J. MICHAEL EICHER, PHR

***** ******** ***** ****: 502-***-****

Louisville, Kentucky 40223 Mobile: 502-***-****

E-mail: ab8tgx@r.postjobfree.com

SUMMARY

Senior level human resources professional with an established record of

cutting costs and improving employee relations in a multi-state region of

union and non-union employees. Strong background in union contract

preparation and negotiation, facility closures, benefits and compensation,

staffing and talent management, affirmative action and EEO compliance.

Demonstrated experience in safety, worker's compensation, DOT regulations,

managerial training and leadership development, performance management,

organizational redesign, change management, and succession planning. PHR

Certification from Society for HR Management.

EXPERIENCE

Dr Pepper Snapple Group, Louisville, KY 2007 to June 2012

($150 million, 835 union/non-union employees, 17 locations, 6 states)

MANAGER, HUMAN RESOURCES, MIDSOUTH REGION

Provide leadership in all aspects of Human Resources in one production and

sixteen distribution facilities in six states. Act as strategic business

partner on region management team by leading, developing, and implementing

people initiatives that contribute to value creation, sustainable

competitive advantage, and achievement of business goals. Lead

region/company initiatives to support employee and labor relations;

negotiations and arbitrations; union avoidance and decertification;

employee corrective action and disciplinary procedures; recruiting,

staffing, and manpower planning; affirmative action, EEO investigation and

compliance; performance appraisals, talent management, and succession

planning; safety, worker's compensation, and DOT compliance; managerial and

leadership development; supervisory training; compensation and benefits;

organizational redesign; change management; and employee engagement.

Manage two exempt employees.

. Developed negotiation strategy, performed contract costing, and

successfully negotiated seven labor agreements within budget and without

work stoppage. Spearheaded company response to a union organizing

attempt that resulted in employees turning down the union. Successfully

managed company response to decertification effort.

. Led the human resource integration aspects of a company acquisition.

Led and managed human resource aspects related to the closing of seven

underperforming locations with no subsequent legal action by displaced

employees.

. Implemented safety committees and transitional duty program, conducted

safety and security audits, and developed scorecards to track DOT driver

file compliance that improved compliance from 85% to 98%.

. Trained managers/supervisors on investigating and documenting issues of

workplace violence, reasonable suspicion, sexual harassment,

worker's compensation injuries and vehicle accidents.

. Investigated and prepared responses to EEOC complaints and secured a

100% dismissal rate.

. Served as a corporate task force member to review RFPs, analyze vendor

proposals, select and secure companywide vendor agreements for temporary

services and DOT recordkeeping compliance. Served as the business unit

lead in the development and implementation of an HR metrics scorecard

tracking headcount vs. budget, vacancies, turnover, diversity, loss

control, DOT compliance, and employee recognition.

. Drove cultural change in the region that included implementation of the

company's core Call to Action behaviors through manager/supervisor

workshops, front line employee training, employee behavior performance

assessments, and employee recognition for demonstrated core behaviors.

. Drove employee engagement and positive employee relations across the

region through the implementation of employee appreciation days,

workplace assessments, and employee townhall meetings. Partnered with

location management in the development of actions to address employee

questions and concerns.

. Developed and implemented an Account Manager variable pay compensation

program in sixteen locations that drove behavior to sell more profitable

cases, improve company performance, and increase employee earnings.

. Served as the business unit lead for determining cost and additional

manpower needed to drive standardized vacation and holiday schedules

across the business unit.

. Led region organizational realignment using span of control benchmarking

metrics to determine optimal staffing of roles across the region

. Led the implementation of the company's new employee handbook in the

region, including developing regional polices and procedures in

accordance with business plans.

PepsiAmericas, Louisville, KY ($250 million, 800 union/non-union

employees) 1999 to 2007

MANAGER, HUMAN RESOURCES, KENTUCKIANA DIVISION

Provide leadership to all aspects of Human Resources in one production and

nine distribution facilities. On the division's senior management team,

lead initiatives to support employee and labor relations; negotiations and

arbitrations; corrective action and disciplinary procedures; recruiting,

staffing and talent management; affirmative action and EEO compliance;

performance appraisals; diversity awareness; safety and worker's

compensation; managerial and leadership development; training; compensation

and benefits; organizational redesign; change management; and succession

planning. Manage one exempt and two non-exempt employees.

. Performed contract costing for and participated in the negotiation of

six labor agreements.

. Led the human resources efforts in two divisional reorganizations.

. Implemented a succession planning process encompassing performance

appraisals, talent identification, leadership competency assessment,

identification of employee strengths and weaknesses, creating individual

development plans, clarifying gaps in bench strength, and filling gaps

through training or recruitment.

. Designed and implemented numerous safety initiatives that drove a 23%

reduction in workplace injuries, a 73% reduction in lost time

cases, and 66% reduction in at fault vehicle accidents.

Implemented: a transitional duty policy; facility safety and security

audits; a "How Am I Driving" reporting line; monthly, quarterly and

annual safety recognition programs; and employee defensive driving and

accident prevention training.

. Trained managers/supervisors on investigating and documenting issues of

workplace violence, reasonable suspicion, sexual harassment,

worker's compensation injuries and vehicle accidents.

. Led the HR efforts in converting eight locations from a conventional to

a pre-sell distribution system by creating and staffing new positions,

negotiating union employee pay rates, setting new compensation rates for

sales managers, and training employees on new technology and procedures.

. Improved employee engagement after merging four company cultures by

implementing employee satisfaction surveys, action planning, and by

conducting employee roundtable and town-hall meetings. Implemented the

Pepsi All Stars program to recognize outstanding employee performance.

The Carbide/Graphite Group, Inc. Louisville, Kentucky (190 employees)

1993 - 1999

MANAGER, HUMAN RESOURCES

Led all HR functions including employee and labor relations, contract and

grievance administration, discipline and termination, negotiations and

arbitrations, leadership training, recruitment, orientation, wage/salary

and benefits administration, EEO compliance, affirmative action, and plant

security. Managed one non-exempt employee.

. Led the purchase, design, and implementation of new payroll and

attendance system.

. Designed and implemented an Electrical Maintenance Apprenticeship

program and a plant wellness program.

. Key team member in the design and implementation of an hourly 401(K)

Plan.

. Led the design and implementation of computerized training record

keeping system.

Armor KONE Elevator, Inc. - Louisville, Kentucky (23 locations and 675

employees) 1981 - 1993

DIRECTOR, HUMAN RESOURCES

Led Human Resources function for this subsidiary as well as corporate

office building maintenance and security. Managed two exempt and three non-

exempt employees.

. Chief Spokesman in four successfully negotiated three-year labor

agreements.

. Negotiated three partial, and one complete, plant closings.

. Key management team member in six corporate re-organizations and

downsizings.

. Designed and implemented corporate Affirmation Action and 401(K) plans.

. Twice successfully achieved 10%+ cost reduction in health insurance

premiums. Reduced life insurance and disability premiums

by 27% and 13% respectively.

. Designed and implemented a comprehensive computerized human resources

payroll system.

EDUCATION

Bachelor of Science, Business Administration - University of Kentucky,

Lexington, KY

PROFESSIONAL DEVELOPMENT

Additional course work in: Conducting an Internal Investigation, Strategic

Thinking, Business Strategy, HR Strategy, Business Law and Developing

Business Models.

Wharton School: Certified Employee Benefits Specialist Courses I, II and

V.

AWARD

2004 PepsiAmericas Legacy Bowl winner - Having the #1 HR department in

Company.

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