Human Resources Management

ANDREW M. BRUNS

***** ******* **** ***.********.com/in/andrewbruns (M) 815-***-****

Plainfield, IL 60544 ************@*****.***

Executive in Human Resources, Management and Labor Relations

Accomplished Human Resources Executive with a track record of positively

impacting business objectives through the design and execution of

performance-based HR initiatives and identification of timely and sound

employment solutions. Broad based generalist background with in depth

manufacturing, mining and distribution experience. Strong, collaborative

relationships with senior management and internal customers; recognized as

innovative, a problem solver, a critical thinker, ethical, results

oriented, and a decision maker.

CORE COMPETENCIES

. HR Strategic Planning

. HR Generalist and Administration

. Talent Management

. Mergers, Acquisitions and Divestitures Planning

. Labor Negotiations, Arbitration and Planning

. Change Management

PROFESSIONAL EXPERIENCE

RYERSON INC. Chicago, IL (Private equity owned since 2007) 1990 - 2012

Ryerson is a leading processor and distributor of metals in North America

with nearly 110 facilities and 4,700 employees in the US, Canada, Mexico,

and China generating over $4.7B in revenue.

Vice President of Human Resources (2007 - 03/2012)

Developed and executed comprehensive strategic and tactical human resource

initiatives and solutions for US, Mexico and Canada. Provided counsel to

Ryerson China leadership. Member of senior management team. Reported to

EVP/CFO.

. Planned and executed shared services solution and outsourcing of

payroll, HRIS, TLM, benefits and pension administration, including

employee call centers and employee self-service web site to better

leverage resources, gain operational efficiencies, and improve

employee services.

. Managed and rebuilt team of 30 HR professionals following sale of

company and massive restructuring (2008). Recognized as the first

staff function to successfully right itself while concurrently

partnering with and coaching leadership team to facilitate

organizational and cultural change.

. Upgraded corporate recruiting function. Median time to fill improved

from 75 to 38 days in less than six months while also improving

delivery of qualified candidates for all levels of positions. Reduced

use of outside recruiters saving company over $300,000 (70%) annually.

. Established and executed collective bargaining strategy at represented

facilities (USW, IBT, IUE, ILWU, and UAW). Accomplishments included:

froze defined benefit plans, eliminated retiree health coverage and

moved covered employees to "office" medical plan subject to Company

implemented changes. First year annual savings (4 locations) exceeded

$1.5M while also reducing balance sheet liabilities by over $2M.

. Created talent management tools (performance management, SMART Goals,

succession planning) for over 2000 employees in support of desired

culture change and annual human capital process.

. Established HR policies, compensation structure, benefits, and union

strategy to staff and support green field expansion of two operating

units in Mexico generating $25M in revenue in the first year.

. Planned and managed HR related M&A activities regarding four single

and multi-site acquisitions over 18 month period adding $500M in

revenue. Created tools to improve effectiveness of HR due diligence

and timely/positive integration.

. Organized company-wide restructuring resulting in reduction of 40% of

workforce contributing to a record $52M reduction in annual operating

costs. No employment charges/litigation resulted from these actions.

. Oversaw annual compensation and benefit planning and implementation.

Held annual health care cost increases to under 3% while maintaining

competitive benefits. Achieved PPACA compliance.

Andrew M. Bruns Page 2

Director, Labor Relations and EEO/AAP (2000 - 2007)

Developed and implemented corporate-wide labor relations and EEO/AAP

strategy. Reported to VPHR.

. Planned and drove strategic direction for union relations (up to 42

represented locations), including favorable and cost-effective

contract negotiations with numerous unions (see above), dispute

resolution and arbitration, contract administration, and labor law

compliance (including NLRB activities).

. Accountable for corporate compliance activities and strategies;

counseled management and Field HR on diversity and employment law

matters and managed company's responses to OFCCP audits/compliance

reviews, employee complaints/charges, and employment litigation.

. Coordinated union avoidance activities. Defeated or headed off eight

organizing attempts.

. Spokesperson for HR's interests in several acquisitions, including due

diligence and positive HR integrations. Led HR integration team

following acquisition which nearly doubled the size of Ryerson.

. Successfully planned and executed HR activities relative to plant

closures and consolidations, including labor strategy, effects

bargaining, and legal compliance.

. Oversaw or negotiated two very favorable first bargains, including the

negotiations of a first contract with joint petitioner unions

(IBT/USW) at 600 employee facility.

. Improved workers compensation program resulting in administrative

efficiencies, aggressive case management, reduced costs (by nearly

20%), improved medical care, and quicker return to full-duty work

capacity. Oversaw service provider relations and service agreement

protocols.

Human Resources Director (1990 - 2000)

Overall HR responsibility for a $1.1B, 2,300 employee multi-site region

based in Chicago (1996 - 2000) and a $250M, 500 employee multi-site region

based in Seattle (1990 - 1996). Reported to business unit President.

. Provided strategic direction and "hands on" management for human

resource function, including management development and succession

planning, performance management, labor/employee relations, staffing,

EEO, ADA & FMLA compliance, wage and salary administration, benefits

administration, smart HR practices, policy development and

enforcement, and training.

. Partnered with executive management, including sales, marketing,

operations, finance, and procurement, in a consultative role on all

human resource matters and opportunities.

. Successfully negotiated labor agreements (single plant and multi-

plant) with USW, IBT, Operating Engineers, ILWU and Ironworkers,

including contract strike scenarios.

. Directly involved with start-ups and acquisitions, including

integration activities. Skillfully led plant closure HR activities,

including strategy development, effects bargaining, outplacement, etc.

. Reduced annual workers compensation costs over two year period by 35%

through planned initiatives.

. Established strategic HR priorities, vision, and infrastructure for

newly established division (1990).

INLAND STEEL INDUSTRIES Chicago, IL 1980 - 1986 / 1987 - 1990

ISI was a $4.5B holding company, which owned Inland Steel, a $2.5B basic

steel producer with 15,000 employees, various raw materials operations,

including a 1,500 employee coal mining company, and Ryerson. Held various

HR generalist and labor relations positions at its steel making facility in

northwest Indiana and coal mining operations in southern Illinois.

CONSOLIDATION COAL CO. Pittsburgh, PA 1986-1987

Consolidation is one of the largest coal mining producers (surface and

underground) in the US. Held top HR position at a 500 employee, unionized

(UMWA) operation in southern Illinois.

EDUCATION

MILR, University of Illinois at Urbana-Champaign

Institute of Industrial and Labor Relations. 1982

BA, Political Science

American University, Washington, D.C. 1978

Contact this candidate