streetsboro, Ohio 1995 -
2002
$120 million international manufacturer of plastic packaging materials and
machinery.
Human Resources Manager (1999 - 2002)
Corporate and plant level generalist responsibility for planning,
organizing, and implementing the full spectrum of human resource management
programs and processes to ensure that the efforts of the Company's human
capital are aligned with the strategic goals and objectives of the
organization and appropriately enabled to effectively achieve them.
o Managed HR and employee relations activities for three of the company's
four plants (over 220 plant employees in those 3 plants) to ensure an
effective and harmonious union-free work environment.
o Planned, coordinated, and promoted employee involvement, communication,
and recognition programs to enable employees to engage in the business'
success. Led an ESOP plan roll out.
o Assisted staff and line managers with designing organizational and
departmental structure, analyzing roles, planning employee compensation,
planning manpower needs, and assessing and developing core competencies
to determine and support requirements needed to attain organizational and
department goals across a global workforce of over 700 employees.
o Planned and provided performance management and organizational
development consultation, coaching, and training to enhance employee
competence and capabilities. Product and service sales grew 20% during
my employment.
o Provided counseling and assistance to all employees on work-related or
work-impacting issues which led to a high level of employee morale as
measured through employee opinion surveys.
Corporate Trainer/Performance Improvement Specialist (1995 - 1999)
Internal consultant to senior and line management. Recommend performance
improvement systems and training interventions to accomplish strategic
corporate initiatives. Designed, created, managed, and/or facilitated
workshops from inception through implementation to enhance the professional
core competencies of company and distributor personnel in Europe and the
United States.
o Member of project team that designed a customer service process to
consolidate and streamline the activities of three separate functions
into one comprehensive call center. Designed and implemented core
competency training and team development strategy that led to the
successful launch of a team structure call center.
o Designed and implemented a performance management process that
objectively measured work performance in the areas of accountabilities,
goals, and associated required behaviors.
o Created a corporate university (Systems Solutions Institute) to serve the
training and development needs of the organization. Created and deployed
classroom and web-based skill development and product training programs
for corporate employees, field personnel and distributors.
o Developed and implemented a training program to support a new marketing
initiative (interpersonal skills, selling skills, account strategy
skills, and sales management coaching skills) to enable sales personnel
to have consultative relationships with key accounts and prospects.
Continental/General Tire - Akron, Ohio 1981 -
1992
$24 billion manufacturer of tires sold through distributors worldwide.
Contract Training Consultant (1992 - 1995)
Sales Training Manager (1988 - 1992)
Sales Training Specialist (1986 - 1988)
Business Development Leader (1984 - 1986)
Account Representative (1981 - 1984)
Education
Malone University - Canton, Ohio 1992
Bachelor of Arts Degree - Management
Certifications and Training
Senior Professional in Human Resources (SPHR) Certification; Green Belt
Certification; Predictive Index Assessment Certification; DDI Targeted
Selection (Behavioral-based) Interviewing; Eckerd College Center for
Conflict Dynamics; Certified Instructor: Achieve Global's Interpersonal
Managing Skills, Professional Selling Skills, and Coaching Professional
Selling Skills, Prism's Problem Solving/Decision Making, and Microsoft
Office Suite.
Professional Memberships
Member of Society for Human Resource Management (SHRM) National and Pee Dee
Chapter
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