Management Hr
Resume:
RODDRICK S. WILLIAMS
Houston, TX. 77004
Cell 281-***-****
**************@*****.***
PROFESSIONAL PROFILE
Human Resources Executive with 15 years of strategic and tactical
leadership experience working in Global and Non Global Business Units.
Experience includes: Corporate & Field HR management and Organizational
Effectiveness supporting all functions including multi-site/multi-state
responsibility in both unionized and non-union environments in addition to
mergers and acquisitions, talent acquisition, succession and workforce
planning organizational effectiveness, and diversity and inclusiveness.
Manage large and small highly efficient and diverse cross-functional work
teams; highly developed labor relations; first chair for 30 plus labor
agreements; significant experience with highly complex arbitration and
mediation cases. Drive HR functional credibility through demonstration of
business knowledge, functional expertise, and personal commitment to
deliver business results.
PROFESSIONAL EXPERIENCE
HR Consultant, Houston, TX
Jan. 2011- Present
HR Consultant designing, tailoring, and implementing strategic HR
initiatives and programs to meet client needs. Areas of focus: Building HR
Strategies that align to business needs, Organizational Health Assessments
and Employee Engagement Sessions, Needs Assessments, Strategic Recruiting,
Change Management, Employee Relations, Effective Interviewing Skill
Techniques, Positive Discipline, How to Conduct Employee Investigations
based on the 7 Steps of Just Cause, Implementing Goals, Performance, and
Appraisal Systems, Designing Individual Development Plans, Implementing
Mentoring programs, Coaching for Performance Improvement, Coaching for
Performance Enhancement, Succession Planning and Talent Management,
Building Organizational Capability and Creating a Safety and Rewards and
Recognition Culture.
Hostess Brands, Dallas, TX
Jan. 2010 - Dec. 2010
With nearly $3 billion in annual sales, 21,000 employees, 38 bakeries, and
640 retail stores, Hostess Brands is one of the largest wholesale bakers
and distributors of Direct Store Delivery (DSD) fresh bread and snack
cakes. Major branded products include: Hostess Twinkies & Cupcakes, Wonder
bread, Dolly Madison, and Drake's Cakes. www.hostessbrands.com.
HR Director - Southeast Business Unit
Reported to the EVP of HR, and was responsible for the day to day HR
operations and development of HR strategies and initiatives for the
Southeast Business Unit which consisted of 10 direct reports (Field HR
Managers) and 15 indirect reports with a headcount of over 4,000 employees.
Developed, designed, and implemented a Capability Plan for the Business
Unit which is enhancing our human capital performance (e.g. Succession
Planning, Talent Management, Training, Recruiting, Organizational
Effectiveness) so as to put the right people, with the right skill sets and
training, in the right jobs, at the right time.
Commuted to Corporate Headquarters in Dallas on a regular basis to work on
HR special projects. Worked with VP of Organizational Development and
Corporate HR HQ team to develop and implement an HR strategy that aligns
with the business strategy. Provided guidance in setting Strategic
Business Direction for growth.
Provide thought leadership on the design of Effective Organizational Models
within the business units. Direct processes designed to identify
developmental needs and build the organizations capability
Developed the Labor Strategy which enhances company performance while also
maintaining a harmonious relationship between Union and Management.
Operational responsibilities include the design of departmental goals and
procedures, work flow, customer responsiveness and productivity, quality
review, training and building organizational development and enhancing
human performance.
Designed and implemented a Diversity Strategy and culture within the
company that encourages inclusiveness and promotes diversity of thought.
Worked with Manufacturing, Sales and Outlet Business Unit and Field
management to assure compliance with regulatory employee relations laws and
regulations. Maintain up-to-date knowledge of relevant legislative
enactments and trends.
Responsible for implementing the Salaried Administration Program as a means
of retracting and retaining top talent within the organization while also
alleviating any and all pay inequities through rigorous auditing of the
merit and incentive compensation programs.
Worked with the Safety team to develop a strategy to reduce the escalating
disability management claims, and return employees back to full time
employment which will reduce fixed cost.
Personal Time Off
Oct. 2008 - Dec. 2009
Caregiver of terminally ill father and grandmother.
Chevron, Houston, TX
Sept. 2007 - Oct. 2008
Global Supply & Trading HR Director
Direct report to the President of Global Supply and Trading (GS&T) and
the Sr. Vice President of Downstream HR. Responsible for managing the day-
to-day HR activity for Global Supply and Trading (GS&T) which consists of a
total of 1,500 Global employees. Duties included the following:
Led the HR function for the Global Supply and Trading Executive Leadership
Team which consisted of 2 Presidents and 5 Senior Vice Presidents resulting
in increased Global Organizational Capability and improving Strategic HR
initiatives.
Member of the Chevron Downstream HR Executive Leadership Team that designed
HR strategies and policies that efficiently met the needs of all the
downstream businesses.
Active member of the GS&T Executive Leadership Team which helped to design,
and implement strategic initiatives that are "fit for purpose" within GS&T.
Led the GS&T Personnel Development Committee (PDC) for senior leaders
within the company, which consist of strategically developing our workforce
planning strategy as a means of putting the right people in the right jobs
which will enhance employee capability while strengthening our talent
pipeline.
Designed and implemented a seamless Global Performance and Salary
Administration Process (PASA) for GS&T, which improved efficiency and
eliminated inconsistency.
Assisted in the roll out and implementation of the 2008 Global Variable Pay
Program (VPP) for GS&T employees, which enabled the company to retain top
talent and retain key employees.
Developed and implemented Organizational Capability strategy within the
GS&T which strengthened the talent pipeline for the organization.
Provided leadership, supervision, coaching and recognition to HR staff to
include goals and conducting performance assessments.
Responsible for ensuring GS&T made good faith efforts in the recruitment,
retention, and promotion of minorities and women within underrepresented
job groups, while also managing Global Diversity as well.
Responsible for implementing the Salaried Administration Program as a means
of retracting and retaining top talent within the organization while also
alleviating any and all pay inequities through rigorous auditing of the
merit and incentive compensation programs.
Shell Oil Company, Houston, TX
Dec. 2000 - Aug. 2007
Refinery HR Manager - Shell Chemical Company, Geismar, LA
Jan. 2006 - Aug. 2007
Managed all of the day-to-day HR activity for the Geismar, LA. Chemical
Plant which consists of a total of 800 employees (e.g. 500 staff, hourly,
exempt, non-exempt, who are all non-represented, 300 contractors), while
also managing a HR team of 10 employees. Duties included the following:
Led the HR function for the Geismar Chemical Plant Executive Leadership
Team which identified HR strategies and processes that supported the
business initiatives which enhanced the sites performance while also
operating more efficiently and effectively.
Provided leadership, supervision, coaching and recognition to HR staff to
include goals and conducting performance assessments which resulted in
meeting all key metrics of our HR scorecard.
Developed and implemented the Geismar site Organizational Effectiveness and
Learning and Development strategy that strengthened the talent pipeline for
supervisors and hourly personnel.
Developed, designed, and implemented a Capability Plan for the site which
enhanced our human capital performance (e.g. Succession Planning, Talent
Management, Training, Organizational Effectiveness) so as to put the right
people, in the right jobs, at the right time.
Established/maintained positive employee relations environment for Geismar
site employees which resulted in the site remaining non-union.
Provided exceptional leadership in implementing Global Shell HR initiatives
and programs which resulted in the site delivering on all aspects of the HR
People Strategy.
Maintained a non-union facility at the Geismar, LA. Chemical Plant
Managed 2.3MM HR budget in accordance to the sites and company's HR People
strategy.
U.S. Distribution HR Manager
Jan. 2005 - Jan. 2006
Shell Pipeline Co. (SOPUS D) and Motiva Commercial Mktg. and Distribution
LLC (MOCM&D)
Led the HR function for two companies (SOPUS D & MOCM&D) which consist of
a total of 1500 employees (e.g., staff, hourly, exempt, non-exempt,
contractors, represented, and non-represented) throughout the U.S.,
including Hawaii, while also managing a HR team of 12 employees. Duties
included the following:
Provided leadership, supervision, guidance, mentoring, and training to HR
staff that resulted in HR being able to consistently exceed the businesses
expectations and provide outstanding service.
Developed and implemented Human Resources and Industrial Relations
strategies that maintained strong employee management relations within a
staff, hourly, union and non-union environment.
Administered Human Resource policies and labor agreements consistently and
equitably as a means of avoiding unnecessary litigation.
Established/maintained sound working relationships with union leadership
that resulted in only one grievance within both companies that was quickly
resolved, maintaining a harmonious relationship.
Fostered and grew strategic partnership between management and the union
leadership using interest-based bargaining techniques and the Shell
Protocol Agreement that required the union and company to respect our
differences, but work together for the betterment of the company.
Provided leadership, supervision, coaching and recognition to HR staff to
include goals and conducting performance assessments which resulted in HR
exceeding all of the business' People Strategies (e.g., Diversity,
Mentoring, Managed moves, FTE's, Recognition budget).
Provided leadership in implementing Global HR initiatives (Diversity
Progress Enhancement Program DPEP; Managed Open Resourcing MOR, Salaried
Administration, Succession Planning) and programs in Shell Pipeline Company
and Motiva CM&D which were key deliverables for the company and the
business.
Oversaw the accurate documentation of the annual Affirmative Action and
DPEP (Diversity Progress Enhancement Program) plan and all issues related
to equal employment which resulted in both companies exceeding diversity
goals, and our process being mirrored in other Shell and Motiva businesses.
Focal point for all Industrial Relation activity within SOPUS D and MOCM&D
(e.g., labor contract negotiations, letter agreements, memorandums of
understanding, arbitration's, settlements, affects bargaining, mergers and
acquisition of represented work groups, managing 40 labor agreements
between both companies).
Project leader for the divestment of Shell Fueling services which resulted
in Motiva Enterprises successfully closing this asset without any legal
and/or fiduciary issues.
Member of the SOPUS Distribution Operations Leadership Team and the Motiva
CM&D's Distribution Leadership Team contributing at a management level on
strategic HR issues and challenges.
Managed 2.3MM HR budget and provided efficient and effective HR support to
Shell Oil Products US.
Managed a 1.2MM Service Level Agreement to provide HR support to Motiva
Commercial Marketing and Distribution LLC.
Successful decertification of the Gulf of Mexico Patoka, IL. Terminal
operators who were represented by the United Steel Workers and Independent
Employee's Association Union 2006.
Successful decertification of the Western Region California Pipeline
employees who were United Steel Workers Union 2006.
Successful union avoidance for Terminal Operators at the Providence, RI.
Facility 2006.
Sr. Industrial Relation (IR) Consultant Shell Oil Company, Houston, TX
Jan. 2003 - Dec. 2004
Led the day-to-day Labor Relations for all of Shell Oil Products Business
Units within the United States, including Transportation and Motiva
Commercial Marketing and Distribution, Shell Chemical, Shell Refining,
Motiva Refining, Shell CRI. Also served as an IR consultant for the new
Pennzoil Quaker State and Jiffy Lube acquisition. Duties included the
following:
Assisted in the development of protocol agreement and an Industrial
Relations (IR) Philosophy which articulates how Shell and its Labor Unions
will work collaboratively as a means of optimizing business results.
Facilitator/Consultant to Senior Executives and Business Leaders, HR
Directors, HR Managers, and HR Representatives on various projects and
initiatives (i.e. Re-organizations, Plant/Refinery closures, Mergers and
Acquisitions that directly affect bargaining and organizing educational
campaign drives to minimize union growth.
Point of contact for all Labor Contracts, Disciplinary Action cases,
Grievances, & Selection of Arbitration Panels within all Shell and Motiva
businesses.
Assisted in the preparation of arbitration's and developed IR Strategic
Training for the HR Function and Supervisors within Shell Oil Company.
Supported the business and HR in effectively managing over 60 labor
agreements.
Senior HR Consultant - Motiva Enterprises (Shell subs.), Houston, TX
Dec. 2000 - Dec. 2002
Responsible for the day-to-day Salary Administration and Labor Relations
for Motiva Enterprises Commercial Marketing and Distribution Northeast and
Mid Atlantic regions--consisting of 600 employees and 25 Field Pipeline
terminals. Motiva Enterprises is a subsidiary of Shell Oil Company. Duties
included the following:
Developed, designed, and implemented Strategic HR initiatives (re-
organizing the company's Northeast Region, implemented and facilitated the
company's People Strategy, Performance Development Program, and Succession
Planning).
Led and administered the company's compensation program and ensured
financial compliance.
Coordinated, managed and implemented company EEOC/AAP programs (company
received an in-depth desk audit by the Department of Labor which resulted
in a conciliation agreement, and the alignment of our EEOC goals to the
company's People Strategy).
Direct Staffing needs--Administered hourly and salary discipline,
negotiated all 15 labor contracts as first chair, interpreted and
administered Company policies and union contracts, investigated labor
relations grievances /disciplinary cases.
Counseled managers and supervisors of hourly employees concerning proper
interpretation of local agreements which resulted in a harmonious
relationship between the union and management.
Facilitated labor relations and salaried personnel administration training.
1 Ford Motor Co., Sterling Heights, MI
1999 - 2000
HR Business Partner for the Gears Business Unit
Georgia Merit System, Atlanta, GA
1996 - 1998
Senior Personnel Analyst
EDUCATION
The University of Georgia, Athens, GA
Master of Public Administration, 1996
Specialization: Personnel Administration and Organizational Management
The University of Georgia, Athens, GA
Bachelor of Arts, Sociology, 1993
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5 ACTIVITIES
Memorial Scholarships - Created and funded the France G. Williams, Morris
E. Williams, and Princetta H. Greene, awarded annually to 3 local high
school students in Thomasville, GA, who seek to further their educational
aspirations.
Shell Oil Company Mentor, Houston, TX (2003); Member of the Shell Oil
Company Bridge/SBNG (Employee Network) Executive Board, Houston, TX (2003).
Volunteer - Shell Oil Company Community Service Team, Houston, TX (2001-
2003).
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